Introduction
It is not an easy step for some organizations to address an agency and ask for help with recruitment. Many decisions should be made, covering the choice of people, strategies, and resources. In this presentation, the recruitment strategy for State University will be developed, following five major steps. First, it is necessary to introduce a company; second, recruitment importance is identified. Then, the description of processes and procedures is required to understand the job, the role of employees, and the choice of systems and documents). The next step is to identify the role of the recruitment agency and the HR team. A final aspect of this presentation is to make sure that concluding remarks are properly developed.
Any organization tries to do its best in hiring new people, and the development of a recruitment strategy turns out to be a critical process. Researchers define recruitment as a process of finding candidates according to the needs of a company and sharing relevant information about expectations (Azmy, 2018). This presentation aims at discussing the roles of all potential participants through the processes and procedures of recruitment. Despite the available background and the quality of facts, one should remember that the outcomes of any strategy are determined by various factors.
Recruitment Importance
State University has several reasons for hiring a consulting recruiter, and the major goal is to create a solid recruitment strategy. This decision helps analyze all organizational issues, including the company’s vision, culture, and mission. In addition, it is used to attract the best people who meet the standards and acquire the necessary skills and knowledge (Azmy, 2018). Finally, lowering costs and good performance are the two great outcomes to be achieved with a properly developed recruitment strategy (Awudu et al., 2019). If someone has concerns about hiring a special recruitment agent, such advantages as access to the best material, time-saving, and working aspects’ coverage should be mentioned.
Job Description
One of the most remarkable parts of a recruitment ad is the job description. It is not enough to share the goals but to make sure it attracts candidates’ attention, is unique compared to other ads, and clearly states the position of the organization in the market (Manocchio, 2021). Thus, the strategy should begin with developing a catchy but brief title (not to waste much time on searching). As soon as a person is interested in the offer, he/she needs a detailed explanation of the position, which proves the importance of an engaging summary (Maurer, 2015). In this part, the University has to focus on the analysis of the duties (regular and unique), qualifications (skill, previous experience, and knowledge), and salary (benefits and opportunities with the company).
Employee Testimonials
Another significant part of the recruitment process is the introduction of employee testimonials for candidates to enlarge their awareness of the company. The goal of this procedure is to represent an employee’s statement in an official way, following several friendly pieces of advice. Although it is possible to write all the necessary requirements in simple sentences, personal opinions about the company and the essence of the job may be more interesting for people (Manocchio, 2021). To strengthen a testimonial, the University can add several real-life examples so the candidate sees that all duties and tasks may be performed. Second, personal attitudes toward the job and the company also affect public opinion. Finally, when the employee’s speech is supported by photos or videos from the company and uses numbers as evidence to promote diversity, people are more eager to stop their choices of organizations with such content.
Employee Ads
When the University has enough information to be represented about the job, it is high time to think about the ads. FAQs are frequently used today to help candidates get answers quickly and save time contacting the organization’s representatives (Manocchio, 2021; Maurer, 2015). The list of questions and answers is available online for overall use without any restrictions or time limitations. Another powerful method of recruitment is to use social media and share content. Not all people are active candidates who surf the web to find a job. Thus, the decision to use Facebook, Instagram, TikTok, and other services attract passive candidates and cover recent events. Finally, brief video messages from employers are used to introduce the company’s history, achievements, and environment. All these procedures improve the recruitment process and help find worthy individuals.
Tracking System
There are many things that can improve the company’s recruitment strategy, and using a tracking system is one of them. Not many recruitment agents recommend this step because it helps employers reduce costs and save time. However, an applicant tracking system is a chance to automate some procedures and find qualified people quickly. It is enough to buy software and fill in the boxes for search. The budget will be saved, and the options will be increased with a tracking system as a part of the strategy.
Interview Questions
An interview is an obligatory step in most recruitment processes. The main rules for the employer to follow are to create clear questions that allow for finding comprehensive information about the person. Creating a list of questions beforehand and dividing them into groups help cover different working aspects (Azmy, 2018). Questions should include personal and professional questions so that the organization can learn about the candidate from various perspectives. One should remember that interviews are used to learn both an interviewer and an interviewee as it is a two-way street with some federal, local, and state laws to follow. There is no need to ask why a person wants to be hired but create diverse questions to demonstrate creativity and interest.
Offer Letters
In recruitment, offer letters may optimize the information and ensure all ideas are delivered to applicants. The University has many options and alternative tasks for candidates, and offer letters help systematize information through the description and focus on the necessary details. However, Maurer (2015) calls this tool a potential minefield because employers make a mistake when talking about specific benefits or other rewards in these letters. The specifics of the organization may be changed with time, and it is important to mention this possibility and predict questions that candidates would like to clarify.
I-9 Audits
Today, there are many forms and tables to organize information about employees and continue recruiting people with ease. Following the employment eligibility verification standards, each employee must complete an I-9 form three days after being hired by an American organization. These forms are necessary for employers to show what documents employees must have (Maurer, 2015). It does not take much time to use an official template available online. Managers are responsible for setting the deadlines for these audits to be offered and filled in, while employees may correct information with time, discussing the conditions with the employer.
Communication And Brand Improvement
In most cases, when people are obsessed with recruitment processes, they forget to create effective images but concentrate on finding new skilled people. As cited in Hadi and Ahmed (2018), brand improvement defines many operational practices because it is not just an image of the company but “the sum of efforts to communicate to the existing and prospective staff that the organization is a desirable place to work” (p. 5). Thus, attention should be paid to the brand observed by candidates and may be improved as per personal interests, social values, and the economic benefits of stakeholders.
The Role of the Recruitment Agency
Sometimes, a company wants to know why to hire a recruitment agent to find a good team member. One of the most evident reasons is to save time for all stakeholders and use a professional in recruiting. However, more benefits are associated with this person’s role in the University. The agency investigates the organization and introduces its goals, visions, and other aspects that may be interesting to the candidate. The organization, in its turn, should not spend time identifying and inviting talents but use the sources chosen per its needs after a thorough analysis of the job market and expected wages. In other words, the University is not worried about hiring but uses the agent as a bridge to reach the candidate.
The Role of the HR Team
The Human Resource (HR) department takes a key responsibility for finding people for the company. If the decision to develop a recruitment strategy is made, the roles of the HR team should be discussed. First, the manager ensures that a person fits the company. Second, a candidate’s skills are checked by completing simple tasks or tests. Third, cultural and social aspects are discussed to clarify all diversity-related issues. Finally, the introduction of the company, discussion of responsibilities, and evaluation of working conditions are elaborated for a person to get enough information before decision-making. The analysis of all candidates is developed on the same grounds to make the right choice.
Conclusion
In general, the implementation of a recruitment strategy plays an important role in an organization’s development. There are special agencies and HR managers who take responsibility for this process. In this presentation, several tools to strengthen the recruitment processes are presented. The major elements of this procedure are communication, branding, and information exchange. All participants should learn their roles and follow the order to promote recruitment success.
References
Awudu, I., Kuppusamy, S., Norbis, M., & O’Connor, M. (2019). Recruitment strategies in a university institution: A theoretical cost minimization approach. Cogent Economics & Finance, 7(1). Web.
Azmy, A. S. E. (2018). Recruitment strategy to hire the best people for the organization. Journal of Management and Leadership, 1(2). Web.
Hadi, N. U., & Ahmed, S. (2018). Role of employer branding dimensions on employee retention: Evidence from the educational sector. Administrative Sciences, 8(3). Web.
Manocchio, B. (2021). Recruitment marketing – Not a passing trend. Wilderness Agency. Web.
Maurer, R. (2015). Assessing your recruiting function for compliance and best practices. SHRM. Web.