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Essay / Research Paper Abstract
A 3 page paper discussing the role and importance of the HR recruiter. Recruiters have the ability to directly and indirectly affect the quality of candidates that the organization is able to attract. They are important in matching people and positions, but they also are of equal importance in attracting qualified candidates. Bibliography lists 3 sources.
Page Count:
3 pages (~225 words per page)
File: CC6_KShrRecruit.rtf
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Unformatted sample text from the term paper:
to organizations today is to ensure that the "right" people are placed in positions right for them, where they can be most effective and provide the greatest value for the
organization. The challenge to human resources (HR) professionals is to attract the greatest number of qualified candidates and then to make proper selection from that attracted pool of candidates.
In many respects, recruiting is a function of numbers, with the goal being able to attract the largest possible array of qualified candidates so that the organization can choose
from the best among them. Attracting the Right People The goal of getting "the right people on the bus" has become a faddish
catchphrase in recent years; one authors concern is that the quest for getting the "right people on the bus" also may be used for failing to develop those already present
(McFarland, 2005). Though every organization certainly needs the right people involved within it, it is not enough merely to ensure that the "right people" are present. They also
must be occupying the "right seats on the bus" if the organization is to gain the greatest effect possible. Additionally, the right people also must be in the right
positions so that they want to remain where they are, growing and expanding with the organization rather than leaving for greater opportunity (or less) elsewhere.
Bowin and Harvey (2001) write that recruiting "may be defined as the process of seeking, attracting and identifying a pool of qualified candidates in sufficient numbers to fill
current and future workforce needs" (p. 98). Drucker (1992) notes that "every organization is in competition for its most essential resource: qualified, knowledgeable people" (p. 95).
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