Paper Example: Optimizing Human Resource Recruitment: Strategies, Processes, and Collaborations

Introduction

In the modern corporate world, organizations apply excellent practices that are effectively used to ensure most competent personnel are recruited into the system. The selection of the most competent individuals is an effective activity that the firm uses to determine its ability to perform. Specific recruitment tools are, therefore, applied. The human resource recruitment tools are identified as a series of steps applied in hiring that begin with the preliminary screening of the job application and the final candidate by checking their background standards (Maurer, 2015). The organization’s resources are effectively used to indicate the difference in the process applied by a specific organization. However, the interviews and applications mark the tools used by almost all organizations despite their structure. Therefore, this paper evaluates the strategy, process, and roles of the transacting organizations on the selected human resource tools used effectively.

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Recruitment Strategy

The use of Recruiters Strategy as the selected recruitment strategy is the most impressive context. The recruitment strategy application is used in the context where the recruiting organization chooses to settle on specific individuals to focus on recruiting the best candidate. Recruiters Strategy normally uses common sources to recruit candidates of interest through websites and professional organizations (Ahmad, 2018). The recruiters keep the potential selection so that when a chance emerges, they can easily match the candidate. The use of Recruiters Strategy is categorized into three; executive search firm, temporary staffing or recruitment firm, and corporate recruiters. A corporate recruiter is a professional hired by the company to focus on recruiting the desired candidate. Temporary recruitment is used in the case of an organization hiring a professional for the short term. Executive search firm focuses on recruitment of high-level positions.

Recruitment Process

Regardless of the company’s size, there are five common stages used for recruitment. The recruitment process is carried out in stages such as planning, strategic development, searching, screening, and evaluation. Planning is the first stage in the process of recruitment. It includes translating the available vacancies into sets of targets or objectives that specify the type of applicants needed to fill the available jobs. The organization will plan to attract more applicants who will expose them to various choices (Breaugh, 2009). Strategic Development is applied in the stage after the company has identified the kind of candidate they require. A strategy will be initiated and developed to fit the requirements of the company. Strategic concepts are applied in promoting the organization's relevance in the general performance. Searching is the third process carried out in two main steps, that is source activation and selling. The source activation is applied because the issuance of the employee requisition applies to the requisition. Meanwhile, the selling is attained on the occasion where the company advertises without virtue overselling. Screening is the fourth stage that marks one of the essential stages of recruiting (Breaugh, 2009).

The candidates’ qualities are reviewed and shortlisted. The screening ensures the best candidate is hired. After the shortlisting, the list will be reviewed further and the selected candidates will also be screened further beyond the review of their resumes, references, cover letters, and other materials. The last stage is the Evaluation stage. The evaluation of the entire recruitment process helps the company identify the context where it has acted differently and can consider acting better to find more qualified individuals for the task.

What Makes XYZ Recruitment Inc. Best for the Assignment

When institutions settle for selecting a human resource consultancy organization, they evaluate various features that make one organization stand. Several organizations boast of their services and clients fail to settle for the most impressive firm for recruitment consultation. However, the dilemma can be solved, and XYZ Recruitment Inc. is considered the most favorable due to the outstanding qualities it displays. For instance, XYZ Recruitment Inc. is outstanding in the context of quality communication skills. Excellent communication is one of the top qualities. The company is involved in communication with various people who work in different destinations (Shafiuddin, 2019). The company is also excellent in displaying quality time management skills. Every human resource consultant should manage their time more effectively and complete all the necessary tasks efficiently. The company is excellent in time management and can complete numerous tasks daily.

Role of the Recruitment Agency

In this case, the consulting company, XYZ Recruitment Inc., is the identified agency for the recruitment at the state university. Recruitment agencies such as XYZ Recruitment Inc. play a significant role in acting as a middleman between job seekers and businesses. The recruitment agency, such as XYX, plays a significant role in the recruitment process, saving time, recruiting the best employees, increasing confidentiality, and applying a fair and reasonable process. In saving time, the agency saves both time for the company and the business. Recruitment practices are not the major activity of different businesses (Shafiuddin, 2019). It can be time-consuming and can interfere with the fundamental role of the company. Therefore, the selection of the recruitment agency for the task would help in saving time. Also, the agency has the role of recruiting the best employees, which is the agency's main objective.

The agency can point out the best employee by understanding the client's business objective and the required type of skills. The agency also plays a role in applying a fair and reasonable process (Maurer, 2015). The candidate proposed by the company can be assured they will be judged in a much more reasonable and fair manner.

Role of State University’s Human Resource Team In Recruitment

Recruitment is the main objective of the human resource team of State University. The team is active in employee development, employee engagement, data management, and statutory compliance. Though the team seeks to recruit from a recruitment agency, the organization focuses mainly on attracting, selecting, and onboarding employees needed by the organization. The human resource team of the university, therefore, played a significant role in identifying the outstanding organization that would help in pointing out the best position needed for the capacity of the vacant position in the organization (Breaugh, 2009).

They were also present to evaluate the recruitment agency's process to realize the actual steps and activities needed to realize the general impression and activities that would excellently encourage the human resource participation of the company. Therefore, the appropriate recruitment tool applied by both organizations in selecting the most appropriate candidate was excellently needed in dictating the human resource department's effective activity.

Conclusion

In conclusion, organizations do not major in the recruitment process as one of the critical roles. However, they can consider consulting other specialized organizations specialized in recruitment. The State University in this analysis would consider hiring XYZ Recruitment Inc. to achieve excellent human resource practices. The recruitment agency, therefore, would suggest the most effective recruitment strategy and procedure. The recruiters' strategy is the most appropriate recruitment strategy.

References

Ahmad Azmy, S. E. (2018). Recruitment Strategy To Hire The Best People For Organization. Journal of Management and Leadership, 1(2). http://jurnal.tau.ac.id/index.php/jml/article/download/40/20

Breaugh, J. A. (2009). Recruiting and attracting talent: A guide to understanding and managing the recruitment process. SHRM Foundation’s Effective Practice Guidelines Series, 1-33.

Maurer, R. (2015). Assessing Your Recruiting Function for Compliance and Best Practices. https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/lori-kleiman-2015-talent-management-conference.aspx?_ga=2.48272546.569036889.1595205773-1116524278.1594085330

Shafiuddin, M. (2019). Modern Recruitment Techniques in Human Resource Management. Social Science and Humanities Journal, 837-847. http://sshj.in/index.php/sshj/article/download/295/128