Meeting the Challenges of Effective Staffing

A REPORT ON

MEETING THE CHALLENGES OF EFFECTIVE STAFFING

(RECTUITMENT SOURCES, TYPES AND CHALLENGES)

TABLE OF CONTENTS

INTRODUCTION 3

RECRUITMENT 3

SOURCES OF RECRUITMENT 4

NON TRADITIONAL RECRUITING 5

EXTERNAL VERSUS INTERNAL CANDIDATES 6

RECRUITING PROTECTED CLASSES 6

PLANING THE RECRUITMENT EFFORT 6

CONCLUSION 7

REFERENCES 7

INTRODUCTION

Modern organizations are facing tremendous challenges in the process of staffing as they need to streamline the increased knowledge work, competition of applicants, shortage of labor, workforce diversity (Ployhart, 2006). Even though there is a large need for effective staffing practices it is seen that staffing research is been neglected or sometimes misunderstood by the organizational decision makers. To solve these issues staffing professionals need to know the challenges to develop their focus on individual level selection and recruitment processes at an organizational level (Ployhart, 2006).

Human Resource Planning (HRP) is referred to as the process an organization uses to ensure that it has the right amount and the right people to deliver a particular level of output or service in the future (Gomez-Mejia, Balkin, Cardy, 2007). HRP needs to effectively plan their labor resources so as to make a balance between the labor supply and demand. Here labor supply refers to the availability of workers with necessary skills which an employer wants and labor demand refers to the number of workers and organization needs. So organizations need to effectively plan HR resources so as to bake a balance between the human capital supply and demand.

Organizations failing to conduct effective HRP will not be able to meet the future demands for human capital or may leaf to significant financial cost. Therefore HRP includes major tasks such as effectively planning the recruitment, selection and hiring processes through which organizations will have the manpower with all the necessary skill (Gomez-Mejia, Balkin, Cardy, 2007). In the following sections we will discuss how HR staff will meet the challenges of effective staffing. This report will give an overview of the recruitment process, steps, tools and challenges.

RECRUITMENT

Recruitment is considered as a real sales activity as it has become a critical component with in the HR structure. For any organization it is important to recruit qualified and skilled people and for this organizations must implement and support effective recruitment process. It is very important to know that recruitment process needs to identify both talent available and that the recruited person is right to fit the job in the organization. The most important factors to be considered while recruitment processes in modern organizations are

* Use efficient and cost effective in methods and sources

* Must be effective to produce suitable persons

* Must be fair and legally sound and should ensure that decisions (selections) should be made based on the merit.

Therefore it is very essential for any organization to effectively plan and implement the recruitment process and also foresee that proper assessment tools and evaluation methods are used during the process (Bratton and Gold, 2007).

SOURCES OF RECRUITMENT

There are different types of sources for recruitment. Some of the major are listed as following.

* Current employees - Organizations can use the current employees as a source of recruiting by informing them about the job openings. Internal job postings will give the current employees the opportunity to get better and desired jobs.

* Referrals from current employees - it is seen that employee referrals are effective recruitment tools as the current employees have good amount of knowledge on what it take sot be successful worker and member of the organization (Gomez-Mejia, Balkin, Cardy, 2007).

* Former Employees - Some times firm can decide to recruit people who previously worked in the organization. This source is said to be useful as the for management as previous employees have a good amount of knowledge on the organizational culture and values.

* Formal military - Organizations can also recruit the former soldiers.

* Print and radio advertisements - Organizations can use print media such as news papers for regional, national and international searchers or publicize through radio.

* Internet advertizing and career sites - Internet and career sites could be used to post the organizations requirement and it could be made available to the job seekers. This source is said to be cheaper and most responsive as there is an access through globally.

* Employment agencies - Organizations can use external recruitment agencies (contractors) to recruit and screen applicants.

* Temporary workers - This source is also more effective as temporary workers provide employers with flexibility to quickly meet the job demands, this source will also reduce the time and cost of hiring.

* College recruiting - Organizations can conduct interviews in the college campus which are generally known as campus selections; this will help organizations to