Recruiting - the Cisco Way

Topics: Recruitment, Employment, Recruiter Pages: 5 (1594 words) Published: April 22, 2013

Answer part a
The importance of recruitment and selection

Recruiters play an important role in the success of an organization. They essentially act as a filter that -- when used properly -- only selects the best candidates. In a constantly changing business world, companies need to hire people who are adaptable, loyal, knowledgeable, dependable and confident, thereby creating a foundation for success. Cost

Cost is a major reason why effective recruitment and selection is important. There are many ways in which poor recruitment practices can result in financial losses. For example, if a candidate's competency is not accurately assessed, he may make mistakes that can hinder productivity. If he needs to be retrained or replaced, this takes up more company time that could otherwise be invested toward remaining competitive. Retention

Improper recruitment and selection practices can often result in high turnover or involuntary separations. If a recruiter is not careful when analyzing resumes and conducting interviews, he may hire an employee with a weak work ethic or a tendency to move quickly from one job to the next -- "job hopping." Another so-called "red flag" is a gradual decrease in responsibility Loyalty and Productivity

Loyalty and productivity are linked. Interviewers should inquire about a candidate's greatest achievements throughout the career. Generally, loyal employees will have a track record of striving for excellence, resulting in a more competitive, innovative and profitable business. Legal Issues

Discrimination is a serious concern among recruiters. If discriminatory hiring practices can be proven, this could result in serious harm, both financially and in terms of reputation. Things such as language proficiency or physical capabilities should not be listed unless they are absolutely essential for the role.

Influence on recruitment process of company by changing dynamics of the global InfoTech industry … Recruitment is undergoing a change. Not just a small scale evolution but a fundamental seismic shift. A change that will see the recruiting landscape change forever. A change that will see many traditional recruiters falling behind and being replaced by new, differently skilled recruiters, ready for the challenges. The current global recruitment landscape is changing. The global war for the best talent is real, (note the use of “best”); talent is geographically mobile and happy to move for the best job; talent is more demanding, not only in pay but career progression and training and development; the experienced talent pool is shrinking in volume; convergence of talent, as recruiters fighting in a smaller talent pool attract candidates across different sectors. Recruitment agencies are failing to be creative in attracting unique talent to their databases, hence perpetuating “recruitment chess” of the same talent across companies. Not everyone is looking for a job. Different market research exists but the benchmark seems to suggest that, for any given role, only 10% of relevant/experienced talent is actively looking for a role at any given moment in time. That means that 90% of candidates relevant for your role/s are not engaged in job searches. The best candidates typically among them. Hence in a candidate short market, with a host of competition for particular skill-sets, the global war for the best talent is being fought out among 10% of active job seekers. Businesses can no longer control what is said. Today there is a shift in the balance of power. Technology is shifting the power away from the publishers, media, the elite, corporate to us, and the people. Recruiters need to embrace this, as must as their PR & Marketing departments. The rise in the use of the Internet is probably the most significant development in the recruitment field in the early 21st century. There is, however, little evidence that the Internet produces better-quality candidates, but it does...
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