2 days ago
Patricia Fields
Targeted Recruitment
CO LLA PSE
Discussion Board 1
Targeted Recruitment
Patricia Fields
MBA: Non-profit Management & Leadership, Liberty University
BUSI 643
Dr. Mary Jo Odom-Dull
For a business to run properly, targeted recruitment should be put in effect. This would allow a business to
select the best candidate for a position. Heneman, Judge, & Kammeyer-Mueller (2019) stated that
targeted recruitment is used “to find applicants with specific characteristics pertinent to person/job or
person/organization match” (p. 211). It would be the best for a company to do so if they want to gain any
success. Nowadays, a lot of companies are based on just the number aspect of people working and not the
value of the worker. What this means is that companies just want to make sure they have anyone in a position
in order to make sure they have enough people to get a job down. . Kraemer (2017) stated that “leaders can
avoid these “unpleasant surprises in hiring by taking a values-based approach when picking people for their
teams, just as they do in making any vital decisions”. The downfall is that a lot of people aren’t qualified and
are easily replaced due to lack of knowledge for the position.
Heneman et al. (2019) explains that “some experts propose that a targeted strategy may be more effective
because it allows the organization to prepare a specific message that appeals to the audience, rather than
relying on a general message that is mildly appealing to some candidates” (p. 211). Specific
jobs require specific skills meaning it would be best to approach the hiring process with a selected
recruitment strategy to fill the position. Though, it is important to make sure everyone has an equal chance to
shoot their shot at a position. Targeted recruiting could allow that opportunity if one feels like they may not
have an equal chance due to various reasons. Casper, Wayne, & Manegold (2013) believes that “targeted
recruitment should be successful if it is based on accurate knowledge of applicant needs and HR policies that
are designed to meet those needs” (p. 312).
Advertising is a critical factor for any job in order to make sure they are attracting to candidates to their
organization for hire. They must make sure they reach out to all kinds of people to provide a variety
of opportunities. With that, diversity is important at any job. Regardless of race, gender, education level,
or sexual orientation. Businesses must provide an equal opportunity for all walks of life because they never
know they may be missing out on their perfect candidate for success. Casper et al. (2013) believes that “self-
interest theory suggests advertising diversity policies should help recruit women and minorities because they
are typically the intended beneficiaries of such policies” (p. 313). Also, Heneman et al (2019) backed this by
stating “one of the most common methods for increasing the diversity of applicant pools is to advertise in
publications targeted at women and minorities” (p. 223). Casper et al. (2013) stated that “women comprise
47 percent of the workforce” (p. 313). Also, Casper et al. (2013) specified that “females and minorities also
show more interest in firms with diversity policies” (p. 313). One could question why wouldn’t it be fair for a
company to reach out to women more due to them making up almost half of the working population? Once
again, it is a chance for equal opportunity for a woman to be selected for a position if
recruiters aimed towards them.
Another tactic organization use to gain the best candidates is to reach out to the older workers. These are
workers who have probably the most experience in a qualified set field who would bring excellent
information to a workplace. Heneman et al (2019) believed that “older workers are often highly qualified and
experienced, and thus attractive candidates for recruitment” (p. 223). People at times look down upon an
older worker because they think multiple ideas about them like they are too old for a job or they are going to
slow a job down. Targeted recruiting can provide that equal chance for an older worker to gain an
equal opportunity for a job. Mulder, Henkens, & Schippers (2017) stated “in addition to the lower prevalence
of early retirement and thus increasing employment participation of older workers before the “normal
retirement age” of 65, the prevalence of employment after normal retirement age has also increased” (p.
857). If recruited, older workers are looking for opportunities that will allow them to be able to retire
comfortably and enjoy life. In order to reach out to the older demographic population, Heneman et al. (2019)
believed that advertising should express “flexible schedules, health and pension benefits, and part-
time opportunities, so the presence of such programs should be noted in the recruitment advertisements” (p.
223). People will flock to something that includes them and they feel like they can relate to hence why
targeted recruiting is an important factor.
References
Casper, W. J., Wayne, J. H., & Manegold, J. G. (2013). Who will we Recruit? Targeting deep- and
surface-level diversity with human resource policy advertising. Human Resource
Management, 52(3), 311–332. https://doi-org.ezproxy.liberty.edu/10.1002/hrm.21530
Heneman III, H.G., Judge, T., & Kammeyer-Mueller, J.D., (2019), Staffing organizations, 9e, McGraw-
Hill Education
Kraemer, H. (2017). What the downfall of Michael Flynn teaches business leaders about hiring
bad apples. Fortune.Com, 1. https://web-b-ebscohost-
com.ezproxy.liberty.edu/ehost/detail/detail?vid=5&sid=b671894a-50c0-4807-b53b-
3ffa58e28408%40pdc-v-
sessmgr01&bdata=JnNpdGU9ZWhvc3QtbGl2ZSZzY29wZT1zaXRl#AN=122980922&db=bth
Mulder, J., Henkens, K., & Schippers, J. (2017). European top managers’ age-related workplace norms
and their organizations’ recruitment and retention practices regarding older
workers. The Gernotologist , 57(5), 857-866. https://doi.org/10.1093/geront/gnw076
Tyler Winegar
CO LLA PSE
Discussion Board 1
Tyler Winegar
School of Business, Liberty University
Author Note
I have no known conflict of interest to disclose.
Correspondence concerning this article should be addressed to
Email: twinegar@liberty.edu
Many organizations adopt a targeted recruitment strategy. For example, some organizations have
targeted workers 50 and older in their recruitment efforts, which includes advertising specifically
in media outlets frequented by older individuals. Other organizations target recruitment messages
at women, minorities, or those with desired skills. Do you think targeted recruitment systems are
fair? Why or why not?
This is an interesting question because I have had this conversation with many people. I am a
white male, which is usually who these companies arent targeting. I have had a conversation
with friends of color or different ethnicities. I have had it with women and with other white men.
One group I haven’t talked to very much about is the older demographic but I feel like the
discussion topics would be the same. In a small and medium-size company, this is usually not the
case. If company X has 5 candidates, they will pick the best candidate for the job. In a larger
company, they will use more of the targeted hiring. This is because they are more prone to
lawsuits. People criticize them a lot more and ridicule their actions.
I don’t see men as better than women, I don’t see women better than men. They were created
equal. The color of your skin shouldn’t matter because we are all the same on the inside,
imperfect humans trying to make the best life for ourselves that we can. I have a mixed family
with 2 adopted African American children. They act like I do but have darker skin. Targeted
recruitment can be done in low-income areas to help improve the economy but I don’t feel like
one person should get hired over someone else because they have different color skin.
I don’t see a problem with wanting diversity but I do feel like it isn’t fair when the best person
for the job is pasted up because of the color of their skin or gender. If person A has all the
qualities you’re looking for and person B has only 2 of 8 but they are of a different gender or
race then I feel like person A should get hired for the job. People within the organization can see
what is going on and it will create interference if the lessor qualified candidate is hired, diversity,
or not (Espino-Pérez, 2018).
In my opinion, people need to start looking at people as people. We need to stop judging
others. We need to focus on being our best selves. Christ shares more about this, “And why
beholdest thou the mote that is in thy brother's eye, but considerest not the beam that is in thine
own eye? Or how wilt thou say to thy brother, Let me pull out the mote out of thine eye; and,
behold, a beam is in thine own eye? Thou hypocrite, first cast out the beam out of thine own eye;
and then shalt thou see clearly to cast out the mote out of thy brother's eye” (Matthew 7:3-5, The
New King James Version).
References
Espino-Pérez, K., Major, B., & Malta, B. (2018). Was it race or merit?: The cognitive costs of
observing the attributionally ambiguous hiring of a racial minority. Cultural Diversity and Ethnic
Minority Psychology, 24(2), 272–276. https://doi-
org.ezproxy.liberty.edu/10.1037/cdp0000153.supp (Supplemental)
Running head: RESPONSE TO PATRICIA FIELDS POST 1
Response to Patricia Fields Post
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RESPONSE TO PATRICIA FIELDS POST 2
It is true targeted recruitment should be utilized for a business to succeed, and
recruitment advertising tailored to target groups is essential. As you have discussed, recruitment
advertising tailored to older adults, women, and minority groups is crucial to enhance diversity
and immense reach. According to Acikgoz (2019), targeted recruitment is based on the fact that
experienced employees have better working ethics, high chances of success, and reduced chances
of leaving. Targeting seniors, for example, is motivated by the fact that they have real job
experiences compared to the young generation. Companies such as Wal-Mart maintain contact
with AARP. One reason cited for this contact is that older adults have better skills, are less likely
to quit, and have better working ethics. It is important to identify the advantages of targeted
recruitments such as it brings job opening to the attention of those who are likely to be attracted
to the position. With this in mind, employers should increase the probability that people from the
targeted groups will fill the position and convey their willingness for hiring. As you have noted,
this can be implemented by disclosing health and pension benefits and part-time opportunities
when advertising to the older demographic. One crucial factor to consider in recruitment
advertising tailored to targeted groups is using the right channel. This increases the chances that
they understand all requirements and policies involved.
RESPONSE TO PATRICIA FIELDS POST 3
Reference
Acikgoz, Y. (2019). Employee recruitment and job search: Towards a multi-level
integration. Human resource management review, 29(1), 1-13.
Running head: RESPONSE TO TYLER WINEGAR'S POST 1
Response to Tyler Winegar's Post
Name
Institution Affiliation
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RESPONSE TO TYLER WINEGAR'S POST 2
Tyler, your position that targeted recruitment seems unfair is informative. On the point
that all potential employees are equal irrespective of race, gender, or education reveals that
companies should tailor their recruitment efforts to absorb all individuals who have the required
standards. This form of recruitment inhibits competition spirit and growth in an organization
because everybody should be allowed to shoot their shot. It is true from a biblical point of view
equality is essential. The bible emphasis humanity equality and each person is equal before God,
and there are no boundaries to the membership of Christ. Psalms 67:4 records that God rules the
people with equity. Similarly, the teachings in Mark 12:31 state we love our neighbors as we
love ourselves. This shows that there should not be favourism when treating people. However, it
is essential to consider the benefits of targeted recruitment, especially for the older demographic.
Considering the need for workplace diversity, targeting older people is important since they may
not have equal chances of competition against the young generation. Their ways of accessing
information may be limited compared to the young generation (Webster et al., 2020). The other
advantage is that this strategy can reach people who are likely attracted to the position hence
saving the company hiring costs.
RESPONSE TO TYLER WINEGAR'S POST 3
References
Webster, B. D., Smith, A. N., Kim, J., Watkins, M. B., & Edwards, B. D. (2020). Recruiting
(Dis) Advantage: Men’s Versus Women’s Evaluations of Gender-Based Targeted
Recruitment. SEX ROLES.
