Recruitment of a
Qualified Trainee (Application Processes, Image Branding Future, Application
Channels)
Recruitment of a Qualified Trainee
4.
Strategies (Improvement of the Recruiting Process)
The
company operates in energy production and generation sector. While it can boast
employment of ten thousand people, it still has to recruit people to replace
retired or less qualified employees. They have to deal with the problem of
shortages of skilled workers in their industry. This company hopes that the
employees who are recruited can hopefully prosper and attain a long-term
possibility of a job. In order to elevate the status of the company and bring
aboard qualified graduates or employees, recruitment should be effective enough
to encourage such people to join a given company[1]. The sectors concerned
with mining and energy form the backbone of the company. They form a major part
of the national economy and are integral and vital to the job market so it is
necessary that professional and skilled people are recruited so they contribute
to the industry they’re been hired for. Recruitment of applicants is an
elaborate process that requires certain efficacy and precision when having to
deal with a large influx of candidates. More importantly, the eligibility
criteria are set, which unless met, makes candidates from any part of the world
unfit for the job opening[2].
Economic
cycles are important to employment in mining. When there are recessions there
is a reduction in employment but during an economic boom there’ll be growth
seen in employment. Economic uncertainty is responsible for how talent isn’t
being retained in an industry and how cost cutting measures are being
implemented. Even though skill shortages are a crippling problem that
industries are facing. It is difficult for employers to make decisions about
whether they want to stay long term for a company or make temporary ends meet.
At times, graduates are facing the issue that the fields of area they’re
interested in don’t offer the opportunities for training that they desire to
grow in their career. Educational institutions are also affected by how
industries operate and function because a lack of industry opportunities discourages
students and thereby the institutes. Even retaining workers already in
industries is a very difficult prospect for employers. Stability is very
important for workers because as their careers progress they want to make sure
they’ll ascend the ladder with time and are open to chance of indefinite
employment. Local communities are at times affected with a downturn in
employment when their mining operations are affected[3].
The
company can tackle their issue of shortages in skilled employees by targeting
their recruitment process to encourage more graduates with proper
qualifications and make sure they can replace workers at an early stage without
delaying the process of passing on knowledge and making their recruitment
effective. One simple method of improving their recruitment services would be
by hiring a proper company which works in recruitment related services and
deploys them in an effective manner. A company should make sure that if they
use services of recruitment agencies then they should be able to communicate
successfully with their clients and contractors[4].
Recruiting
has become such a difficult process in the business of energy and mining
because there’s a nuclear revolution and an evolution of how nuclear energy is
being utilized by the world. So, there’s a burden on the company about how make
themselves seem attractive and make the mining industry desirable. There’s even
a passive role in how recruitment is done, so it is best of these methods are
modified. The ways to improve the process of recruitment require working on
strategies to divert the required working force towards the field of energy and
mining, and for that purpose alone it is necessary that companies understand
and determine what they’re seeking. This is the foundation for every company.
Being focused will allow a company to make an ad which is precise and targets
the right audience. The first thing that recruitment should shape is how the
company behaves. Behavior is integral to attracting the right audience. If the
company’s values and cultures are inclusive and fit with being incorporative
then even employees will fit with the mangers and work well with the customer’s
personalities[5].
Writing
a desirable ad is integral to how the company publicizes themselves to the
public and more importantly to the graduates. The ad should be original and
should make sure it is targeted for a respective audience and talks
specifically about the position that will be offered to trainees[6]. While
the mandatory requirements about the qualifications that will be required from
candidates will be mentioned, apart from that, the company should make it a
point to talk about them more and why they’ve still managed to be relevant and
sustain. They should project themselves as best as they can so that they can
benefit the most from the passive process of recruiting and attract new
graduates or internal transfers towards their department. Being able to
convince candidates beforehand about a company’s credibility will compel more
and more graduates from Generation Y, who are prone to be confident and seek a
progressive environment for their work, to opt for this company, and enter the
work field knowing they’ll have to excel at their work to fit in and last for a
long-term opportunity[7].
In
this organization, an online application is asked for candidates to fill out,
in such cases it would be better is the compensation isn’t stated as an amount
that will be mentioned later, but instead should be stated on the application
so that the candidates know that in addition to their non-tariff position as a
trainee, they’ll also be compensated in the following ways. As one problem that
is faced by people who apply are people who sometimes aren’t willing to work as
trainees, this would help filter out people who know exactly whether the income
is suitable according their experience and would help filter the people who are
supposed to apply for the positions available[8].
It’s
also essential that the right time be picked out by companies for when they
have to actively recruit people towards their field. Usually when the year if
ending and the semesters are about to end, it is important that graduates who
are seeking for openings once they’ve graduated, rather than during their
academic session, see necessary ads or read pamphlets redirecting their
attention towards opportunities in the field of mining and extraction of energy
resources. The mid of the year of the end of the year are opportune moments to
seek out candidates who’ve excelled and qualified with exceptional grades in
their universities. It is vital that the process of filtering out the
information of applicants be thorough and that no candidate is missed out on
due to the influx of applications or mismanagement[9].
It
is important that we talk about how recruitment strategies revolve around
obtaining candidates through internal or external sources. At times, an
industry will simply focus in filling out vacancies from within their own
company. This is an entry-type position that internal recruitment works for.
This even has a multiplier effect where people are given better promotions and
they manager to attain significant motivation to work better and harder[10]. For the candidate
who’re appointed with excellent German skills and proper degrees, internal
recruitment would prove beneficial for the company. Human Resources implements
this technique as it can help enhance the skills an employee has. While this
may not necessarily mean the workers are getting a promotion but it does mean
that it enhances the capabilities of the worker. It can help eliminate or
reduce the chance of possible redundancies. It is necessary that the company
has proper access to all data about their employees and that staff information
is available to all departments within HR so they can evaluate the candidate
thoroughly. A good strategy for companies would be by incorporating human
resource management information system. It is vital that the staff be well
aware of announcements regarding openings within the company via bulletins or
newsletters of the company, emails and announcements specifically regarding
such vacancies. Keeping the staff updated requires revitalizing the mood and
energy and efficacy of a company and hoping they hope to keep all their workers
eager to work hard and look forward for promotions. It is vital that the job
details should always be given out be specific about the competencies that are
being sought, and that replies should be given to candidates in a proper
duration with all procedures and protocol having been followed. A disadvantage
that this company experienced was that candidates who filled out forms
complained of vagueness about details, and that should be worked upon in order
to let applicants feel more knowledgeable about what they’re doing[11].
External
Recruitment methods require, as previously mentioned, that recruiting agencies
be hired to help bring forth candidates who have the desired qualifications
that are expected of them. Whether these agencies are private, or part of a
community or government based, it is necessary that if they’re good at what
they do then their services be employed to filter out the best candidates for
the company[12].
A
company should also reach out to career advisors in schools and colleges and
let them know they opportunities they wish to offer for students to experience
proper training and a hands-on experience. Talking to career advisors who are
proper employees of respectable institutions will give us an idea about the
proximity of students that are interested in progressing forward in the field
of energy and resources. This even allows the chance of offering scholarships
or training opportunities to students are excellent in their studies. The
recruits would be offered a training course for 18 months and in that time
period they’ll continue to learn and work on their skills, so if the head of
department, under which the recruit will study, be contacted and asked for
specifics about what they seek in new employees, it would help filter out which
graduates are capable of meeting those needs[13]. If this company gains
more knowledge about the courses and specialties being taught in universities,
then they can personally hire students with the skill set they are seeking.
4.1.
Future Channels
Many
companies fail to capitalize on channels that will actually attract the right
audience for the right job at the right time. The importance of channels which
will reach a targeted audience and inspire an influx of candidates that
companies are looking for requires that channels that are still update to date
and effective be used to reach a desired audience. While employees can use a
multitude of means to attract the public, specifying which methods are
effective in publicizing the job is a task the company’s HR department has to
evaluate. The focus on channels will on those which play a major role in
recruitment, such as: social network, college recruitment, employee referrals,
the company’s website, job boards, and other methods[14].
Employee
Referrals are a means of recruiting that are rated as one of the best methods
of sourcing the best candidates for a job. There are certain reasons for why it
is deemed as one the best methods of acquiring people with substantial skills
in order to counter the shortages of skilled workers that industries are
facing. These people value their reputation deeply so when referrals are made
it is believable that the best people are suggested for a type of job. This is
method of prescreening people for a certain job. Employees who are currently
employed are also more informed about the job so undeniably prospective
candidates are going to make well thought decisions about whether or not they
can match the expectations of that certain job. Passing new information is easy
as it’ll help them master their work much more easily if they have help from
their colleagues. Referrals even allow an opportunity to people who aren’t
actively seeking a job but actually possess the desirable skills but this helps
them broaden their work experience. When the network of people who help with
employment widens it allows for people to work better, and makes such employees
more effective in their line of work. This can allow for a chance of a
non-diverse work force which is an issue that the company might have had to
deal with, but they have branched out their qualifications to be inclusive of
women as well as people from all backgrounds to apply for the specific job. An
employee referral program is less costly and even if bonuses are paid, it still
is more cost effective. Savings in recruitment and retention costs are possible[15]. Employee
referrals help generate better candidates with the skills that are in dire need
and being actively sought by companies. It also makes the company’s reputation
regarding hiring effectively much more credible and renowned. It is vital that
for maximal benefit, the referral being made by the employee should be an
employee who is committed to the organization and has proper knowledge of the
workings of the company. This obviously makes for better understanding of the
job that is open for hiring. This makes passing knowledge in a timely manner to
newly hired applicants. They know accurate information and can act as proper
informants to new candidates about how to excel in the field they’ve applied
for.
While
the company has its own website, it should be modified to update it to current
trends and let it be user friendly. Employers always use their own websites to
effectively recruit applicant. It is important that credibility is maintained
and that if questions are asked by applicants then absolute veracity should be
maintained and they be answered in a fulfilling manner. It would help that if there was credible site
or journal that approved of these websites than it would reinvent how users saw
the website and used it. Theoretically, a website is an inexpensive way that
helps a company conveys sufficient information about the job availability.
Before a company is reliant on their website they should make sure that their
website has the reach they’ve expected it to have. An organization that isn’t
conspicuous would have a hard time attracting an audience to its lesser known
website or brand name and in turn would fail to generate sufficient applicants
for their opening[16]. While radio
transmissions have reduced in today’s time, they’re still effective in
transmitting messages to people during travels. So, publicizing an available
position through radio ads is a good way to ask masses of people to visit their
website. Any website should be able to grab the attention of viewers, which means
using colors and designs that are attractive and easy to decipher. It should be
navigable with merely a few clicks. It should have important details like the
information regarding the duties for the job and location on a map through
accessible links. There should be an easy way to upload one’s resume on the
site. It is the company’s responsibility that they are prompt with replying to
applicants and ensure that they are notified that their applications have been
received duly because this shows credibility and promptness on part of the
company. Clarifications of the next steps of the hiring process should be
elucidated to the applicants. While explanations for the job are given on
websites like YouTube, there should be tour videos on the web sites giving a
look into how the work environment is. Pilot testing a website is important
before the public is subjected to viewing it[17]. This allows a company to
evaluate whether the site is simple when it comes to navigating and if
uploading a resume is easy and feasible for candidates. The purpose of testing
isn’t restricted to just new websites. Existing websites can be periodically
assessed for whether the information that is preexisting on the website is
outdated or not. A convenient and cost-effective manner of finding out whether
the website is functional is by having newly hired workers give their feedback
about how they find the website to be.
Job
boards are one such method that companies tends to rely on. The categorization
for such job boards is based on geography, specificity and salaries. The
geographic categorization talks about job openings on local and nationwide
scale. The specificity of the job is with regards to if it specifies the
position and if it’s in a given industry versus if its general. Salary talks
about scope of an open or minimum salary. There are pros and cons to each type.
One disadvantage that has been stated and the company also has to deal with
occasionally, is regarding how job boards tend to attract a larger audience.
Usually, many of them don’t possess all the qualifications that are vital for
the job. An advantage for using a local job board would be that at least
candidates who are unqualified would be eliminated by shortening the radius[18]. This even helps
reduce the number of applicants who’d have to be screened. More importantly the
problem that is faced regarding the number of candidates who don’t know fluent
German might be reduced a bit if the radius of employees is narrowed down to
regions where German is the native language. The use of an industry specific
job board or position specific job board means that applicants who have
experience working in an industry and possess skills that are in dire need for
the company will come forth. More importantly, they’ll have a clearer vision
and understanding of what the job demands. When setting a minimum salary such
as ($100,000), a high salary to begin with, this helps filter out candidates
who not only have the desired qualifications but also are seeking higher and
better paid jobs. The candidates who were generated from industry or position
specific job boards are usually seen to be much better trained and qualified.
Their credentials regarding education are better and of reputable institutions[19]. Regardless of which type
is chosen it comes down to the recruiting manager in a company who evaluates
what will work bets with the values of the company and based on the demand for
the job how best to attract candidates. It would help if evaluation was done
regarding cost-per-hire when using different types of job boards.
As
previously mentioned, advertising is one such way that allows broad reach and
spread of information. Likewise, using local and international newspapers to
spread the message about recruitment of skilled workers would obviously
redirect the attention. Having an
advertisement with words that are well thought out would help applicants filter
themselves out rather than invite a multitude of applicants who don’t meet the
criteria, as this company has experienced. If the ad specifies that fluency in
German is an uncontestable requirement, then naturally, people with the desired
skill set would seek forth the job. Billboards are one such example. They are
wide, and large enough to catch one’s eye, and at the same time are able to
deliver basic knowledge about the company and keywords about the job
description to attract a wider audience. Companies should buy out billboards
for the right time of the year when students have freshly graduated out of
university and are seeking jobs. It is vital that ads are able to help an
employee differentiate one ad from that of a rival company in terms of benefits
and experience that set them aside from other organizations[20].
It
is undeniable that the internet has transformed that way people previously did
business. Likewise, it is one of the best ways of having a far-reaching impact.
E-recruiting is a trend that won’t fade away soon because for over a decade
now, the internet has been vital in how words are spread to people. E-business
and e-commerce are an undeniable norm, so naturally online applications are the
hottest trend[21].While
the company is on the trend and has employed the services of even YouTube;
there should be more sponsored ads on more social media websites as the access
of the internet is far spread. Having coverage on all media outlets is crucial
to make sure that people remember the name of the company. Social networking is
an undeniable facet which should be used by all companies to their benefit.
There are two strategies that are put into use when having to advertise online.
The first is by sponsoring your ad on a given site. This allows word to travel
to innumerable people on a global scale. This is an effective means with which
ads are immediately brought to the attention of people, and more specifically
by use of social networking. A second recruitment strategy allows the company
to filter out candidates of their own choice. Sites that allow for candidates to
upload their resume lets companies reach out to graduates instead. This is more
accessible when trying to reach out to fresh graduates who don’t have
experience and may not have access to other methods of recruiting them. At
times, employees post for job openings amongst their own peers which allow a
wider circle of people who already possess desired skills to apply for the job
opening. Sometimes, there are applicants who mention in their bio data personal
sites or blogs that they may use which means companies can gain greater insight
into how the person is professionally and personally[22].
When
discussing college recruiting, there are certain factors that play a
significant role such as selecting the right campus, establishing a positive
and amiable presence within the college campus, offering internship programs to
students and having influential recruiters who can convince students to opt for
their company over rival companies. When deciding which campus to recruit from
it is necessary that the company has relevant data on the college’s courses so
they can hope to acquire a desired number of candidates with a necessary skill
set[23]. Even the attendance of
students in a college helps a company determine the ambition and interest of
students in a particular setting. Another important point to note is whether
there is diversity within the classes in the campus. It tells beforehand how
inclusive future applicants will be and helps encourage a discrimination free
environment. It is important that the company and college campus should have it
in their disciplines to be intolerant to any form of segregation or racism
based on superficial or cultural differences. It is vital that a company assess
how many previous hires happened successfully from a given college in the past.
It helps narrow down the rate of success of acquiring new candidates from a
given setting. More importantly, if recruits were hired then it’s also
important to evaluate their past performances. By careful and thorough analysis,
it will help narrow down which colleges offer better payoff as compared to
others. It helps to think about local candidates and public universities who
might not be picky with what employers they decide for themselves, but may
instead capitalize on opportunities presented to them such as scholarships and
training programs. Once colleges that produce a good yield are determined, a
company should have the insight of maintaining a good relation with them.
Companies should interact with students and help participate and organize seminars
to establish an interaction and familiarity of their brand name in the
student’s minds. Key faculty members can contribute in recommending students to
organizations that fund them. Students who will develop a relationship with a
certain company beforehand are keen on opting for them and this in turn helps
generate a large pool of applicants eager to join. When internships will be
offered, students will get a chance to increase their knowledge, interpersonal
skills, commitment and dependability. It helps groom the students for future
responsibilities. If the internship is done with great care and responsibility
and also with attention to detail on part of the company, so the preference of
future interns will be directed towards that company[24].
If
recruiters are being selected to help attract the right candidates towards a
company, then it is vital that good and effective ones be put to task.
Recruiters have the daunting task of being influential and providing a clear
picture of what work in the energy or mining industry is like. It is up to them
to convince candidates that opting for the industry they work at is better than
those of rival companies. Recruiters in a way act as the face the company, so
it is important that applicants see them as professional, enthusiastic and
informed people who are aware of their work and surroundings. A poor recruiter
will be reflecting the company poorly to applicant and thereby reduce the
people who wish to apply and proceed. Recruiters, if unkind and unprofessional can
change the opinion of an employer in the eyes of the employee from good to bad
very soon. Likewise, a pleasant and efficient recruiter can help restore faith
and encourage enthusiasm if needed to convince applicants about their decisions[25].
There
are also unconventional ways of approaching candidates. Employers are always at
the disposal of trying to seek out people who aren’t really looking for jobs
but do possess traits that would make them good workers. It is possible that
employers can help recruit people from Focus Groups. These are people with bare
minimum work experience and are diverted into less aggressive fields that don’t
demand heavy labor like mining or engineering does[26].
It
is vital that channels be used to the company’s advantage to make the most of
recruiting desired applicants in due time. It is important that even the
quantity of applicants that are being attracted based on their likes and
preferences, not only increase with each passing year, but also enter the
picture of applying with desired qualifications that a company seeks. It is
important that in order to revitalize the energy and mining industry, companies
have to work hard in making the importance of their company and need for
trainees reach people all over. Resource is a vital sector whose benefits are
innumerable but it requires an efficient work force that can keep up with
existing trends and match the demand and supply of energy that is needed[27].
4.2.
Future of the Company
If
recruiting strategies and channels that are effective in reaching a wider
audience is used, than undoubtedly candidates with skill sets that are being
bought will willingly wish to apply and stay with the company.
Currently
the company employs thousands of people and offers them the chance of working
in one of the energies and resource industries that are still functional and
running. While the ratio of men to women is slightly different, the company
does hope to revitalize this ratio and make it a place that offers
opportunities to men and women unreservedly. The problem lies in how candidates
that apply are people who don’t match the criteria so by modifying channels of
recruitment and strategizing in a manner that is clear and brief about their
job description, the aim is to attract candidates who are skilled and
worthwhile. The feedback acquired by candidates stated that there were
inaccuracies in how the tasks were mentioned in the AC, there were elaborate
waiting periods until a contract was handed over. A major inconvenience was
that there was no optimization for applications to be accessed on mobile
phones. By bringing on board technicians who can invent an application for the
sole purpose of it being modified for cell phone use, this minor problem is
eliminated. The duration for replying to new hires can be minimized by making
sure the HR department works more efficiently to contact applicants[28].
The
future of the company is shaped by how fast and well-organized a company’s
recruitment process is to fill in the spaces of retired employees and make sure
new transfers are introduced into the system without losing time and money.
There’s an undeniable snow ball effect that the company’s performance is
subjected to when newly hired employees are inaugurated into the work force.
The efficacy of the company and the performance of individual employees will
improve exponentially. There will be a reduction in costs and each candidate’s
experience of how they were inducted into the industry will be good. Older
hired trainees’ positive feedback will shape the outlook of the industry
positively and help elevate the status of the industry in the eyes of rival
companies. When performance enhancement is a factor that will be met, it’ll
allow the company to take on new business ventures and improve competitiveness,
thereby further propagating hard-work and efficacy that’ll be delivered by all
employees[29].
What
is sometimes lost in translation is the fact that by modifying methods of
recruitment, growth of the company is one factor which is often overlooked.
Effective recruitment will help encourage a company to grow faster and in a
more systematic manner. Streamlining methods of recruiting, helps focus the
attention on specific qualities that are required of candidates and making sure
applicants that apply will fulfill them[30]. A competitive advantage
has one of the best impacts on the company’s performance. This will also help
the sector of energy, mining and resource grow as a whole and in turn impact
the economy on a wider scale. Revenue levels will increase exponentially and
client and customer satisfaction will help encourage more stakeholders to stay
loyal to company.
The
best part about the future depiction of the company will be the fact that
extended recruitment cycles will have ceased, thereby saving time and money
that missed opportunities of having vacancies were creating. At times the
company is jeopardized in the sense that they are unable to venture into new short-term
opportunities to improve revenue due to an inadequate working staff, or the
inability to make quick transfers within the company. By eliminating slow recruitment,
the company has a chance of creating a stress-free environment where the
chances of overburdening employees with extra work are removed[31].
The
company will be at an ideal junction, where its effective methods of
recruitment will have shaped how employees view the company. It will leave
high-quality candidates overwhelmed with the efficacy the company is willing to
deliver and in turn will become every applicant’s preference over rival companies.
A new working force brings with it the energy that is required to match those
expectations that are set by clients. Candidates who’ll be hired from
Generation Y will be sure to provide fast, personal and seamless communication
and work experiences.
Reaping
benefits of profitability and performance will be one of the best advantages
that the company will experience. By elevating profits that will be made
annually it is undeniable that there will be a wide and far reaching impact on
the performance of the company. By reshaping the pace of recruiting, working on
shorter timescales will allow the company’s confidence to excel and attract
high profile clients and candidates even faster. By allowing the company to
work in a proactive manner, it will let short term opportunities become
feasible and in turn help enhance profits[32]. The best part
about strategizing recruitment thoroughly will be that cost per hires will
lessen, which undoubtedly will have a positive impact on the profits being
generated. When hires will be made in quick and successive durations it also
impacts the worker to deliver accordingly and meet short deadlines. It
increases competency that employees have to meet and focuses their attention in
meeting the company’s objectives.
The
benefits of hiring a recruiting agency allows the company to only pay
recruiting agencies, thereby saving ample amounts on cost per hire fees. The
vantage of short, effective and better recruitment will make the company
susceptible to attracting the best and most qualified candidates. Because the
company will be participating in both direct and passive recruitment, by fast
tracking their employment, they’ll elevate the interest that all candidates
who’ll opt for this company instead due to savings on time but not at cost of
quality. It is undeniable that longer waiting periods can tire out applicants
as well as create a sense of unease within the company as long as vacancies are
there. The company will be at an advantage over their competitors if they
lessen hiring time[33].
The
company will make telephone interviews quicker and be more responsive to the
queries of the candidates and ensure complete veracity is maintained when
answering them. It is vital that transparency about the workings and
compensations that will be offered be maintained. The company’s image will be
construed as that which is honest, credible and efficacious. The hired recruits
will be engaged and enthusiastic about matching the company’s reputation and
will thereby start their work with zeal and offer a frictionless entry into
their new position[34]. By working zealously in
the opening weeks, the newly hired employees will benefit themselves by making
a good impression during their crucial first few weeks as newly hired
candidates, while also improving their chances of acquiring a position for the
long run.
The
company’s chances of improving productivity are paramount. There’s the added
benefit that the Human Resources Department can focus their attention on
training programs and how to systemize current facilities and existing teams
that are working tirelessly to improve the efficacy of the newly hired[35]. Rather
than being preoccupied with making routine and elaborate assessments to acquire
new trainees, the company’s streamlined and shorter recruitment strategies will
help them spend time wisely and on more pressing matters. The way the employees
are inducted into the company is very telling of how they’ll engage with their
fellow colleagues, eliminate attrition that could have existed in the work
force and will ultimately increase performance in all departments. The Human
Resource department will have the ability to outsource if the need arises. HR
can work on helping recruits find their footing and start of their work at an
accelerated pace and deliver the results that are optimal and desired for the
company[36].
The
fact that nuclear companies are phasing out requires that the brand work on how
they expose and represent themselves to the public in order for them to
identify their value in their respective sector. Establishing a competitive
advantage will be one such way. When the company is approached by employees, a
lot of expectations are put forward. In the midst of existing competition, the
company will have to transform their brand image where their values resonate
with those of their employees. It is essential that employees feel that their
work environment resonates with them, which is why it is crucial that companies
should know how to accommodate the trends and current setting for younger
employees. The company will be treating
the process of recruitment as a sales activity, where they’ll be making sure
they can present a potent Employee Value Proposition to the candidates, the
company will have leverage over why the applicants will prefer them over
subsequent companies.
Maintaining
a strong EVP can help lessen the tension and friction that usually companies
are subject to during the process of recruitment. It will help organize the
stream of candidates who’ll apply; it will help through the arduous salary
negotiations that will help raise the bar for competitors. When a company can
help deliver to their candidates precisely what they’re offering, a good
Employment Value Proposition will reroute potential candidates and ensures that
they’ll hope to retain for a longer time in the industry[37].
The
company’s focus to recruit in a manner that is responsive and happening in real
time will help execute plans in short time periods, in which more activity and
prioritization of important tasks will be met. By trying to meet flexible and
changing priorities to recruit quickly, it helps on leaving behind traditional
means of managing work. Recruiting in bigger volumes might seem easier and will
allow for a greater level of personalization and help acquire a brilliant
candidate experience. Filling short notice retirement will be dealt with
quickly and be considered a high priority. If out sourcing is needed or
transfers within an existing system is required then it’ll be possible to make
ends meet.
An
added benefit that company will benefit most from will be their recruits who
are going to fresh graduates mostly. The college graduates are working twice as
hard due to competitive academic expectations and are exiting their institutes
with qualifications that are commendable. While work experience is a dire
requirement in many organizations, this company’s basic requirement for being
eligible will help attract younger people. They require a proper degree and
fluency in languages, criteria’s that the younger generation is meeting. New
graduates will be eager to learn the knowledge that will be transferred to them
through their seniors and will hope to emulate the steps they’ll be asked to
fill in. At the same time these newly hired graduates will be keen on using
social media more often to interact, progress and communicate with each other
as well as with customers. They’ll think outside the box and might offer
insight on how to capitalize on new trends. The hope of revitalizing the
departments by introducing new technology might help elevate the reputation of
the company and contribute to the way the company researches and works on
future projects[38].
If the graduates show promise, the company will hope to keep them on for longer
time periods in hope that they can grow in experience and help fresh trainees
with time. By being a company who can help graduates navigate their process of
thinking and decide whether they wish to stay on for longer time periods and
gain the required training and work expertise that is required for future
purpose, future candidates will seek this company as a place where they can
grow and learn as professionals and people. More importantly, as the younger
generation is more inclusive and less tolerant towards orthodox methods of
running a system, their involvement will help promote an air of positivity and
revitalized energy that the company is in dire need of. Their use of social
media can be used to the advantage of increasing brand image by hoping that the
efforts of the company can be broadcast online to customers and the public[39]. As institutes are
keeping up with the trend of updating their curriculums, plans of energy
companies to work on decentralizing the energy being provided and instead work
on better means to make the energy systems viable and sustainable through use
of high-tech equipment requires a working force which have been subjected to
new or revolutionary means during their academic year.
The
company’s future rests in the hands of the employees who are hoping to make the
necessary energy transitions that are expected of this sector based on
political and climatic changes. If more recruits are successfully introduced
into the company, it just provides more scope for people and increases chances
of future employment. More importantly the company will hope to have their
trainees understand and program machine learning so that the demands of energy
generation can be met and efficacy of the energy sector increases.
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Mehta,
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Thesis.
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Owais. 2012. "Recruitment in the 21st Century." INTERDISCIPLINARY
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Owais. 2012. "Recruitment in the 21st Century." INTERDISCIPLINARY
JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS 887-901.
[6] Larson, Sheryl.
2012. Staff Recrruitment, Retention, Training Strategies. Minnesota.
[8] Barnes,
Gillian. 2016. Proactive Recruitment Strategies for the Energy Sector.
[9] Barnes,
Gillian. 2016. Proactive Recruitment Strategies for the Energy Sector.
[10] Chungyalpa,
W. 2016. "Best Practices and Emerging Trends in Recruitment and
Selection." Journal of Entrepreneurship & Management 1-5.
[11]
Chungyalpa,
W. 2016. "Best Practices and Emerging Trends in Recruitment and
Selection." Journal of Entrepreneurship & Management 1-5.
[12] Tomčíková,
Ľuba. 2017. "The effective recruitment and selection practices of
organizations in the financial sector operating in the Slovak republic ." ECONOMY
& SOCIETY & ENVIRONMENT 1-7.
[13]
Tomčíková,
Ľuba. 2017. "The effective recruitment and selection practices of
organizations in the financial sector operating in the Slovak republic ." ECONOMY
& SOCIETY & ENVIRONMENT 1-7.
[14] Armendariz,
David. 2017. "Lucas Group Releases White Paper On New Oil And Gas
Industry-Recruitment Strategy." White Paper.
[15] Hickson,
Bryan. 2013. "Management Consultancy Recruitment Channel Report."
Report.
[16] Dev,
Rishabh. 2016. Recruit Loop.
[17]
Dev,
Rishabh. 2016. Recruit Loop.
[18] Tardos,
Katalin. 2011. "Recruitment Channels and Strategies for Employing the
Low-skilled Workers in Europe." REVIEW OF SOCIOLOGY 95-112.
[20] Patel,
Deep. 2017. 5 Tips For Recruiting The Best Employees.
[21] Sills,
Maureen. 2014. E-recruitment: A comparison with traditional recruitment and
the influences of social media. Bachelor Thesis, Helsinki Metropolia
University of Applied Sciences.
[22]
Woźniak,
Jacek. 2014. "On E-Recruitment And Four Ways Of Using Its Methods." 8th
International Scientific Conference, Business and Management 2014.
Lithuania: Information and Communication Technologies in Business. 691-699.
[24] Beagrie,
Scott. 2014. HR Magazine.
[25]
Hickson,
Bryan. 2013. "Management Consultancy Recruitment Channel Report."
Report.
[26]
Sabatier,
Mareva. 2010. "Filling Vacancies: Identifying the Most Efficient
Recruitment Channel." Economics Bulletin 1-15.
[27] Sabatier,
Mareva. 2010. "Filling Vacancies: Identifying the Most Efficient
Recruitment Channel." Economics Bulletin 1-15.
[28]
Bogatova,
Mariia. 2017. IMPROVING RECRUITMENT, SELECTION AND RETENTION OF EMPLOYEES.
Bachelor's Thesis, Finland: South-Eastern Finland of University of Applied
Sciences.
[29] Devaro,
Jed. 2016. "Internal hiring or external recruitment?" IZA World Of
Labour 1-10.
[30]
Florea,
Nicoleta. 2014. "USING RECRUITMENT AGENCIES." REVIEW OF THE
TERRITORIAL FORCE ACADEMY (Valahia University) 80-89.
[31] Florea,
Nicoleta. 2014. "USING RECRUITMENT AGENCIES." REVIEW OF THE
TERRITORIAL FORCE ACADEMY (Valahia University) 80-89.
[32]
Alkula,
Kira. 2016. "Successful recruiting with temporary and part-time
workforce." Bachelor's Thesis, Helsinki.
[33] Kaharuddin,
Indira. 2018. "ANALYZING EMPLOYEES’ PERCEPTION OF TRADITIONAL AND MODERN
RECRUITMENT." EMBA JOURNAL: JOURNAL OF ECONOMIC, MANAGEMENT, BUSINESS
AND ACCOUNTING RESEARCH 1-10.
[34]
Rajamäki,
Roosa. 2017. The rationale and benefits of Recruitment Process Outsourcing.
Bachelor's Thesis, Helsinki Metropolia University of Applied Sciences.
[35] Rajamäki,
Roosa. 2017. The rationale and benefits of Recruitment Process Outsourcing.
Bachelor's Thesis, Helsinki Metropolia University of Applied Sciences.
[36] Myrna
Gusdorf. 2008. Recruitment and Selection: Hiring The Right Person.
Module, Virginia: Society for Human Resource Management.
[38] Heathfeild,
Susan. 2018. Tips for Successful Employee Recruitment.
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