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  • Now that the organization has a good idea of what positions are going to be available

  • and what the supply of candidates looks like, it must now decide the best methods for recruitment.

  • Recruiting is a more complex activity than most managers believe. Recruitment efforts

  • should make sense in terms of the company's strategic plans. It is also important to understand

  • that some recruiting methods are superior to others, depending on who you are recruiting

  • and what your resources are.

  • The success you have with your recruiting actually depends on a number of factors. Some

  • external factors affecting recruiting are the looming undersupply of workers and increasingly

  • fewer "qualified" candidates, meaning that many organizations today are looking for highly

  • trained employees and the number of people qualified is getting smaller and smaller.

  • Also there are some internal factors affecting recruiting. One is the consistency of the

  • firm's recruitment efforts with its strategic goals. For example, if the firm's goal was

  • to open a new manufacturing plant which will require over 500 new employees, then the recruitment

  • methods chosen need to generate a large number of applicants. Also, lower-level jobs are

  • easier to fill because the number of qualifications needed are fewer and therefore can probably

  • be filled by someone local, but for more highly skilled jobs an organization may need to look

  • nationally or even internationally to find the right candidate.

  • Some additional internal recruitment issues are available resources and choice of recruiting

  • methods. For example, not all organizations have an unlimited recruitment budget so cost

  • is a concern. There are many avenues organizations can take to find qualified candidates both

  • inside and outside of the organization. Be sure to read about the different options and

  • the advantages and disadvantages of each in your textbook.

  • With many challenges to effective recruiting, companies are turning to previously untapped

  • talent pools. The first group more organizations are trying to attract is single parents. Formulating

  • an intelligent program for attracting single parents should begin with understanding the

  • considerable problems they often encounter in balancing work and family life.

  • The next group is older workers. Many employers are encouraging retirement-age employees not

  • to leave, or are actively recruiting employees who are at or beyond retirement age by making

  • their companies more appealing.

  • There are also more minorities and women entering the workforce than ever before and attracting

  • this group requires employers to understand the recruitment barriers that can hinder these

  • groups. For example, many minorities do not meet the minimum job qualifications and may

  • need some additional training. However, this added investment on the front-end can payoff

  • for the organization in creating extremely hard working and loyal employees.

  • Another option for organizations is the Welfare-to-Work Program which allows organizations to apply

  • for federal grants to develop training programs for welfare recipients. The Federal Personal

  • Responsibility and Welfare Reconciliation Act of 1996 prompted many employers to implement

  • programs to aid in bringing people off of welfare.

  • Lastly, disabled individuals can bring a wealth of knowledge and experience to organizations

  • in many cases with only minor accommodations. Employers can do several things to tap into

  • this huge potential workforce. The Department of Labor offers several programs, and all

  • states have local agencies that provide placement services and other recruitment and training

  • tools.

  • All of these groups can be great sources to draw potential applicants from and many organizations

  • are taking advantage of this opportunity.

  • Over the course of this video we have discussed some of the main techniques organizations

  • use to plan for and recruit qualified candidates. It is now time to apply what you have learned.

Now that the organization has a good idea of what positions are going to be available

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