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Running head: Discussion Board
Discussion Board 1
Roger J. Howard-Robinson
Workforce Planning & Employment: BUSI 643-D01
Liberty University
April 1st, 2020
Discussion Board 1
Targeted Recruitment
A targeted recruiting strategy is a concept in which an organization aims to hire a specific
class or group of people; these classes include; race, gender, or age (Heneman, Judge, &
Kammeyer-Mueller, 2019). Targeting recruiting strategies during a brief overview seem to offer
organization a way in which to justify discrimination against potential job candidates. However,
during a true assessment of targeting recruiting strategies reveals that the goal of these strategies
is to target specific qualified candidates within a particular group within the labor market
(Heneman, et al., 2019). These recruiting strategies when utilized by an organization will appeal
to members of the labor market that have a particular set of knowledge, skills, abilities, and other
desirable characteristics (Heneman, et al., 2019). Rather than being a discriminatory tool,
targeted recruitment is an effective way for organization to find the most qualified candidates for
a position, while simultaneously reducing the number of unqualified applicants. Targeted
recruitment is a fair way for employers to seek out the potential candidates who have a specific
set of desired abilities and characteristics.
Specificity is key to the success of targeted recruitment. In a market where web-based
recruitment is heavily used by many organizations, the pool of applicants can often be vast and
Human Resource departments often receive more applicants than they are able to review
(Heneman, et al., 2019). Targeted recruitment aims to mitigate this influx of applicants by
delivering a specific message that appeals to the specific qualified candidates that the
organization seeks for the position (Compton, 2018). Research indicates that women and other
minority groups are likely to respond to recruitment campaigns that present culture and diversity
within the organization (Compton, 2018). Often when people speak of diversity the focus is
limited to race, class, and gender; however, there is a wealth of skills, knowledge, abilities and
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Discussion Board 1
characteristics that exist across a broader concept of diversity that extends into the area of age,
experiences, background, and worldview (Compton, 2018). Diversity within a workplace is
critical to the success and longevity of an organization (Compton, 2018). Success is based on the
successful collaboration between people of different backgrounds, diversity leads to more
effective innovation, collaboration, and problem-solving (Ng & Sears, 2018). Due to the varying
types of experiences that exist within diverse organizations managers emphasize communication
strategies that increase the resources for effective conflict resolution (Ng & Sears, 2019). Teams
composed of people of diverse backgrounds challenge the thoughts and ideas of others in ways
that non-diverse groups do not (Ng & Sears, 2018) With an increased ability to reach a resolution
to crucial problems that may arise within an organization, a workforce that is heavily diverse
improves the survivability of an organization (Compton, 2018). Since a diverse organization has
stronger conflict resolution skills, they ultimately have a greater ability to innovate and adapt to
market demands.
Targeted recruiting systems are a valuable tool for organization. This tool allows
organization to focus their candidates to people who possess specific knowledge, skills, and
characteristics, as well as specific demographics. Such a strategy leads to an increase in diversity
within an organization which ultimately leads to greater adaptability within a volatile market.
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Discussion Board 1
References
Compton, N. (2018). Diversity and collaboration - Essential ingredients for success.
Angewandte Chemie International Edition, 57(1), 4-6. doi:10.1002/anie.201712699
Heneman III, H.G., Judge, T.A., & Kammeyer-Mueller, J. (2019). Staffing Organizations (9thed).
Columbus, OH: Pangloss Industries.
Ng, E. S., & Sears, G. J. (2018). Walking the talk on diversity: CEO beliefs, moral values, and
the implementation of workplace diversity practices. Journal of Business Ethics,, 1-14.
doi:htt p://dx.doi.org.ezproxy.liberty.edu/10.1007/s10551-018-4051-7
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