Into The Hornet 's Nest ( Case No. 3 Question No

Recruitment is the process by which a business seeks to hire the right person for a vacancy. (BBC Bitesize).

As Armstrong (2009, p. 515) explains it, “recruitment is the process of finding and engaging the people the organization needs. Selection is that part of the recruitment process concerned with deciding which applicants or candidates should be appointed to jobs”.

“Recruitment is the process of attracting individuals on a timely basis, in sufficient numbers, and with appropriate qualifications, and encouraging them to apply for jobs with an organization.” (Mondy and Noe, 2005 page 221)

Recruitment refers to the process of finding possible candidates for a job or function, undertaken by recruiters. It may be undertaken by an employment agency or a member of staff at the business or organization looking for recruits. Advertising is commonly part of the recruiting process, and can occur through several means: through newspapers, using newspaper dedicated to job advertisement, through professional publication, using advertisements placed in windows, through a job center, through campus interviews, etc.

As a company that receives many of its projects through contractual bidding, it is often possible to receive qualified candidates through established peer networks. Contracts are undertaken with a variance in time schedules for completion and often can end for a variety of different reasons. As a major contractor for the defense industry, Harris often has, as do other companies, prior knowledge as to a competitor’s contract not being renewed. This opens up many opportunities for Harris to reach out to the soon to be displaced, yet highly knowledgeable, workers. Because of this, it is necessary for Harris to maintain vigilance over industry turnover to recruit some of these displaced workers before they move on to other positions. These candidates come fully trained and industry fluent and are a prized acquisition. This strategic component has consideration that

Recruitment provides opportunities for the organisation, even the individual’s development. Understand our business need is the way we used to develop position description.(“Recruitment – 10 Key Steps To Getting The Right Person, First Time!,” n.d.) Proper evaluation and description will lead the business to hiring the right person to fit the job.

In order to recruit the best possible assistant manager at Panera, we plan on executing multiple recruiting methods including local advertisements, referrals from current employees of Panera, and posting the open position to general job listing sites and the corporate website. Recruiting can be described as “the process of developing a pool of qualified candidates” (Williams, p. 223). We are looking for someone to fill the assistant manager position that is highly qualified and shows an exemplary set of skills. We are going to be looking externally for an assistant manager who can bring in new ideas and perspectives that can make our company thrive since many “establishments that rely exclusively on network hiring tend to be small, less formalized, and in the private sector” (Marsden, 1994). We are going to be targeting employees that we think will fit the job description well which includes being able to complete the tasks, duties, and responsibilities expected of them and that they will fit in along with current staff members.

Recruitment is a process of attracting the widest pool of talents for a vacancy, and there is a variety of ways to recruit new people.

Recruitment is regarded as the process of attracting candidates in sufficient numbers and with appropriate

In reducing high turnover among new sales personnel, the first thing that firms should do or the employers of that firm should do is to match the job with the best suited to perform it. High turnover organizations spend disproportionate amounts of resources on recruiting and replacing their workforce, while smart organizations invest in employee retention. Indeed that there's going to be turnover no matter what you do, but blindly ignoring the reasons for turnover is foolish and expensive.

In a continuously developing and challenging business environment, the need to identify, recruit and retain the best professionals sometimes makes the difference between a successful company

Recruiting and selection plays a vital part in shaping the effectiveness and performance of an organisation as these depend on making a good hire and a bad hire could prompt to increase in staff turnover and lower employee morale (Acas, 2012).

When hiring salespeople set of qualifications and a job description with the duties the salesperson will do should be established. Many companies use outside agencies to help screen and find the best candidates, with some candidates working on a temporary basis. Time, organizational and territory management skills will be extremely important in a candidate for a sales position. Recruitment should be a continuous activity, allowing for top applicants

The next area of discussion of human resource management staffing is recruitment. Recruitment is the process of attracting people who might make a contribution to the organization. It is often stimulated when an existing employee leaves an organization or when the organization is expanding. So recruiting can be defined as the process of generating a pool of qualified applicants for organizational jobs (Mathis & Jackson, 2008). It is important that human resource managers understand labor markets.

Firstly, recruitment is the process of searching for candidates who will be qualified to meet the desired positions in the company. Figure 1.1 shows the four step process in recruiting potential prospects into any company. This process will determine the best means of hiring qualified employees. “Its purpose is to ensure that the required number of applicants with the required skills is generated at minimum possible cost; to eliminate poorly qualified candidates, thus improving the success rate of the selection process; and to help the firm meet its employment equity goals by attracting a diverse applicant pool.”