Growing up I always had a keen interest in learning about and working with other people. This desire to work with others has led to professional endeavors which encompass an array of industries and disciplines including, but not limited to: retail management, executive recruiting and college admissions/enrollment. From these various positions over the past six and a half years I have finally decided to take the leap and focus my graduate school degree in Human Resource Management and Development, as I got the most fulfillment and had the most interest in the work I was doing as an executive recruiter. Over the course of this paper I am going to attempt to provide a historic overview of the recruitment industry, explain the different parties involved in the hiring process, discuss how to build a hiring strategy and will round out the paper with various recruitment strategies that employers use to attract talent to their organizations.
Based on my personal history and how I got there I often wondered how the recruitment industry started. According to Kevin Sundheim, “recruiting began with the military and dates all the way back to ancient Egypt, Greece and Rome. The birth of the modern recruiting industry, however, did not take place until the 1940’s as a result of WWII.” (Sundheim) He indicates the reason for the recruitment discipline and the employment agencies was to find qualified workers to replace those individuals who were working and being called to military duty. Upon return from the war, many individuals who were serving came back with new skills and found themselves not going back to their old jobs, but instead to the up and coming technology field. Based on this, the need for headhunting agencies became popular. At first, these headhunting agencies worked for those who were seeking employment, rather than for the employer seeking new employees, like they are used today. The next phase of recruitment history was in the 1970s when large corporations began outsourcing their hiring efforts to recruiting companies, particularly for full time, executive level positions. In the 1980s there were regulatory concerns on the differences between employee (W2) and independent contractors (1099) which was blurred due to labor laws. Laws were then passed to open the door for the next phase of recruitment in the 1990s which saw huge demands on the industry and where the industry started to take on new forms of recruitment practices including various types of strategies. In the mid-to-late 2000s, the economy took a downturn, along with the industry as unemployment rates are high and companies are now looking to save money so they keep the staffing in-house. (SUNDHEIM 1).
Due to the fact that the economy is still not to where it was in the 1990’s, I think it’s important that the remaining focus be on the internal considerations when recruiting new employees into an organization. The first thing that needs to be identified when putting together a recruitment plan are the parties involved. This, of course, is going to differ based on the considerations for each type of position that the recruiter and human resource team are trying to fulfill. “Generally, the categories of people who may be involved in various stages include board members and other external constituents, internal hiring manager, administrative support staff and human resources representatives.” (GUIDESTAR 2). The individuals involved in each stage of the recruitment process depend on various criteria including the level of position, style and values of the organization, structure of the organization and availability. For example, when discussing level of position, if you are responsible for a chief or executive level position you will most likely want to have a search committee structure which includes board members. On the other hand, for an entry-level position it may be possible that the direct supervisor is solely involved in the...
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