The Key Factors of Recruitment and Retention - Dissertation Example

Few economic players are pleased with their current methods of recruiting labour. Most employers are always in need of labour. First, employers realize that turnover largely depends on the type of labour they employ. Secondly, employers may see dependence on the current type of labour as a possible threat to turnover. Therefore, employers often engage themselves in the search for the labour needed to boost performance. The issue of recruiting labour is a complex one. There are many different approaches that employers use to recruit labour.

Our example will be taken from the teaching field. Teachers are always in high demands in schools across the UK. However, not just every teacher is needed. Therefore, it becomes complicated to seek and recruiting the right teacher. The UK administration has gone on board to take appropriate measures to help Local Education Authorities (LEAs) that are in need of quality teachers. There have been incentives for recruitment such as the ‘golden hellos’ to teacher trainees with particular attention to subjects in dire need of teachers and ‘welcome back bonuses’ to teachers intending to stage a comeback into the teaching profession.

For the recruitment exercise to be more effective, certain considerations have to be taken note of. This means that more accent ought to be given to:• securing continuous professional progress with exact mention to enhancing the leadership qualities of teachers• making a genuine appraisal of what the lack of good teachers can cause to the quality of education• In a good number of cases, employers always expect labour to meet them at their doors. However, some employers do a proactive search for labour.

• Most employers suppose that the best way to go in search of labour is simply to provide job seekers with their contact details. Such employers are of the view that telephoning them or having job fairs or some other form of online advert is the best way to get directly to labour.