Randstad: Recruitment and the Selection Process

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Randstad Holding is a global provider of HR services and the second-largest staffing organization in the world. Randstad was founded in Amsterdam over 50 years ago in 1960 by Frits Goldschmeding. The company represents more than 90 percent of the global HR services market. In July of 2008, Randstad acquired the human resources company Vedior. The acquisition of Vedior has made Randstad the second largest human resource services provider in the world. The company mission is “to be a world leader in matching demand for and supply of labor and human resource services.” (Randstad US, 2012) The Randstad Group holds top positions in multiple key markets such as Argentina, Belgium & Luxembourg, Canada, Chile, France, Germany, Greece, India, Mexico, the Netherlands, Poland, Portugal, Spain, Switzerland and the United Kingdom. They also hold major positions in Australia and the United States. Randstad Holding has 28,700 corporate employees working from 4,711 different branches, and is employing over 576,000 people every day. Randstad Holding nv is headquartered in Diemen, the Netherlands, The Randstad Holding organization is a $22.5 billion, global Fortune 500 Company, with operations in 40 different countries providing professional employment solutions and services. Some of the solutions provided include: temporary staff, temporary to hire, direct hire and outsourced placements. Company services include: payroll, managed services, recruitment process outsourcing and HR consulting. Randstad US is a subsidiary of Randstad Holding. Randstad US has over 1000 branches across the country and employs 4,800 employment specialists. The United States headquarters are situated in Atlanta, GA. Randstad’s employment specialists put an average of 125,000 people to work each week within the Accounting & Finance, Office & Administration, Engineering, Healthcare, IT, Legal, Life Sciences, and Manufacturing & Logistics industries. (Randstad US, 2012) Recruiting is defined as any activity carried on by an organization with the primary purpose of identifying and attracting potential employees. Our course textbook defines personnel selection as the process through which organizations make decisions about who will or will not be allowed to join an organization (Noe, Hollenbeck, Gerhart, & Wright, 2011). For a company like Randstad, who specialize in providing professional employment solutions for their clients, recruiting and selection are two key actives that are vital to the company’s success. A different way to define recruiting is as active ways to encourage qualified people to apply for jobs. The three aspects of recruiting are: personnel policies, recruitment sources and recruiter traits and behaviors. It is important for the human resources personnel responsible for recruiting in their organization to build a pool of potential employees that can be accessed as needed. This is important because in many organizations, obtaining an accurate estimate of the number of new hires required in advance of the demand can be difficult. Many of a company’s personnel policies impact recruiting. Policy around internal or external recruiting, pay strategies and employment-at-will policies are just a few areas that can be relevant to recruitment. Where to look for resources is also important. There are many sources for finding new employees. Outside of the typical direct applicants and referrals, print advertisement and electronic recruiting are other avenues frequently used. The recruiter is the link in this entire process. It is important that recruiters are warm, enthusiastic and knowledgeable. Randstad uses various ways to recruit talent. Randstad uses various social media websites such as Facebook, and Linked In. They also use the most popular employment websites such as Indeed.com, Monster.com, Careerbuilder.com and their own website- Randstadstaffing.com. Job Fairs are also a very good tool Randstad uses to recruit...
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