Recruiting and Human Resources

Topics: Recruitment, Employment, Human resource management Pages: 5 (1687 words) Published: May 6, 2013
Running Head: RECRUITING AND HUMAN RESOURCES

Recruiting and Human Resources
Teressa Collis-Miller
Gardner-Webb University

Abstract
Effective employee recruiting is an essential key in making a business successful. Businesses can fail simply because they do not have the most qualified and/or dedicated employees working for them. HR relies on effective employee recruiting in order to find the most qualified candidates to interview and potentially hire. The HR department has to have a clear understanding of the position(s) that need to be filled and ensure that they are using the most effective resources available to them. When it comes to employee recruiting a successful Human Resource department knows which resources work best for them and which resources to avoid in order to find qualified candidates. Keywords: recruiting, human resources, resources, social networking Recruiting and Human Resources

Human Resources Management “is the process of acquiring, training, appraising, and compensating employees” (Dessler, 2013, pg 4). The HR department is in charge of the “three ‘R’s – recruitment, retraining and retention, of high-calibre, well-motivated staff – is the main differentiator of good workplaces” (Brown, Swain, 2009, pg 8). The goal of the Human Resource (HR) department is to ensure that the business is operating at its highest potential. One way that HR ensures this is by recruiting the most qualified candidates for job opportunities. Employee recruiting is the action of “finding and/or attracting applicants for the employer's open positions” (Dessler, 2013, pg 146). A successful recruiter needs to be able to locate numerous qualified candidates and “encourage them to apply” (Caruth, Pane, 2009, pg 149) for employment opportunities within a specified business. Their goal is to “ensure a sufficient pool of applicants from which the most qualified individuals may be selected” (Caruth, Pane, 2009, pg 135). Effective employee recruiting is an essential key in making a business successful. Businesses can fail simply because they do not have the most qualified and/or dedicated employees working for them. HR relies on effective employee recruiting in order to find the most qualified candidates to interview and potentially hire. The HR department has to have a clear understanding of the position(s) that need to be filled and ensure that they are using the most effective resources available to them. When it comes to employee recruiting a successful Human Resource department knows which resources work best for them and which resources to avoid in order to find qualified candidates.

There are steps that the HR department should take before the employee recruitment process begins. First, HR should concentrate on is developing a clear and concise “Mission Statement” if one has not already been created in order “to attract only the top performers” (Bidgood, 2008). After the Mission Statement has been created, HR should concentrate on “creating” accurate “job descriptions” that include “essential skills” and “talents” an individual must possess in order to be “successful in the position” (Bidgood, 2008). They should also “come up with a list of” “behaviors and the technical, mental, or physical skills necessary for success” (Bidgood, 2008). From these lists, HR can create questions and/or scenarios that qualified candidates can be asked during the interview process.

Employee recruiting is not an easy job. In fact, recruiting can often be a challenge because “some recruiting methods are superior to others” (Dessler, 2013, 146), that is why it is so important for the HR department to figure out what method of recruitment offers them the most benefit. Recruiters also have to make sure during the recruitment process that they do not violate a Discrimination Law. If an applicant is not hired because the color of their skin, gender, or age, the recruiter has violated a Discrimination Law which can cause unwanted legal issues...

References: Bidgood, Ken. Highly Effective Recruiting Strategies. InternetSeer.com, Inc, 2008.
http://www.internetseer.com/services/article.xtp?id=25953
Brown, Jane Newell. Swain, Ann. The Professional Recruiter 's Handbook: Delivering Excellence in Recruitment Practice. Kogan Page, 2009.
Caruth, Donald L. Caruth, Gail D. Pane, Stephanie S. Staffing the Contemporary Organization: A Guide to Planning, Recruiting, and Selecting for Human Resource Professionals. Praeger Publishers, 2009.
Dessler, Gary. Human Resource Management, Thirteenth Edition. Pearson Education, Inc. 2013.
Tam, Donna. Recruiters post 1.7 million jobs on new Facebook jobs board. November 14, 2012.
http://news.cnet.com/8301-1023_3-57549764-93/recruiters-post-1.7-million-jobs- on- new-facebook-jobs-board/
Kharif, Olga. Job Recruiters Turn to LinkedIn, Social Media Startups. December 13, 2012.
http://www.businessweek.com/articles/2012-12-13/job-recruiters-turn-to-linkedin-social- media-startup
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