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Ryan_Fitts_HR400_-01_Unit_9

Ryan_Fitts_HR400_-01_Unit_9 - Final Paper 1 Ryan Fitts...

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Ryan Fitts HR400-01 Dr. John Theodore April 4, 2011 1
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In an organizations plan for recruitment they should include internal sources and external sources. Internal source is a recruitment, which takes place within the organization. Internal sources of recruitment are readily available to an organization. Internal sources are primarily transfers, promotions and re-employment of ex-employees. Re-employment of ex-employees is one of the internal sources of recruitment in which employees can be selected to fill vacancies in an organization. Some additional internal sources are from upgrading, demotion, retired employees, reorganization, dependents and relatives of deceased employees. Internal recruitment may lead to increase in employee’s productivity as their motivation level may increases. It also saves time, money and labor. One of the drawbacks of internal recruitment is new blood can lead to more creativity with new ideas. Also, not all the manpower requirements can be met through internal recruitment. External sources of recruitment are potential employees that are solicited from outside the organization. External sources are external to a concern. Some external sources are advertisement in local and national newspapers, television, professional publication, trade magazines, educational institutes, employment agencies, employment exchanges, labor contractors, unsolicited applicants, employee referrals, job fairs, and recruitment at site of organization such as factory. HR cold calling potential employees that are currently employed in similar jobs is very popular. Some other external sources are networking with current staff or recommendation from employees. Today a very 2
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popular source is posting job openings on career websites, internet job boards, and other types online job links. Being proactive and having a plan to recruit the right people with the skills and talent you need can help ensure your company is successful. A proactive approach is to be always looking. Taking a proactive approach will usually supply more successful results. When you are proactive you are building a pipeline of qualified talent that will be available to file positions as soon as they become available. Being proactive requires a paradigm shift that requires time and it may not be enough time to fill the pipeline for future positions as they become available. You must have viable plan with a set of guidelines to engage in proactive recruiting practices. Proactive recruiting starts with evaluating the skills needed for the position with your company. “There are three key components in developing a strategic for a proactive recruitment team: planning, execution, and results. These three areas capture the essence of change for a team to shift focus from working in a reactive, environment to a best-in-class strategic, proactive partnership.” Planning involves analyzing the workforce’s needs, understanding the job skills requirement, setting expectations for recruitment process, and managing all the available candidates. Executing the plan involves building relationships with hiring
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