Recruitment and Selection Strategies Recommendations

Recruitmentand Selection Strategies Recommendations

Organizationshave an obligation to recruit employees when the need arises so as toimprove the production levels and delivery of services. Unlikebefore, many industries today have decided to take trained employeeswith necessary qualifications in the required professional.Educational qualification in today’s world does not seem to carryany weight that would guarantee one to landing a job but, one has toat least prove before the several executive boards that he or she iscapable of producing the required services. This has prompted manyfirms to develop different mechanisms such as interview to scrutinizethe people who opt to join them. Committees have been formed withinthe organizations that are held responsible for the human resourcerecruitment training and posting. Another improvement is that manyrecruiting bodies have also come up to search for the qualifiedpeople, train them and present them to the organizations which areseeking their kinds of services. Such recruiting firms includeschools and colleges and external executive recruitment firms.


Manyfirms have laid strategic plans to be achieved over a given period.The plans are always laid open before the workers to enlighten themof the organization’s objectives. It is thought to be a way ofbringing together the efforts of individual employees so that theyall together help the company to succeed. The goals of anorganization are always independent of another’s and therefore, thenumber, type and qualifications of the required recruits would relyon each corporation’s objectives. The selection committee of agiven business would always stay linked with the human resourcemanagement to identify the gaps within the organization so as to fillthem appropriately. A company dealing with information technologywould prefer employing computer technologists and IT candidates. Thiswill rely on future targets such as coding for newer programs to beused over a period of five years, and this would be utilized as ascrutiny for who qualifies for the job[ CITATION DrJ14 l 1033 ].

Fora corporation to be strategic and to create a clear understanding tothe job seekers of what exactly the firm is focused on accomplishingwould always help to identify the right individuals and even givebetter methods of doing it. A report provided by (Dr. John Sullivan,2014) confirms that many firms have failed to identify an existingformal strategy. The lack of a plan is making many companies fall tothe recruitment of corrupt individuals and thus, leading to a lot ofconfusions as the employees are left to wander around wasting moretime and the firm fails to reach its goals. Several characteristicsare used to generalize the best group of individuals to hire who arethought to be fast learners and can easily suit into new settings.Many executives are asked to look into their goals and thus, chooseinnovators, top performers and exceptional skill individuals. It isevident that to attract all the mentioned virtues then a goodcompetitor should have a proper and formal organizational strategy[ CITATION DrJ14 l 1033 ].

Forecasteddemographic changes

Acompany may start as a single entity and later grow to greaterlevels, and thus, its demands also grow, for example, it will movefrom a sole proprietor relying on personal management to an executivemanagement with many other departmental leaderships. A change in thebusiness that alters its population structures has a consequentialinfluence on the recruitment methods of the company. Since more laboris required, more workers need to be hired. Additions of new workerswould need to be handled within manageable limits such a wagecapabilities and task levels. Companies with the largest populationof employees such as the Walmart Inc. operates all over the globewith an estimated 2.2 million employees. It, therefore, follows thata firm must be in a position to meet all the asked and agreed wagesand add-ons of its workers. Following the laid plans the company canproject its needs in future, and it has to ensure it stays withinranges of managing the growing needs. Choosing the right laborerswould be affected since certain individuals can multi-task or ratherthey can handle two posts which may help cut down the population ofrecruits. Such abilities are the kind of advantages which manybusinesses look for, and this directly influences how they selectpeople to fill up the vacant positions[ CITATION DrJ14 l 1033 ].

Incase the population of workers is too high, and the company keepsrecording losses, it is within the corporate laws to cut off thenumber to lesser people though certain agreements which must befulfilled to without breaching the agreed contracts. In suchinstances the company may decide to stay off from recruitment, it mayalso put down a very accurate method for selection which would seemany applicants left out. The executive has the challenge to ensurethat it has accommodative populations with abilities to provide themall their needs so as get the best out of them.

Ananalysis of projected workforce need- for the next five years basedon the organizational goals as well as demographic Plansthat are meant to propel the industry to the next level can be shortterm or long term plans. Short term plans are healthy for a businessenterprise since they are important evaluation tools that help firmsto perform rapid SWOT analysis and develop correctional measures incases of weaknesses and innovative decisions where their strengthfall. Long term strategies which covers not less than three years areusually used to give the organization its direction regarding therequired achievements and also put the executive on a radar mode andthus more efforts are directed towards the success of the business. Acompany has to look at its expansion possibilities in the long runwhile developing long term projects. For instance, the currentadvancements in technology mean a lot of changes for many industries.Any company planning to be competitive in the twenty-first centuryhas a challenge to check into its next generation of employees sincethe technological change is very rapid.

Amongthe greatest knowledge required to perform many of the activities inmany companies is the possession of computer skills. Recruitingworkers today focusses on how good an individual can fit into thetechnological world. It is therefore, critical that the companies`future changes be considered while selecting workers for the firm.Greater challenges result when you risk losing the most experiencedindividuals to employ the less skilled but with more technicalabilities. It has to be paramount since the work rate of a person canbe well done during the selection procedures. Any breach in theassortment would pose a threat to the achievement of the set goals.That would also influence the population since as the executive youmay end up recruiting more workers since the ones it had are notproductive as thought.

Analyzingthe organization’s workforce need is critical as it would influencemany sections of the company’s success. Overpopulation at aspecific firm would result in minuscule profits since the operationalcosts would be very high than the income revenues[ CITATION And00 l 1033 ].The business goals remain the pillarsfor developing the proper systems of performance and facilitatingprofit making. Any growth within the company that needs more laborresources has to be tackled well as the younger people might fallappealing to selection but then, what is their level of expertise? Oncontrary, aged workers also would be very challenging regardingeffectiveness and efficiency, and thus, the issues of recruitmentbecomes more delicate to deal with.

Workforcediversity objectives

Manycompanies diversify their organizational goals to improve theirsurvival. It is a virtue that gives many firms the ability to copewith complexity in relationships that face them in the unknowabilityword. This program is developed to help adopt an affirmative actionthat facilitates equity in the employment opportunities whilediscouraging ethnocentrism or racial minorities, gender biases andpeople with disabilities. All people with capabilities to performduties despite the little challenges they might face should beconsidered while recruiting workers. Some individuals despite thelimitations they face in one area they have proven to be veryinnovative in their workplaces. Social oppression and institutionalracism that may be directed towards diverse cultural and socialdifferences would be eradicated with the use of workforceobjectives[ CITATION DrJ14 l 1033 ].

Inmany firms where a formal diversity plan has been identified it hasbeen obligated to several goals which include achieving andmaintaining a detailed, licensed and management employment strategy.It also looks into the areas of underrepresentation of people ofcolor and women and also outlines stipulated procedures to befollowed in increasing their representation where they are lessepitomized. The policy also identifies the barriers to theimplementation of the plan, solves them and give a biennial report tothe board of directors.


Workerswould always prefer seeking employment from well-brandedorganizations. Similarly, while selecting labors, the human resourcedepartment must also focus on individuals who are after selling thecompany`s name positively. To maintain the brand standards of aparticular industry, it is important to ensure they seek employeeswith appealing qualifications. A real reputation sends a sound signalaccording to the many marketing concepts and therefore, it should bean objective to be met by the organizations. Achieving a better brandname goes hand in hand with meeting several standards such ascustomer satisfaction and employee motivation which has always beenhailed to have improved the production and increased demand.

Methodsof recruiting candidates

Anyorganization looking forward to hire individuals to provide serviceshas to identify a proper way to carry out the sourcing of thesepeople. Several sourcing techniques can be used which includeinternal sourcing, a method in which a vacant position is madeavailable to be replaced by the existing employees who may fit theessential virtues. It is recommended as the most appropriate methodsince is cuts the expenses which would be incurred in training andalso in an advertisement for the job when external individuals arehunted. Another method is the foreign sourcing, where the candidatesare sought from the recruiting boards, newspapers announcements andtrade publications. This approach may face challenges since it maylead to employment of individuals who lack the required experiencebut remains the primary method when the available people cannot fillthe vacant post[ CITATION And00 l 1033 ].

Methodsfor screening candidates

Afterrecruiting eligible individuals, a screening method has to follow sothat you can attest their abilities to proof their efficiency andeffectiveness. Several methods are usually employed in this processwhich includes Interview method, where the candidates are involvedin case studies, individual or group interviews, and videointroductions of their reasons to secure the job. Secondly, there aretesting procedures which majorly include the open-source solving ofreal company problems, external contexts and job simulation where thecandidates require to use their skills to solve the presentedproblems. Choosing the most appropriate method would go handy withthe necessary skills and abilities. Lastly, the interview process hasto follow a standard procedure for all the recruits to avoid anycases of discrimination and underrepresentation of any kind[ CITATION And00 l 1033 ].It should not breach any stated laws of the cooperate world andshould abide by the human rights of the states.

Methodsof selecting candidates

Theselection models vary with individual company`s staff andavailability of resources. Today a variety of techniques are usedwhich include preliminary screening, phone interviews, face-to-facemeetings and many others. The human resource department is obligatedto confirm whether the person is legible to take the position or not.


Identification,selection and recruitment of new individuals to join an organizationtakes a course of several events whose primary objective is ensuringthe right person is selected for the vacancy. Many firms can testifythat all their success is based on the kind of workers and theirmotives towards the company’s success. The fate of an institution,therefore, lays in the hands of the workers but, the decision ofwhether to achieve or fail remains in the capabilities of theexecutive and it is important to make proper and sound decisionsduring recruitments to avoid regrets in future.


Anderson, N. a.-S. (2000). Personal Selection in Work and Organizational Psychology. New York: Blackwell Publishers Ltd.

Sullivan, D. J. (2014). These Strategic Goals can Help to Focus Your Recruiting Function. Toronto: ERE.