Recruitment Matrix: External Or Appropriateness For Health Care

Recruitment Matrix

Recruitment Strategy or Method | External or Internal | Appropriateness for Health Care | Promotion | Internal | Yes it is appropriate for health care to promote from within. | Contingent workers | External | Yes it is appropriate for health care. | College recruiting | External | Yes it is appropriate for health care. | Former employees | External | Yes it is appropriate for health care. | Employee Referrals | External | Yes it is appropriate for health care. | * * * Detailed 200-word description of the internal or external strategy and why it is appropriate for health care

Contingent workers - “Contingent workers include temporary employees, part-time employees, contract workers, outsourced
They learn more about the goals and needs of the organization. Sometimes, a good fit is found between your needs and theirs (Purejobs, 2011). Here are steps to take to improve candidate pool: invest time in developing relationships with university placement offices, recruiters and executive search firms, enable current staff members to actively participate in industry professional associations and conferences where they are likely to meet candidates you may successfully woo, watch the online job boards for potential candidates who may have resumes online even if they’re not currently looking, use professional association websites and magazines to advertise for professional staff. The key is to build your candidate pool before you need it (Purejobs, 2011). Former employees- Former employees are another possibility for filling vacant slots within an organization. Retired, laid off, or employees who have left the company may be interested in coming back to work for an organization they are familiar with and know about. These individuals that come back may want full or part time work. The benefit of hiring employees who have already worked for the organization is that they are familiar with the job, know what is expected of them, they know all the staff and higher ups,
“Specifically, it identifies the tasks, duties, and responsibilities of a particular job” (Gomez-Mejia, Balkin, & Cardy, 2010). There are four methods used by a manager or job incumbent to produce a job analysis, which can be used to show compliance with government regulations or defend against legal challenges. A job analysis is useful to help the human resources department with recruitment and compensation, and training and career development. Job descriptions may be defined as clear communicating statements between the company and its employees or between company and its applicants in case of a new job or vacancy (Newjobdescription, 2011). A job description clearly mentions the type of work, work that has to be done, expected skills and qualification required duties to be fulfilled, responsibilities of the job and other details that are required to be conveyed to the employees. The main purpose of job description is to identify the correct and the best candidates from among all the applicants (Newjobdescription,