Factors That Affect an Organisation's Approach to Attracting Talent

1.2 Factors That Affect an Organisation's Approach to Attracting Talent.

Because of the increase in the levels of globalization, many organizations are looking forward to increasing diversity in the workplace. This is driven by diverse educational backgrounds and education levels in the labor market to improve the efficiency and yield tangible benefits to their employer. Diversity at the workplace has ensured that there is increased competitiveness among companies in the same industry hence increasing their quality and quantity of production. Acquiring employees with diverse language and cultural background would ensure that the organizations attain its set goals.

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The main factors which affect an organization's approach to attracting talent are:

• Supply and demand: the first thing need to be answered is whether there is a vacancy to be filled or not. If yes, the organization should decide between transfers or promote someone from inside or recruit from outside the organization. Depending on the technicality of a position with the available workforce, an organization may decide to support one of the employees to replace the vacation position. Employees who are interested in career change should be considered with an effort of attracting talent and facilitating training to establish the right employees for the particular job.
• The size of the organization: it would be much easier for the vast organizations to attract talent because they are more recognized by the public and more financially capable of advertising to get the number of applicants. Branding is critical to attracting both employees and customers. The excellent reputation of a company will attract the right talents by the companies branding styles that may include a modest remuneration package and offering growth to the employees regarding education and knowledge.
• Recruitment policies: the policies and procedures which the organization has also affect the organizations approach in attracting talents, i.e., recruiting from internal sources or external sources. Generally, the organization tends to prefer hiring internally because the employees fit comfortably into the organization and its culture. Internal employees have also adjusted regarding policies and regulation for the company that will ensure smooth continuity of the running of the organization.
• Unemployment conditions: the process of attracting talent will tend to be more comfortable if the employment rate in the area is high because the number of the applicants will be higher. While having a low employment rate will make the process more challenging. Unemployment conditions make employees more creative and diverse their skills. This will create a competitive edge for the employees that will intern enable quality delivering tangible output in an organization.

Having a diverse workforce would mean we recruit and invite different nationalities to join the company. This diverse workforce would have different upbringings and are attuned to different cultures. This helps in learning and working together which allows in thinking from different perspectives, which eventually add value to the company.

All countries have young graduates in the offing. Skilled workers come from different backgrounds which help in bringing various cultural experiences to the workforce. This in turns benefits the company with sharing of knowledge and experience.

Companies that are recognized to have diverse workforce tend to have an optimistic "corporate image" in the community. This enhances the organization's image and capability to "attract as well as retain" efficient workers. This will help in the Brand being 'unique' which not only helps in the reputation but also, in turn, helps it make it easier for recruiters to recruit the right talent for the Position.

1.1 Benefits of Attracting and Retaining a Diverse Workforce

In a workforce where all the employees are the same makes it challenging for recruitment regarding selecting and identifying the level of work input, ideas and the vastness of skills.

Increase productivity: the diversity in the workplace helps in increasing the productivity of the organization by bringing diverse talents and different sets of skills that work together towards achieving a common goal. Various lines of thinking provide thoughts that an employer cannot have with similar people working in a company. Diverse views give new suggestions that aim at improving the productivity of a workplace. At the workplace, every day is a day of new ideas hence new ways of doing things and therefore increased productivity and innovation.

Increased creativity and morale: having diverse and different minds working together helps the organization to be more creative, and also will help in problem-solving as many solutions will arise due to the diversity. Having different personnel with different backgrounds tend to create a good relationship between them which boosts staff morale. This will lead to the reduced likeliness of a staff to take time off and absenteeism that will, in turn, increase productivity.

Positive organization image: having individuals with different diverse backgrounds makes the organization reputable for being a good employer, and potential customers will often feel more valued. Having the right people to engage the target market increases the understanding of the organization products and the customers. This will in turn increase customers.

Company mission: Having a focused and robust purpose helps the company/organization create a well-focused and robust mission statement, which eventually will attract efficient managers, specialists as well as high potential graduates. This helps the employees, in general, to be loyal when in a crisis. If the company's mission is not clear, then candidates will have difficulty believing in the company which will result in losing potential recruits.

Brand Reputation: It is vital that the Organisation has a stable and well-accepted brand name. A well-reputed brand attracts fresh and talented workforce automatically. The reputation of the Company matters when selling products, as the general saying that only good products are attached to this brand helps in sales. This, in turn, would want candidates to join a well-reputed company to make it grow even higher, for job security, for challenges in their carrier or a right carrier path.

Career Path: All employees look for a good Carrier growth. They would want to stay in one company and keep growing in knowledge, experience, etc. Any company that has a good brand name helps in sustaining and retaining the employees. This helps in maintaining the reputation of the company externally and internally. This would attract senior managers, specialists, and High Potential graduates.

Diverse Culture: Diverse culture would be a factor to many candidates as social conditions and resources are shared external factors that influence them. They would want to know if through diversity there is open communication within the company, such as sharing of knowledge and information to update her employees of the happenings within the company with no gender and racial discrimination.

Diverse skills. A diverse workforce creates an increased set of skills in the workplace. Having different personnel specialized in separate area yields more productivity where different people have the diverse set of exceptional skills and strengths.

1.3 Factors That Affect an Organization's Approach to Recruitment and Selection.

Factors to be considered are:

• Cost and budget: to recruit a new employee, it is sure that there will be a specific amount of value involved. The organization must decide on how much they are willing to spend in the recruitment process, i.e., advertising cost, agency cost and the cost of time. When an organization faces hard economic status in the last recession growth, it may warrant it challenging to employ additional personnel and retain the ones that were there because of they may luck job security.
• Skills and qualities: during the interview process it is essential to find and test whether the candidates meet the requirements that have been already identified through the job analysis, job description and job specification in their curriculum vitae. This might involve multiple tests to justify their qualifications for the job. Employers are always attracted to individuals who are capable of displaying and applying their knowledge appropriately.
• Laws and regulations: in each country, there is laws and regulations which affect an organization approach to recruitment and selection, in Bahrain. For example, there is a Bahrainization rate which forces an organization to employ a minimum number of Bahrainis in their organization. This is to ensure that there is inclusivity in the whole process of recruitment.
• Supply and demand (S&D): This factor can vary depending on the positions available. For a specialist post, the number of possible candidates will be low, and hence the specialist would have to be compensated well for that post. But for a generalist post, the supply of candidates would be higher, making it easier for us to demand and choose the right candidate within the company's requirements and compensations. In conclusion, every position can be categorized into different sections of S&D, and each position's factor varies depending on the job.
• Budget: Budget plays a significant role in recruitment. Each position has to be calculated as the budget for that department is available or not. If it a specialist position the budget would need to be higher compared to another post, as the compensations would be higher. As mentioned above, S&D would play a factor as well. Depending on demand for the job, the budget can be planned.
• Planning and Vacancy: Recruitment is all about planning. This factor would be one of integral parts of recruitment, and as and when there is a vacancy available, the recruiters would have to plan when the post would be available and the date of joining of the new candidate. This helps in acquiring the candidate at the given time.

Recruitments within the organization depend heavily on the current economic status in the last recession level of growth. When a company faces slow growth, the need to recruit new employees also goes down. This is because the labor market is competitive, securing qualified individuals with appropriate skills will require a well-established company that has shown growth in the current economic status.

The level of the job being advertised. When a job position needs highly skilled personnel, proper advertisement needs to be done to ensure the right professions get to apply for the vacancy. Highly skilled jobs require more experienced and well-educated professionals to handle the job hence advertisement through publications that are devoted to the specific profession and through the internet. When advertising, it should be done professionally to prevent discrimination of gender, race, level of education and disability status.

2.1 Recruitment Methods

There are many different recruitment methods, below is the most commonly used methods and benefits of each one of them:

• Internal recruitment: internal recruitment can be defined as the practice of selecting one of the current organization employees to fill a vacant position, it could be transferring someone from one department to another or by promoting one of the employees. The benefits of internal recruitment are that it is easier to assess the applicants as all the information is available. It is cost and time effective as the employees are already familiar with the organizational culture, policies, etc., serve as an indicator that career opportunity within the organization exists and increase employees morale and loyalty to the organization. Internal hiring is highly recomme...