Download docx Recruiting and Staffing Proposal

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Students Name
Professors Name
Course
Date
Recruiting and Staffing Proposal
Memorandum
To
: CEO
Fom : Human Resource Manager
Date
: 8th April,2017
Subject : Recruiting and Staffing
The selection and recruitment approach of the employees has a greater influence on the
performance of the organization regarding production and profitability. In this case, most of the
organizations have different goals and objectives, but they all share a common goal of profit
maximization.
However, it is important to note that profit maximization approach associates highly with
a total sacrifice concerning management and accountability. Thus, selection of the staff
members, especially, the senior staff, requires soberness because of the costs and the efficiency
involved in the performance of the company in question.
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With regards to the issues raised by the CEO, the selection and recruitment of the senior
staff in the company are based on the skills and experience that match the job positions available.
In line with the above approach, there is a significant reduction spending on the internal training
which eventually reduces the costs of operations for the company. Furthermore, there is also an
element of management efficiency which increases the turnover ratio translating to revenue
increase for the organization.
Introduction
Therefore, about the organization objectives, as noted above, there is a need for more recruitment
and selection of qualified and experienced employees. In emphasizing the above approach, hiring
more employees in the organization despite the cost implications, there is a higher improvement
in productivity for the organization.
However, there is a need for cost control consideration by the top leadership because of
the operational costs. Yes, internal training of employees could be the best alternative approach
to improving the quality of service delivery; however, it accumulates to the internal costs of
operation. In contrary, the same charges could have been used for other productive matters of the
organization such infrastructure development and maintenance.
Alternatively, the hiring of already trained and experience, especially, the senior staffs,
reduces such costs which are not necessary. Therefore, the question raised by most studies is
why most executive management fails to achieve the objectives of the organizations. Thus, the
proposal will seek to answer the question by analyzing in details the different recruitment and
selection approach as well as the cost and benefits approach for both criteria of staffing.
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Recruitment Approach
According to Root (432), considering recruitment of talented and qualified candidates is an
important driver for the future success of the organizations. In 2010, the labor bureau of statistics
showed that the United States of America created over 1.8 million jobs which translated to 1.2%
average performance rate in the stock exchange (Root 412).
However, Root (437) noted that both internal and external recruitment had the
implication of either the success or the failure inherence future.
Internal Recruitment Approach
Root (441), the benefits of the internal recruitment relies on the interest of the organization as
well as the staff members. Firstly, most of the organization with the objectives of minimizing the
costs of operation would consider internal hiring which requires the junior staff to be promoted
to higher positions. Secondly, promotion of employees moral and handwork because of the
reward associated. Therefore, in line with above approach, there is an element of increased
productivity of the organization.
However, Root (435) noted that internal approach of recruitment in the organization
brings in redundancy and therefore monotony of production. In fact, the internal approach
recruitment subjects the organization to the high level of completion which eventually leads to
increased cost of operations.
External Recruitment Approach
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On the other hand, the role of external recruitment brings new ideas to the organization and
encouraging innovations (Rasid 122). Therefore, concerning the innovations, the organization
improves on quality creating an incentive for good completion.
However, Rasid (123) disregards the external recruitment approach because it involves
massive advertisement which increases the operational cost of the organization. Besides, the
external recruitment only taps on the education qualification but disregards the aspects of
experience for the potential staff (Rasid 166).
Therefore, as noted above, it may imply the concept of double costs to the organization
because of the internal training that may be required to match the job and the skills of the
recruited.
Selection Approach
According to Joseph (232), there are many types of selection criteria that organizations consider
to get the best candidates for the job position available. However, among the available selection
criteria, most organizations use online screening approach by posting adds (Joseph 236). The
approach noted above helps the organizations to get and uncover the talented candidates
especially for the top level management.
However, the question would be how to secure the right person for the positions that are
open (Joseph 133). In this case, gamification among other selection criteria is the most used
approach for selecting the right and talented candidates.
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Gamification
According to Doyle (243), gamification is the process that involves identifying potential
candidates through posting practical challenges which target to tap the skills required for the job
in question. Furthermore, the strategy helps to increase the organization brand awareness which
creates the competitive advantage against the competitor (Doyle 247). Despite promoting the
external selection criteria, engaging and associating with fun games, helps to promote good
values and cultures for the organizations as the best governance practice.
On the other hand, subjective selection criteria involve observing the individual
performance and the experience for promotion purposes (Doyle 234). In fact, the approach helps
to promote quality and strong culture in the organization.
Preliminary Interviews
The reason for the interview is to get rid of the candidates who do not meet the standard of the
job criteria. In this case, the applicants are either accepted or rejected based on the information
provided in the application form (Rasid 135). The quality of the application form is analyzed by
education background, experience and the ability of the candidate his or her mind prudently. ,
Application Blanks
The approach of selection is the important device of getting the right information from the
candidates (Joseph 245). The approach requires all the job seekers to complete the application
forms which involve the personal history profile, skills, personal details and various
accomplishments.
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Cost/Benefit Analysis and Comparison
Most companies aim to minimalize the cost and enhance their profitability. In the case of the
above scenarios, both recruitment and selection criteria revolve around funding (Rasid 178).
However, comparing both criteria based on the costs and benefits, internal recruitment/selection
seems cheaper it only requires promoting already experienced staffs which eliminate the costs
advertising and ramifications (Rasid 134).
Metrics of the Effectiveness of the Organizations on Recruitment and Selection
Different metrics in the organization recruitment and selection process helps to create informed
decisions on getting the right candidate to deliver on the job advertised (Doyle 234). However,
among the current metrics for evaluation of candidates, working rate per hour, cost per higher
and the time to fill are the most efficient used by the organizations.
Recommendation
From the above analysis of both job recruitment and job selection, I prefer the use of internal
recruitment because it is cost effective as compared to the external recruitment which requires
advertisement attracting unnecessary costs for the organization.
On the other hand, selecting the right candidate need certain metrics so that to get the
proper match for the job. However, selection criteria should be efficient for execution and reduce
the cost of operation.
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Conclusion
In summary, staffing is crucial for the organization consideration and success in future. In this
case, human resource management must embrace the best recruitment approach that enhances
efficiency and minimizes costs of the operation. For instance, both internal and external
recruitment are an important criterion for employment, but the internal method is much easier
and fast.
On the other hand, it is important for the organization to set the right metrics that allows
the best selection process. Comparing both scenarios, and given the cost-benefit analysis
approach, the organization rips more benefits that the costs.
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Work Cited
Marketing. Creative recruiting: 7 innovative ways to land your dream hire. 20 Feb. 2014. Web.
7 Feb. 2017.
Doyle, Alison. “How do companies recruit employees?” The Balance. The Balance, 14 May
2016. Web. 7 Feb. 2017.
Root, George N. “Advantages & Disadvantages of Internal Recruitment.” Small Business
Chron (2017): n.pag. Web. 7 Feb. 2017.
Joseph, Chris. “The advantages of recruitment from newspaper want ads.” eHow. eHow, 24 Sept.
2015. Web. 7 Feb. 2017.
Rasid, Zaid. Blog archives. Clearfit, 12 July 2016. Web. 7 Feb. 2017.
YourArticleLibrary. “Types of job selection process: Preliminary interview and application
blanks.” Recruitment. YourArticleLibrary.com: The Next Generation Library, 15 Apr.
2014. Web. 8 Feb. 2017.