Resourcing Talent in Organisations

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Table of Contents

Benefits of Attracting and Retaining Talented Workforce
Factors Affecting Organization’s Approach to Attracting Specialists
Factors That Affect an Organization’s Approach to Recruitment and Selection
Comparing and contrasting the benefits of different recruitment methods
The benefits of different selection methods
References

Benefits of Attracting and Retaining Talented Workforce

Attracting and retaining diverse talents has a number of benefits to an organization. First, it creates an effective workforce that can deal with various challenges within their workplace environment. in modern society, firms always meet several challenges in the market, at its production plants or in accessing raw materials at the right time. Addressing these challenges requires a team of highly talented employees. A highly talented workforce makes it easy for an organization to deal with organizational changes that may occur from time to time. According to Balasubramanian (11), an organization that has a team of highly talented workforce faces very few problems when the need to embrace change emerges. Such employees know when to accept change and how to deal with the changes. It is also important to note that a talented workforce makes it easy for a firm to embrace creativity and innovation when it comes to addressing various tasks. A highly creative workforce makes it easy to come up with efficient means of production and marketing strategies that can enable a firm to achieve success in the market.

Factors Affecting Organization’s Approach to Attracting Specialists

Attracting senior managers, specialists, and high potential graduates may not be a simple task. One of the major factors that may help an organization to attract and retain such a team of highly skilled workforce is remuneration. According to Blake and Broschak (328), employees are always attracted to companies that have high remunerations. It may be necessary for a firm to offer attractive salaries to attract such employees. Another major factor that always attracts highly talented employees is the workplace environment. People prefer working in places that are safe and pose no occupational threat to their health or life. For instance, to attract a team of highly skilled chemical engineers to a nuclear plant, the management will need to ensure that these engineers’ health is not put at stake. Occupational safety standards should be observed in terms of the dress code used and the equipment at the firm.

According to Blake and Broschak (321), the size of the firm may also affect the approach used to attract specialists and a highly talented workforce. Many people prefer working in large organizations because they know such firms will offer the opportunity to advance their careers. They know that if they consistently deliver superior value in tasks assigned to them, then they can have a perfect opportunity to advance to senior managerial positions. Large organizations also offer them a good reputation in case they plan to change their employer in future. It is easier for an employer to hire someone who was previously working for Apple Inc than the other who was working in a local hotel within the city suburbs.

The industry within which a firm operates may influence the strategy that a firm uses to attract highly talented employees. Issues such as the level of competition in the industry, the emerging trends in the market and other related factors will define the kind of employees needed within a firm. Balasubramanian (10) says that the emerging trends within the industry will always determine if more engineers, more marketers, or finance specialists are needed. These different specialists can be attracted within a firm using different strategies.

The financial capacity of a firm also has a major influence on the strategy that a firm can use. As noted in the section above, the use of financial incentives is one of the best ways of attracting customers. However, the strategy can only be used if a firm has the financial strength to do so. If a firm lacks financial strength, then it may be necessary to use other non-financial incentives that will boost employees’ morale.

Factors That Affect an Organization’s Approach to Recruitment and Selection

There are a number of factors that may affect an organization’s approach to recruitment and selection. The first factor is the size of the firm. Small organizations with few employees may need a simple recruitment approach, while large organizations may need a comprehensive recruitment strategy. The type of employees needed is another important factor. Hiring a semi-skilled workforce is simple. Lastly, the time available for recruitment also matters. If the recruits are needed within a short period, then a simple recruitment approach may be necessary.

Comparing and contrasting the benefits of different recruitment methods

The three most common recruitment methods include internal sourcing, external sourcing, and third-party sources. The common factor about these three recruitment methods is that they all aim at getting highly skilled employees who can fill various vacant positions. Internal sourcing is different from other methods because it relies on internal employees to fill vacant posts. External sourcing on the other hand involves the recruitment of employees who are not currently working for the firm. Third-party recruitment is different from other methods because a firm relies on another organisation to get the needed employees.

The benefits of different selection methods

Interview, online screening, and aptitude tests are some of the most common selection methods. These methods share in the fact that they all aim to test the capacity of the candidates. However, interviews emphasize the ability of the candidate to present his knowledge to a panel of experts who are investigating the skills and competence of the interviewee. On the other hand, online screening and aptitude tests emphasize the ability of the applicant to pass a given exam as a way of showing their competency.

References

Balasubramanian, Aditya. “Rebuilding Dubai: Post-bubble Economic Strategy”. Harvard International Review 31.4 (2014): 10-11. Print.

Blake, Alison, and Joseph Broschak. “Outsourcing and the Changing Nature of Work”. Annual Review of Sociology 3.5 (2013): 321-340. Print

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Resourcing Talent in Organisations

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