The Effectiveness of Recruitment and Selection Strategy

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Table of Contents

Re: An Overview of Staff Recruitment and a Summary of the Proposal
Conclusion
References

Re: An Overview of Staff Recruitment and a Summary of the Proposal

HSS has experienced impressive performance in terms of market growth within the past three years. However, a critical analysis of the recruitment methods used in this firm shows that some weaknesses should be addressed. Human Resource Department has come up with several recruitment plans that will cut the cost of hiring employees and help in ensuring that this firm has the best workforce.

Proposed Recruitment Approaches

HSS can use several methods to recruit their desired employees. The most common strategy used in recruiting top-level management employees is through advertisement. When this strategy is used, HSS will be able to identify talents that can work in various departments. Handpicking of the desired candidates is also another popular strategy. In this case, the top manager identifies individuals who are fit for certain positions so that they can go through interviews. Searching for the desired candidates in social media is also gaining popularity.

Proposed Selection Approaches

When the desired candidates have been recruited, a selection of specific candidates for various departments will take place. General Mental Ability Strategy where candidates are subjected to a series of tests is one of the best selection methods (Bullock, 2012). Structured interviews where candidates are asked job-related questions and their scores registered can also be used. Situational judgments may also be appropriate, especially when selecting employees in the top management.

Cost-Benefit Analysis

According to Male (2010), it is important to have a comparison of the approaches of both recruitment and selection strategies to identify those which are cost-effective. Many firms have been able to cut the cost of hiring employees by over 60% through the use of handpicking. This method is beneficial because the management will know the potential of the person hired for a given task. On the other hand, the advertisement offers a competitive method of recruitment, but it is a costly strategy.

Evaluating the Effectiveness of Recruitment and Selection Strategy

HSS can use several metrics to evaluate the effectiveness of on-going recruitment and selection of senior-level employees. The first metric is the cost of recruitment and selection. The cost incurred during these two processes may help in determining the effectiveness of a strategy. The output of the selected employees can also be used. Their performance can be reviewed after six months to determine if they can deliver on their jobs. The impact of the hired senior employees on the junior workers is another metric that can be used to evaluate the effectiveness of the strategy.

Recommended Approach and Justification to Defend the Choices

Advertising is the best strategy for recruiting employees. This strategy is competitive and offers a firm a wide pool of talents to choose from when planning to hire employees. When selecting top managers, a firm may consider using General Mental Ability because of its effectiveness in determining the capacity of the recruits to undertake a given task.

Conclusion

When hiring senior employees, a firm should consider using advertising to enable it to have a large pool of talents from which to pick the best workforce. The use of tests when selecting candidates makes it possible to have highly qualified candidates for various positions.

References

Bullock, R. (2012). Effective Employee Selection Methods. Web.

Male, B. (2010). 10 Creative Recruiting Strategies to Hire Great People. Web.

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