Strategies for Effective Recruitment / Selection

The focus of this chapter has so far been on identifying the key aspects of recruiting and selection that are necessary for an employer to find the right people.

Strategic staffing involves three groups of activities.
1. The acquisition of personnel
2. The orientations and socialization of new employees’ and
3. The movement of employees into the proper positions within the organization. This section will focus on how staffing will enhance strategic implementation via the three activities mentioned above.

1. Acquisition of employee: Generally speaking the role of acquisition in strategic implementation refers to getting the right people in key places. Once they can maximize their contribution to the organizations goals. Acquiring people with the right skill mix and characteristics for any given position is the crux of human resource management. One major trend in employee acquisition is the use of contingent personnel.

2. Temporary Employees: The best way to utilize temporary employees is to have them fill short-term work requirement. Managerial and technical workers have become available through temporary agencies. Organizations must be careful when using a particular temporary worker for a long period of time.

3. Employee Leasing: A growing approach to solving long-term contingency needs is the use of employees leasing. Firms lease employees for long-term or indefinite time periods from companies who specialize in providing workers to client firms. The leasing company maintains the ability to hire and fire employees, is responsible for paying the employees and providing benefits.

4. Independent Contractors: Hiring independent contractors are one of the oldest most long-standing methods of filling contingent personnel requirement. Many companies, for example, currently hire independent contractors for maintenance or security work.

5. Socialization and orientation: The socialization and orientation of an employee can be critical to the employee’s acceptance of his or her new role and subsequent performance. This process ensures that employee commitment will be increased and that the new employee’s reasons for joining and staying with the company will be reaffirmed.

6. Movement of employees: The last aspect of strategic staffing involves the movement of employees into position that best utilize their specific skills and abilities. Typically, we think of promotion as the movement in organizations that fulfills this role and achieves objectives. As hierarchical movement in the company becomes less likely due to downsizing, restructuring, or career planning, lateral moves and sometimes demotion become necessary movements.

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