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Essay / Research Paper Abstract
This 3-page paper discusses factors that need to be considered when formulating a recruitment policy. Bibliography lists 2 sources.
Page Count:
3 pages (~225 words per page)
File: AS43_MTrecruihr.doc
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Unformatted sample text from the term paper:
responsive resumes, interviewing and paring down the candidate pool, and then hiring the candidate with the most qualifications on his/her resume and who also had the best interviewing skills.
These days, however, with human resources becoming more a strategic tool and competitive advantage, recruitment is becoming a lot more sophisticated. When we ask
the question about factors to consider when developing a recruitment policy, we answer: Several things. These "things" include a job analysis of the job itself, the culture of the company
(and the companys departments), a compensation/benefits package that is going to appeal to viable candidates, likely methods of finding the right candidates, the interview process, and a retention program that
will lower turnover and help the hired employee continually improve his/her skills. None of this is an overnight process and it does require a great deal of thought, planning and
focus. But it is well worth the effort, as the organization ends up with a qualified and effective workforce, thus improving the organizations competitive advantage.
Maxwell (2004) adds a couple of other thoughts for recruitment strategy factors, such as building and maintaining long-term candidate pipelines and to create rotational opportunities to attract job
candidates and to keep the existing employees. Her recommendation is that short-term tactics such as employee referral programs, recruiting "former favorites" and even a recruitment campaign can be effective short-term
strategies (Maxwell, 2004). Maxwells comments are geared toward the nursing profession, but the factors she mentions can certainly be applied to any organization. She also recommends that short-term factors (employee
referral programs) should be combined with long-term tools (job analysis, culture examinations and training programs) for an optimal recruitment policy. One hugely long-term
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