REED Company - Online Employment Market - Case Study Example

REED ЕХЕСUTIVЕ ANALYSIS By Students Name Course Professor University State Date Introduction Employment market places found online plays a key role in overcoming geographical and support for job seekers in landing themselves a desirable job and assist in getting a comprehensive job seeker capabilities and skills. This is one of the ways that are currently available and are making the recruitment and selection of right employees easy following the fact that acquiring the most suitable and qualified employees helps a company to stay competitive(Parry, and Tyson, 2008). Currently there is an increasing number of staffing activities being conducted online. This implies that online job platforms play a key role in matching employers with job seekers. The number of job seekers is increasing, making the work of job recruiters difficult when it comes to selecting the best-suited candidate. Furthermore, skills validation is difficult for instance, examination of instructive foundation and assessment of the nature of instructive establishments. The issue of pre-occupation appraisal is another instrument connected by organizations in screening and evaluation of future workers better notwithstanding the customary application reports. Notwithstanding, building up an abilities appraisal framework that affirms the aptitudes of specialists sufficiently is a key test for organizations these days (Need, 2006). Companies like REED plays a key role in the online employment market. REED is among the world largest online employment platform that plays a key role in matching employers with job seekers. REED Company REED founded in 1960 where its first branch was situated at Kingsley Rd, Hounslow west of London. At first, the company pioneered specialist recruitment services. This move by the company helped to change the UK recruitment market fundamentally. Later in 1972, a REED business school was opened by Sir Alec Reed to act as a learning center REED co-members and residential courses in accountancy (REED, 2016). The company has undergone numerous transformation such as accusation of other firms. It worth to acknowledge the 2004 company transformation where a REED consulting was established in the year 2004 and which has assisted a large number of organizations save a lot of operation cost by assist them and changing their resourcing approach. The company continues to change the workplace for better for both large and small organizations. It is notable that REED through the Reedglobal.com websites it is able to offer offices both in the UK and globally. The company has grown into an HR and recruitments news hub, a location where candidates and employers or clients converge to develop their careers and teams (REED, 2016). Today, REED is a leading independent recruitment company within the UK and a resource center for more than 10,000 clients from 425 business units across 180 locations globally. Comparisons and analysis Organisational culture Organization culture is crucial in ensuring the employees remains engaged with the company’s objectives. REED objective is based on offering specialized recruitment services. Since the company was established, it has experienced growth and development that can be linked with its clear organization culture that is based on numerous aspects. REEED Company can be defined in a number of areas. The first one is the brand entity, the company’s culture, value and personality begin right from its brand entity. The number of job seekers from the company services has been increasing significantly. In addition, REED is a big employer, it has over 1000 employees across 180 regions globally. Effective leadership has not been overlooked implying that there is a sufficient connection between corporate culture and team culture (Tong, et al. 2005). This has been achieved through increased corporate awareness and employee engagement, according to the values of the organization. As indicated earlier REED is a key employer and to maintain such a big group of employees is through a maintain positive culture reflected in a fair workplace where the employees are competitively compensated for their work. SEEK limited on the other hand has been in business for over 18 years and since then it has remained innovative in the markets that it operates. All through, the company has been providing a culture of excellence and acceptance within its workplaces reveal the diversity of employees that contribute to the success of the organization (Liljander, van Riel, and Pura, 2002). The understanding of the existing relationships between recruiting and culture is a good approach towards employees’ attraction selection and retention. From the attraction point of view culture is all about the SEEK brand image that it projects. The number of clients and employees working for SEEK has been increasing significantly implying that the issue of culture is taken seriously and marketing of their culture to candidates is active (REED, 2016). The formation and websites of both REED and SEEK are well designed in the context of usability, but they will probably appeal to diverse people. The number of jobs being advertised on both company's web site is significantly high and visits as well. However, the issue of organization culture is different and the strategies applied by any of the two companies is based on each company’s objectives. Approach to CSR Since REED Company was established, it has safeguarded a philosophy involvement in charitable and social initiatives that have been an integral part of the company’s visions and aims. The reed foundation owns around 18% of the REED Company, where revenue from year dividends is issued out to charities inform of off donations or seed capital. The seed funding has been issued to a number of charities such as Ethiopiaid, Women at Risk among others. Other donations have been issued to help and support education in South Africa and to a number of humanitarian and human appeals. The other remarkable CSR activity in REED is based on environmental responsibility. The company is a member of the HRH, which is a collaboration of a number of UK businesses who have pledge to be part of the climate change. The company is also involved in Development Agency's Green 500 whose biggest focus and potential is on reduction of carbon in the capital. In 2005 REED, become the first company in UK in the recruitment industry to go carbon neutral. This has been facilitated by carbon calculations where an offset is done through numerous projects. The offsetting phenomena is based on between time reply to a quick issue with clear concentrate on long haul objective on waste lessening and natural proficiency (REED, 2016). As a result, numerous projects have been completed such as replacement of bottled water coolers with plumbed coolers. This move by the company has helped in the reduction of environmental effects in its water solutions (Parry, and Wilson, 2009). SEEK limited has not been left behind when it comes to CSR. The company has managed to develop a wide range of corporate responsibility initiatives since its early days. The company has a volunteer program referred to as matched giving program called bright futures. The company is committed to making positive contribution to the community, which seems like something deep inside the company’s DNA (Cober, et al. 2003). However, the company should try to gain increased value from these investment by prioritizing them in business business and to assimilate them into a more attentive and strategic approach to CSR long term (Jenkins, 2009). As a result, of a wide range of internal views of a strategic relevance to CSR SEEK has undertaken a five-stage plan for its inquiry and development. This procedure has managed the company to get increased insight in the resulting CSR plan and the entire organization involvement. SEEK over the years has managed to report numerous benefits in intentions to grow their volunteer program, decrease their ecological footprint, and increase participation in the Bright Futures program. Problems Encountered by REED The issue of finding the right candidate for a job vacancy I a big problem within REED, SEEK and other recruiting companies. The employers seeking its assistance need clients who are skilled with a clear focus on workers, which is a group of candidatures that are not easy to find. This is evident from an increased number of contract workers in many organizations. As a recruiting company, REED can be able to overcome this barrier by stepping up their network and advertisement through the social media because the further a company can reach the more quality candidates one can get (Parry, and Wilson, 2009). The agency workers regulations in the UK is ion force where the agency workers have been given an equal treatment against those recruited directly. REED also plays a key role in the resourcing strategies of numerous employers. A company specialises in the recruitment of permanent placements, but with lack of skilled qualified candidates market is offering to fill the vacant positions temporarily (Thompson, Braddy, and Wuensch, 2008). Competition for candidates is increasingly growing problem In today’s candidates, market a company should try to offer more than other staffing competitors in terms of testing, background checks, references and interview procedures. Some of these checks can assist in remaining competitive and offer the client a fully vetted candidate (Galanaki, 2002). Today the business world is moving increasingly faster and in case a recruiting company fails to keep up with the pace maybe left behind SEEK limited has established a new venture which acts as a source of its problem. These problems will range from management aspects and will hinder the company’s ability operate in a competitive way in the increasingly growing completion environment. Establishment of a new venture results into increased need for increased operation cost and human resource (Maurer, and Liu, 2007). There will also need for novel marketing strategies different from the existing ones as well as implementation procedures. All these aspects requires generous interest in various parts of the organization's business. This suggests not quite the same as REED, SEEK constrained will be compelled to consider systems for expanding productivity as opposed to simply benefits. Competitions is another problem facing SEEK limited is competition. As expressed on account of REED the internet selecting organizations are face with expanded rivalry coming about because of absence of enough gifted possibility for the accessible occupation opening. For another situation, SEEK has built up another wander, which will get along new rivalry its industry. As indicated by an audit of the enlistment business inside Australia shows that there are a few organizations offering comparable administrations to those of SEEK novel wander. Furthermore, these organizations have built up guarded positions in their separate market specialties for a long while. Change resistance is additionally another real issue that may emerge from the new pursuit. In any association, representative imperviousness to change can be a reaction to any new activity. Worker resistance may develop on the grounds that representatives feel undermined and shaky of the progressions that are being made. Change resistance will likewise bring about the organization to cause numerous costs in preparing representatives and in adjusting new frameworks to existing frameworks. Learnings The comparison of the two online recruiting companies REED and SEEK indicates that getting and retaining the right people makes all the difference while running a successful and productive organization. Hiring like any other management decision requires careful planning and clear picture of what is needed. Companies seeking recruitment services must develop a talent profile as a way of explaining their organization to the applicants (Borstorff, Marker, and Bennett, 2007). There is a lot of competition for talented and committed workers. Therefore, organization should not only strive to be a great place to work, but also give people a chance to know that they are a great place to work. This can be enhanced through retention employee practices, motivation, actual involvement, responsibility, reward, recognition, elasticity in work-life balance, and a chance to learn and grow. The report also makes it clear that although the two companies being compared have been well established in this industry for quite some time, they are faced with challenges especially when it comes to attracting top talent. Recommendations The report shows that the two companies are facing numerous challenges staring from lack of skilled and qualified candidates, completion, selection and recruitment speed and establishment of new ventures. The best recommendation for these companies is based on development and growth the companies must hold on a continuing research to be able to identify changing aspects in the industry that they operate. Increased promotion and advertisements will make their services to be well and clearly know by potential clients. Finally, the companies may try to integrate their systems with the social network in order to be able to reach out for an increased number of clients (Barber, 2006). Conclusions This report clearly shows that major importance of recruitment and selection The concept of being aware of the issues within this area is a crucial tool for the parties involved in the management and development of people. The success of these companies reviewed in this report can be connected with the shirking of basic failure elements, for example, undesirable levels of staff turnover and cases of segregation from unsuccessful employment candidates. It has been contended that recognizable proof of enlistment and choice perspectives, which associate significant achievement figures the contemporary setting, can go some approach to conveying representatives who can go about as speculation entertainers. Online recruiting companies like REED and SEEK might be increasingly willing to recognize the qualities of flexible and creative thinking among the potential employees. However, it is not always this way various contemporary occupations do not require such skills with respect to jobholders. Organizations needs also to be distracted with the legitimacy question as far as selection strategies perfect combining techniques and which are study with regards to reasonableness and cost, for example, interviewing and other with other measures that are effectual predictors of performance. Therefore, diversity approach management and accommodating personal difference might improve authoritative execution and produce an atmosphere in which sound entertainers can rise and thrive. Reference List Barber, L., 2006. E-recruitment Developments. Institute for Employment Studies. Borstorff, P.C., Marker, M.B. and Bennett, D.S., 2007. Online recruitment: Attitudes and behaviors of job seekers. Journal of Strategic E-commerce,5(1/2), p.1. Cober, R.T., Brown, D.J., Levy, P.E., Cober, A.B. and Keeping, L.M., 2003. 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