Strategic Human Resources & Recruitment

Introduction

E-recruitment practice has increased rather drastically over the few years. The main factors behind the growing increase include decreased cost, technology advancement more applicant’s access and increased hiring speed. In actual sense, E-recruitment can best be described as the recruitment that is performed on the online or internet platforms in the quest of reaching a wider range of applicants thus improving the recruitment process and gaining access to more skilled professions within the shortest period under minimal expenses (Ladkin & Buhalis, 2016). Online recruitment is essential in generating increased elasticity for modern corporations which is additionally utilized in strengthening the company’s brand. With respect to, warehouse associate place for Sahara Oasis, which mainly incorporates the use of internet website recruitment is the most suitable strategy.

E-Recruiting Media and Methods

Social media is the best E-recruiting media while website methods are the best for the company. In that, as the recruitment industry is developing, the use of media that seeks to encourage candidates to participate in the market is increasing as well (Nikolaou, 2014). Social media is the best media based on its ability to driving candidate’s traffic to the organization. In that, the social platforms are characterized by millions of users which make it easier to access and communicate directly with the potential candidates (Nikolaou, 2014). Unlike other forms of media such as newspaper and television whose reach is limited in the contemporary society where the internet is the primary means of accessing information and newsfeeds, social media has the ability to reach thousands of individuals within the shortest time period. It is also worth acknowledging that the media is cost effective when compared to other strategies and also leads to the brand marketing of the company in a rather indirect way by opening opportunities where communication with the company can be made rather direct (McDonald & Thompson, 2016).

Without a doubt, social media operates as a sourcing tool where interactions and participation are vital. On the other hand, it is worth noting that website recruitment is the ideal e-recruitment approach that helps in selecting of the most suitable candidates since all the related documents and information of the candidates can be availed easily thus making the evaluation process an easy one. In addition, people tend to believe on the information acquired from a company’s website as real due to the increased fraud cases and lies that circulates within the social platforms (McDonald & Thompson, 2016). 

Using These Methods to Market the Job to Potential Candidates

Social media postings would best be applied in the case for the market purposes that seeks to gather potential candidates. Through posting of the job requirements and details of recruitment on regular basis on the company’s social media platforms pages, this would help in gathering traffic and sourcing those that are qualified for the job (Nikolaou, 2014). This would be accomplished through social recruiting which is the first means of gathering talent from individuals. In other words, this refers to the general practice of the construction of an online brand via different sites pages such as Twitter, Facebook, and so on. These platforms mainly act as the talent pool which is the actual ground where the development of values, relationship building and creating better relationships with the public occurs through conversations. This implies to the general basis of understanding the needs of the participants thus gathering a more collaborative gathering. Through consistent posts, this mainly implies that awareness and familiarity regarding the existing position and the details of the recruitment would be created in an effective manner (Gelinas et al, 2017).

The job can best be differentiated through creating an attractive strategy to the most qualified personnel. This can be achieved by adhering to consistency which helps in building a strong brand. On the other hand, the position can best be situated in the market as the most practical by listing the requirements and ensuring that the candidates understand what is needed from them. Different from what the position is situated in the market it would thus be promoted as the most valuable position, in terms of payment, skills as well as focus on the general technical skills (Melanthiou, Pavlou & Constantinou, 2015). In addition, constant communication with the potential candidates is to be maintained to ensure that the potential is tapped in full.

Legal Considerations In Relation To Internet-Based Recruitment Programs

It is without a doubt that the internet is quickly transforming the manner in which businesses operate and this current trend is above sourcing the most suitable candidates for a position or marketing (Gelinas et al, 2017). When beginning the recruitment procedure, it is essential to note a number of legal matters in the quest of minimizing the involved risks. In that, one must not be discriminatory or violate the privacy rights of the candidates (McDonald & Thompson, 2016). This is because internet recruitment begins with conducting an evaluation on an individual’s account thus offering an enhanced view of their potential but it should be noted that some individual characteristics are guarded legally. Such features might incorporate race, age, gender and so on, in addition to religion and disability and therefore the recruitment is to be based on individual’s abilities rather than their personal backgrounds.

In addition to e-recruitment, referrals and internal recruitment methods would also be considered. This is because the strategies are the best in providing the company with the most qualified and yet reliable candidates within the shortest period under minimal expenses. These tools are the most authoritative in the case of recruiting new staffs because the workers already have a connection with qualified personnel’s and inside the company, there are always those employees that demonstrate the highest level of qualifications which means by giving them the position the responsibilities are secured (Nikolaou, 2014). In other words, this method would mainly be used in sourcing the most qualified persons at the least hustle and cost which would, in turn, result in efficiency.

Measuring the Effectiveness of Your Recruitment Strategy

From a finance perspective, the effectiveness of the recruitment process would best be measured by the performance in terms of revenue gains in contrast with the expense. This means that the process must be cost friendly to the company but in turn generate the highest revenue gains through performance (Melanthiou, Pavlou & Constantinou, 2015). The effectiveness would be gauged on the ability to get the most qualified person for the position with the ability to transform the company and increase the earning while sustaining minimal expenses. The time utilized within the process would also determine its effectiveness as the more time is needed the higher the expenses (McDonald & Thompson, 2016). In this context, the economic conditions that would be accounted for might include the market trends, the financial performance of the business, economic response as well as the ability to generate more revenue even in the most trying periods in the economy.

 

References

Gelinas, L., Pierce, R., Winkler, S., Cohen, I. G., Lynch, H. F., & Bierer, B. E. (2017). Using social media as a research recruitment tool: ethical issues and recommendations. The American Journal of Bioethics, 17(3), 3-14.

Ladkin, A., & Buhalis, D. (2016). Online and social media recruitment: Hospitality employer and prospective employee considerations. International Journal of Contemporary Hospitality Management, 28(2), 327-345.

McDonald, P., & Thompson, P. (2016). Social media (tion) and the reshaping of public/private boundaries in employment relations. International Journal of Management Reviews, 18(1), 69-84.

Melanthiou, Y., Pavlou, F., & Constantinou, E. (2015). The use of social network sites as an e-recruitment tool. Journal of Transnational Management, 20(1), 31-49.

Nikolaou, I. (2014). Social networking web sites in job search and employee recruitment. International Journal of Selection and Assessment, 22(2), 179-189.