HR Hiring and Retention - Term Paper Example

Topic: HR Hiring and retention Hiring and seeking of the best plausible candi applicant In most cases, managers spend a lot of time seeking the perfect employees while forgetting that this is almost impossible. Rather than wasting their time on this endeavor, they should direct their efforts towards finding people who will be able to deliver in the workplace while working well in their business (Nelson & Economy, 2005). Unfortunately, majority of companies follow an incorrect approach to hiring and this leaves them with numerous vacancies or with employees who do not fit into to the position that they have been employed into. The worst mistake that an employer can make is to leave a job vacancy unoccupied as he or she continues to hope that the perfect person will eventually be found to fill in this position. In reality, the best candidates in the job market find jobs opportunities within a short time and thus will not be going to numerous interviews, as they will easily secure the jobs they want without going through numerous interviews. It is important to note that there are many other people with an ability to fill the position and may even fit into the company in a better way than the perceived perfect candidate may. In the process of hiring managers also have to abide by a strict budget and this means that there is a chance the perfect will not agree with the terms, however, this does not imply that managers should therefore settle for employees with lower qualifications. Instead, they should remain practical in the process of searching for the most suitable employee. Hunting for the best employee involves a number of steps that will ensure that the process of recruitment and hiring is done at the top level. One of the steps involves developing a hiring strategy , which regardless of whether all the positions are full at the present, has to be identified in order to know the manner in which the future employees will be found so that the process can be smooth. A good business should always have knowledge of the way it will seek candidates to fill positions and this means it should come up with a plan that will be in place in the event that a vacancy arises. Another step involves focusing more on training, as through training the workers in the appropriate manner, the company will not have to worry about the recruitment of candidates in the future since most of the employees will be retained at the company. The workers will also be happier and more motivated when they have a good understanding of the activities they are supposed to undertake and how they increase the productivity of the company. The recruiters should be given adequate training so that they can be aware of what to look for in the potential candidate with the aim of reducing the amount of time wasted looking for people who may not in the end fit into the vacant positions. All the people in the company, including the new and old employees, should be aware of the objectives of the organization so that every department can be able to collaborate with other departments and work as a team towards the profitability of the entire company. In order to get good employees without necessarily seeking the perfect one, the company must be ready to pay the necessary costs that will advertise the vacant position to the job market (Jordan & Crews, 2012). Further, in order for the candidates to take notice, they must have a way of finding the company and this necessitates payment of several recruiters who will be tasked with spreading the word about the available job openings. This will be effective in speeding up the entire process while at the same time increasing the chances of the company to get the best candidates. In the event that a company is working on a restricted budget, it should make sure it maximizes this amount in order to increase the chances of getting the best candidates who will join the company as new employees. The process of recruitment and hiring is an important aspect of all businesses and this means that every business should set aside funds for this activity. The company should also make sure that it is aware of the job market environment in order to understand the level interest that exists. The effort to establish the level of interest in the market should involve the entire team to assist in deciding the number of man-hours that will be sufficient for the search. The people tasked with the recruitment and the hiring should always work together in order to maintain an understanding of the aspects that can be accomplished as well as those that cannot be achieved. This will be more advantageous and will increase the chances of getting new workers who will have the necessary skills to do a good job regardless of whether they are perfect or not. Headhunting Head hunting is mainly utilized when there is a well-defined background that is being sought by the recruiter and is usually ideal in the cases where the company is seeking an employee working for a competitor or in the instances where the expertise being sought is under employment in a different organization that is not competitive (Finlay & Coverdill, 2007). It is predominantly preferred for positions of a nonspecific type that are usually advertised. The process of head hunting is more direct and personalized towards a person who has a high level of discretion in the area where a specific form of expertise is needed. Typically, head hunting involves an executive search firm being commissioned to assist in definition and advise concerning the position and identifying the companies that will need to be head hunted into and the recommendations of the people who are targeted. Head hunting is usually associated with the perception of opportunism and has not always enjoyed an excellent reputation. Nonetheless, there has been a lot of change in the area of recruitment in the recent past with professional head hunting becoming an important and strategic part of a company’s recruitment for executive job openings. Shareholders and more stringent corporate governance rules have created increased pressure for companies on the more increasing significance of identifying the best and most suitable person to fill the top positions. Head hunting has become the most common method of recruitment for positions that have to be filed overseas in various companies. Numerous executive positions, especially CEO level openings, are not suitable to be filled through the conventional methods of recruitment as placing advertisements of these positions on the media or recruiting from the staff that is already in the company may be disastrous. The processes involved identifying the right person for the job can be time intensive while draining the resources of the company and there is no way of being sure that the chosen candidate will be the most suitable person for the position. Therefore, executive search companies are commissioned in order to make this process become simpler. Instead of just filling holes in the organization, head hunters are involved in extensive research so that when they eventually make their recommendation, the chosen candidate as already been vetted and referenced. It is imperative to appreciate the strategy of the company as well as its internal dynamics so that a job specification can be created based on this knowledge. Good headhunting involves sourcing and mapping the market to learn and appreciate the business’ direction. Additionally, the headhunter must have a strong understanding of the companies culture along with an identification of the main players and their approaches to leadership. The company size also affects how the job will be specified, for example, a job in an international company will be more complicated than a similar position in a local organization as the former needs a more global perception together with a will and ambition that go with it. Aspect of retention of the best employees Retaining workers who have a positive attitude and are motivated is important as far as the success of an organization is concerned as increased employee turnover leads to escalated expenses as well as a negative impact in the morale of the rest of the workers in the company. Developing a program that will retain employees is the best way to ensure that the best workers remain under the company’s employment while at the same time maintaining the level of productivity and performance in the workplace. The employers should come up with retention strategies that will manage the turnover of the workforce while attracting quality workers to join the organization. Programs aimed at employee retention are concerned with the link between the management and the workers in the company. Adequate remuneration, employee benefits, recognition along with employee assistance all constitute a company’s endeavor to ensure that its employees remain satisfied. Human resource experts use the feedback they receive from the interviews they conduct on employees leaving the company in order to improve the relationships with the remaining employees and consequently reducing the turnover. A high degree of employee turnover may be very costly for an organization as the costs of replacing employees who have left the company can be as high as fifty percent of the annual salary earned by an employee in a year. The strategies that seek to retain the best workers assist in offsetting of the costs associated with the replacement of employees along with the indirect expenses like a reduction in the level of productivity and loss of clientele. Recruitment and training of new workers to replace those who have left takes time and this leads to a decrease in productivity since the unfilled position signifies that work is not being done. When the position is filled, the new employee has to learn various aspects of the position while dealing with other aspects before his or her contributions to the company can be considered profitable. The necessary steps needed to maintain the satisfaction of the workers with their roles in the workplace is important in ensuring that the productivity of the company is not disturbed. Efficient retention programs in most cases start during the process of recruiting the workers as the workers are more inclined to stay with an organization, which fulfills the promises made during the recruitment process (Pankl, Theiss & Bushing, 2010). The companies, which develop a practical view of their corporate environment, opportunities for advancement and work expectations to their new employees, have an ability to influence positively the retention of their workers. The workers who enjoy their work as well as their working environment have a higher likelihood of remaining employed in their companies. The retention programs remain significant as the assist in the creation of a positive working atmosphere while strengthening the commitment of the workers to the company. Programs, which target the engagement of the employees like team bonding and involvement in the community, are able to increase the morale of the workers in the company and at the same time give the workers a sense of pride in their activities in the company. References Finlay, W., & Coverdill, J. (2007). Headhunters. Ithiaca: ILR Press. Jordan, A., & Crews, T. (2012). Investigating your career. Mason, Ohio: South-Western. Nelson, B., & Economy, P. (2005). The management bible. Hoboken, N.J.: John Wiley & Sons. Pankl, E., Theiss, D., & Bushing, M. (2010). Recruitment, development, and retention of information professionals. Hershey, PA: Business Science Reference. Read More