The paper "Recruitment Process" is a good example of a human recourse case study. Recruitment is the process used by organizations to locate and attract job applicants in order to fill job vacancies (Kleiman, 2015). Significantly, an effective approach to recruitment can help a company to successfully compete for the limited human resources available. Prudently, in order to maximize its competitive advantage, a company must choose the recruitment method that produces the best pool of candidates quickly and effectively in terms of cost-effective (Kleiman, 2015). In effect, a company might decide to adopt the following fundamental aspects in the recruitment process; determination of where qualified applicants can be found that is the recruitment sources and labour market analysis, developing appropriate advertisements and literature and the selection of the appropriate recruitment methods to be used.
As a result, in module two of this case study, the recruitment planning and decisions will base on the three aspects mentioned above. Determine where qualified applicants can be found Determination of qualified applicants can be based on the labor market analysis and internal or external recruitment. Prudently, the potential supply analysis and size of the applicant pool is a pivotal aspect to base on.
In consideration of this, the company should determine the minimum requirements needed for one to hold the job (Hunt, 2015). An outline of the minimum required qualification should be the first thing for any company to consider in determining the potential supply analysis. Breaugh (2013) says that for one to determine the required size of the applicants since the number of workers will determine the work rate of the company. Consequently for one to come up with the appropriate workforce that will ensure effectiveness, the necessary work experience, and potential required job demands to meet the future needs of the company and their basic goals are some of the considerations that will be analyzed.
However, there is difficulty in locating and attracting suitable and qualified applicants. In this regard, the company should base on a cost-effective approach in order to come up with a suitable pool of applicants who can deliver their best during working (Foldi, 2013). The company should base on both technological and economical evolution so as to ensure innovation and creativity in the work process. The likelihood labor market supply and competition will also aid in finding where qualified applicants can be found.
The firms demand labor supply will determine its output hence its profit (Labor Market Equilibrium, 2013). The company should recruit workers who exhibit qualified and required working ethics so as to release a maximum output. In agreement, the case study stipulates the potential attractiveness and also shows the unattractiveness of the EVP proposed by the case study. Efficiently, it shows that the EVP will be attractive when the recruitment procedures and conditions are fundamentally placed.
On the other hand, it shows the urge of unattractive tendencies in case the recruitment procedures will not be followed. Significantly, to ensure the necessary and effective recruitment process, the applicants can be sourced externally basing on their achievement of the minimum requirement stipulated by the recruitment body. Basically the applicants who are sourced from an external domain are best in producing the required qualifications which aid maximum output (Labor Market Equilibrium, 2013).
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