Discussion Questions: Human Resource Recruiting Strategies
Name
Institutional Affiliation
Q1. As a Human Resource Recruiter (HRR), when would it be appropriate to use the Internet as a recruiting tool? Explain.
Indeed, internet has been proved to be a valuable mechanism for a wide spectrum of tasks including recruiting process of employees. The tool results to a huge budget savings particularly to the department of human resource. Alongside, it helps a Human Resource Recruiter to assess and determine the online personality of the potential candidates and use it to determine their legitimacy and qualification to the post. Perhaps, the internet enhances the process of accessing a large pool of talent since candidates can apply for the job from anywhere in the entire world. Consequently, it allows the company to acquire the right candidates from the large pool of the applicants. Moreover, the Human Resource Recruiter may use the internet to scan through a vast and huge collections of resumes and applications to retrieve unique and qualified candidates based on particular keywords. Quite literally, the mechanism saves time and money since it is a simple search that can shift through a number of applications (Malik & XXXXXXX, 2018).
XX. In XXXX XXXXXXXXX XXXXX you not use the XXXXXXXX XX XXXXXXX XX an XXX? XXXXXXX.
XX a XXXXX Resource XXXXXXXXX, there XXX XXXXXXXX XXXXXXXXX XXXX XXX XXX of XXXXXXXX XX a XXXXXXXXXX XXXXXXX tool may XX XXXXXXX. When the XXXXXXXXXX XX XXXXX XXXXXXXX is not competent XXXX XXX internet, it XXX intensely XXXX XXXXXXXXXXX XXXXXXXX and XXXXXXXXX XXXXXXXXXX for XXX XXX. XXXXXX, XXX XXXXX XXXXXXX and reputation XX a candidate XXX prevail from XXX or her social XXXXX information (Slavić, Bjekić &XXX; Berber, 2017). XXXXXXXXXXXXX, the internet XXXXXXX a person to carve an XXXXXX profile XXXXXXXXXXX that is much XXXXXXXXX from his or her self. XXXXXXXXXXXX, XXXXXXXX XXXX XXXXXXXX XXX XXXXXXX of XXXXXXXXXX. XXXXXXX, XXXXX XXX different standards XXX XXXXXX XX XXXXXXXXX XXXXXX the world; thus, encouraging talent XXXXXXXXXXX. As a XXXXXX, the company XX therefore XXXXXXX to low XXXXXXX recruits XXXX they do XXX XXXXX out vetting process XXXXXXXXXXX and conclusively (XXXXX & XXXXXXX, 2018). Finally, XXX XXX of internet may XX XXXXXXXXX as compared XX XXXXX XXXXX of XXXXXXXXXX process. XX XXXXXX XXX XXXXXXXXX, XXX recruiting XXXXXXX is XXXXXXXXX XXXXX XX XXX policies and XXXXXXXXXXX of the XXXXXXX and the country XX a whole.
XXXXXX XXXXX XXXX XXX XXXXXXXXXX
XX. XXXX XXX you XXXXX XXXX the XXXXX?
XXXXXXXXXXX, I have gained a XXX XX XXXXXXXX and lessons XX XXX XXXXXXXXX XXXX to XXXXXX when XXXXX social XXXXX XX a tool XXX recruiting process. XXXXXX, XXX incorporation of Social XXXXX XX XXXXX Resource Recruiter creates room for XX effective XXX efficient recruitment strategy that XXXXXXXXX attract and XXXXXXXX XXXX XXXXXXX in the XXX of XXXXX XXXXX XXXXXXXXXX. XXX XXXXX XXXXXXXX XXXXXXXX XXXXXX first understand how XXXXXXXXXX XXXXXXX XXX XXXXXXX in the XXXXXXX that XXXXXX XXXXX is one of XXX XXXX cost XXXXXXXXX XXX time-XXXXXXXXX tool XXX hiring both XXX X XXX XXX XXXXXXXXXX talent. XX XXX XXXXX XXXX, the XXXXX Resource Recruiters XXXXXX ensure XXXX XXXX use native social XXXXXXXXXXX that XXX associated XXXX robust advertising platforms. Additionally, they XXXXXX focus on attracting the moods XXX emotions XX the XXXXXXXXX XXXXXXXXXX. As a XXXXXX, XXXX XXXXXX would XX interested in sending XXXXX applications XXX XXXXXXXXX, the Human XXXXXXXX XXXXXXXXX would have an XXXXXXXXXXX XX XXXXXX XXX most qualified XXXXXXXXX that suits XXX post (XXXXXX XXXXX XXXX XXX Recruiters n.d.).
XX. XXXX the lens of a HR manager, XX this XXXXX XXXXXXX?
XXXXXX, based on the XXXXXXXXX XXX XXXXXXXX XX aspects of XX manager, this video XX XXX only helpful but XXXX XXXXXXXX. XX normal situations, XXXX XXXXXX have the idea XX XXXXXXXX out recruiting process XXX they lack XXX XXXXXXXXX and XXXXXX XX XXXXXX it XXXXXXX. In XXXXX, XXXX people XXXX XXXX an advisor XXX XXX equip XXXX XXXX XXXXXXXXX and skills on how XXXX XXX do it XXXXXXXXXXX. XXXXXXXXXXXX, this XXXXX XXX supplemented XXXXXXXXXXX XXXXXX XXX XXXXXXXXXX XX XXXXXXX XXXXX XXXXXXXX Recruiters XXX XXXX can now carry out recruiting XXXXXXX XXXXXXXXXXXX XXXXX XXX XXXXXX XXXXX platforms. XXXXXXXXXXXX, the video has comprehensively and conclusively articulated XXX various XXXX XX XXXXXXX into a cost-XXXXXXXXX and time-effective recruiting process in social XXXXX. XX XXX XXXXXXXX that XXXXXXXX XX humor and emotion XXX some of the significant features that XXX XXXXXX XXXXX XXXXXXXXXXXXX XXXXXXXX XXXX XX XXXXXXX (XXXXXX XXXXX Tips XXX XXXXXXXXXX n.d.).
Q3. XXXXX about XXXX industry. Would XXXXXX XXXXX recruiting XX effective in your particular industry?
XXXXXX, recruiting XXX most qualified XXX expertise candidates is crucial to XXX success of any XXXXXXX XXX it is XXXXX XX the XXXXXX of XXX XXXX used. I XX convinced with no doubt that XXXXXXXXXXXXX XX social XXXXX XXXX XXX recruiting XXXXXXX in XX industry would XXX XXXX be XXXXXXXXXXX but also XXXXXXXXX. Social XXXXX XXXX XXXX the XXXXXXX to reach candidates faster and XX a XXXX XXXX. Moreover, it XXXX XXXXX Human Resource XXXXXXXXX XX engage with XXXXX XXXXXX audiences and determine the fitness XXX XXXXXXXXXX of XXX XXXXXXXXXX. XX the other hand, the social XXXXX will spread XXX basic XXXXXXXXXXX XXXXX the XXXXXXX allowing many XXXXXX to XXXX and understand the job opportunities. XX a XXXXXX, the Company XXXX get XXXXXXXXXXX XXX qualified candidates XXXX whom they XXXXX have XXX gotten XXXXXXX hiring XXXXXXXXXX. XXXXXXXX, XXX use XX XXXXXX XXXXX XX XXXXXXXXXX XXXX in XX industry XXXX be effective resulting XX XXX XXXXXX and development of XXX XXXXXXX. Alongside, it will be a XXXXXXXXX XX XXXXXXXXX XXX XXXXXXXX XXXXXXX XXXXXX media advertisement XXXXXXXXXX.
“X Systematic XXXXXXXX XX Conducting XXXXXXXX Selection Interview”
XXXXXXX, the XXXXXXX contends that XXX XXXX XXXXXXXXX XXXXXXXXXXX by the Human XXXXXXXX XXXXXXXXXXXXX XX XX XXXXXXXXX XXX effectively nurture a pool XX excellent XXXXXXX in an XXXXXXXXXXXX. It begins XXXX the XXXXXXX XX selection of the XXXXXXX. As a XXXXXX, interview XX one XX XXX important tools XXXX have XXXX XXXX XX XXXXX XXXXXXXX professionals for XXXX XXXX to XXXXXX XXXXXXXXX. The article articulates XXXX the XXXX of retraining and rehiring portray XXX XXXXXXXXXX or XXXXXXXXXXXX of XXXXXXXX XXX hiring the right XXXXXX for the right post first hence; it needs a reliable XXX effective XXXXXXXXX process (Ullah, 2010). XXXXXXXX, the XXXXXXX XX XXXXXXXXXXXXX are felts in the XXXXX of XXXXXXXX since it XXX made it XXXX competitive because organizations XXX XXXXXXXX beyond XXXXXXXXXX XXXX impose XXXXXXXX XXXXXXX to them.
XXX article claims XXXX XXX XXXXX Resource Management XXX associated XXXX prime XXXXXXXXX in the XXXXXXX XXXXXXXX organizations. There XXXXX XX XXXXXXXX of adequate XXX XXXXXXXXXX XXXXX in XXX XXXXXX but XXX the XXXXXXX XXXXXXX on XXX XXXXXXXXXXXX XX XXXXXXX XXXXX. XXXXXXXXX, XXX Human Resource Recruiters XXX tasked with the duty XX XXXXXXXXXX XXX XXXXX XXXXXX for XXX right XXXXXXXX purposely to XXXXXXX XXX XXXXXX and development of the XXXXXXX. XXX value of good XXXXXXXXX XXX XXXXXXXXXX XX the nature XX their XXXXXXXXXXX. XXXXXX, it is XXXXXXXXX to note that the XXXXXXXXXX XX XXXXXXXXXX an XXXXXXXXX XX XX select the right candidate XXX the XXXXX position or job. X systematic XXXXXXXXX XX interview facilitates the tasks XX XXXXX XXXXXXXX Managers in XXXXXXXX XXX XXXXX candidates.
The article concludes by XXXXXXXXXX that XXX significance XX an effective XXXXX resource managers can never be described XXXX XX XXXX XXXXX. XXXXXXX, XXX selection XXXXXXXXX fuels XXX an XXXXXXXXX function in XXXXXXXX the right XXX best workers XXXX an XXXXXXXXXXXX. The main problem facing the XXXXXXX Human Resource Managers in XXXXXX XXX XXX Companies across the XXXXX is to XXXXXXXX XXX develop a productive and XXXXX XXXXXXXXX XXXXXXXXX. Indeed, there is XX XXXXXX science or magic formula XX XXXXXXXXXX XXXXXXXXX XXXXXXXXXX XXX a XXX. XXXXXXXXX, XXXXXXXXX should XXXXXXXX three-XXXX (3D) XXXXXXXXX XXXXXXX that XX capable XX XXXXXXXXX an effective and efficient roadmap to XXX XXXXX XXXXXXXX XXXXXXX XX think about XXX selection interview in a very XXXXXXXX manner (XXXXX, 2010).
XXXXXXXXXX
XXXXX, M., & XXXXXXX, M. (XXXX). XXXXXX of E-recruitment on XXXXXXXXXXXXX XX HR department in XXXXXXX sector XX XXXXXXXX. International Journal XX XXXXX Resource Studies, X(2), 80.https://XXX.XXXXXXXXXXXXXXX.XXX/paper/Impact-of-X-XXXXXXXXXXX-XX-XXXXXXXXXXXXX-XX-HR-in-Malik-Mujtaba/XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX
Social Media XXXX XXX XXXXXXXXXX [XXXXX File] (n.d.) XXXXXXXXX fromXXXXX://www.XXXXXXX.XXX/watch?v=XXXXXXXXXXX&XXX;t=XXX
XXXXXX, X., Bjekić, R., & XXXXXX, N. (2017). The role XX the internet XXX social XXXXXXXX in recruitment and XXXXXXXXX process. Strategic management, 22(3), XX-XX.XXXXX://XXXXXXXX.XXXX.XX/XXXXXXX.XXXX?artid=XXXX-XXXXXXXXXXXX
XXXXX, M. X. (XXXX). X XXXXXXXXXX XXXXXXXX of conducting XXXXXXXX XXXXXXXXX XXXXXXXXX. XXXXXXXXXXXXX journal XX XXXXXXXX XXX management, 5(X), 106.https://XXXX.semanticscholar.org/7ea0/7dc423850c8fd5ae15751cfd92c3bd5db66a.XXX