Recruitment challenges will forever affect employers in the market because there are various factors that may be not within their control. In most cases, managers’ hiring attempt is to balance recruitment processes to benefit both parties so that employee turnover can be reduced to lower levels. Employee turnover is not generally good for production in any company.
1.Which three best practices (listed on pages 8–12 of the study) did you find to be the most effective? Why?
Recruitment strategies and practices, which drive organizational performance upwards, do not just come by easily. The business environment almost looks similar for the companies that were under examination as they were able to come up with best practices. One of the best practices is building a strong partnership between the hiring manager and the recruiter. This practice is seen to be shared by many firms in the market since it brings about best and desired results (Department of Personnel, 2009).
Top employers view that the only way of increasing quality is through improving communication and trusts among recruiters and hiring managers. Communications improve interaction with a condition that promotes development of shared expectations. In this type of practice, recruiters are assigned to given areas of the business units so that they can learn existing staffing culture and eventually improve it.
The second best practice is marketing employer’s reputation over time. Current employees within a given business entity are trained to manage their affairs actively and successfully, so that they create a good image. This will promote attraction of potential candidates who want to work with their company. Employees are the biggest asset and another resource that tells a lot about their employers. Marketing equipment, such as job adverts and other commercials, can include employee experiences and achievements. This will promote the company as one with a great place to work in compared to others within the market.
The third practice, which is considered by many companies, focuses on return of investment sourcing channels. Top employers mostly concentrate on those channels, which gets in the best employees at the lowest costs possible. Sources that generate candidates are evaluated for their effectiveness so that amounts of reliance can be consequently increased.
2.Why do you believe that it is important to use metrics and measures in the recruitment process?
Recruitment partners normally use metrics and measures just to make sure that the process is effective and highly profitable in the long run. Metrics and measures will always ensure that there is quality of employment. New workers need to enjoy the company’s policies so that they stay around for adequate time. This will promote better output. Quality of recruitment can only be measured by employee retention rates. Metrics promote mutual satisfaction for the employer and employees. Recruitment process must secure the preferred candidate so that it enables the company to maintain reputation. Such measurements allow the company to evaluate the cost effectiveness of its recruitment procedures and sources. Reliable sources can be easily decided based on these metrics. Measures allow adequate planning of the recruitment process since companies can estimate time to fill.
3.How would you define applicant source return on investment and why is this important to monitor?
Applicant source return on investment is one way of measuring how effective the recruitment system has been for a given company. Employers measure the number of hired men per source together with cost per employee for each source. There can seem to be an abundance of sources but just a few of them can bring about expected results. Flooded sources will never allow an effective recruitment process to take place in any company. Companies evaluate return or input that employees make based on their sources during time of replenishment (Ray French and Sally Rumbles, 2010). Seasonal human resources, such as fresh graduates, could be workers with high returns because fresh minds have been known to be tolerant and easy to guide.
It is vital for any company to monitor the returns that each employee makes so that dependence and reliance on them may be judged easily. Costs of recruitment can be reduced greatly because unproductive employees will be done away with if their work provides no effective output. Monitoring these systems also ensures that resources are utilized and easily directed to profitable ventures. Company’s performances over time tend to be affected by poor sources that have fewer returns that were not expected.