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1 Question- Evaluate the role that employer brand might play in attracting the best candidates to meet HiTechs developing needs 2 Question- Critically assess how the company might improve its graduate recruitment programme - Essay Example

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An employer brand of good repute adds value to his employment opportunities and services to prospect candidates in addition to the customers (Armstrong 2012). Therefore, HiTechs…
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RECRUIMENT STRATEGY AT HITECH COMPANY by Role of the Employer Brand
An employers brand is the appearance and the name of an organization especially as an employer. An employer brand of good repute adds value to his employment opportunities and services to prospect candidates in addition to the customers (Armstrong 2012). Therefore, HiTechs branding activities should be concerned with developing systems for enticing qualified candidates with the intention of enlarging the brand. HiTechs employer branding activities will have numerous positive effects in attracting the very best candidates for the job openings.
A strong and well-explained employer branding will significantly increase the number of quality job applicants. The branding exercise will place Hitech Company in a strategic position, whereby they will have the luxury of having a big pool of talented candidates to choose. HiTech deals in a specialized kind of recruitment market characterized by constant struggles for the best human resource available in the market. Therefore, employer branding will ultimately raise HiTechs reputation in the job market, and qualified employment seekers will always jump at every opportunity of joining HiTech Company. Employer branding will additionally ensure that Hitech stands out in the congested market, and will give job seekers gripping reasons for joining Hitech rather than looking elsewhere.
Through employer branding, HiTech Company will be able to embed the company’s values, preferred behavior, and the organizations personality. Through this drive, HiTech Company will be able to reap from improved employee engagements. Better staff engagement in addition to incentives has been revealed to deliver greater output and very desirable staff retention rates – all of which play a vital role in retaining and attracting the best staff members from the job market (Armstrong & Armstrong 2009). Employer branding additionally assists in strengthening the staff loyalty and therefore reducing staff turnover rates. In such a highly specialized market, insider information travels fast; therefore, a good reputation through employer branding makes potential employees already employed to be curious and want to join the highly regarded organization.
Improving Graduate Recruitment Programs
Graduate recruitment programs are staffing exercises carried out by different organizations in the job market that involve hiring new staff members, many of whom are new in the employment market (Dahlberg et al. 2008). Companies usually engage in these programs to source for new blood into their organizations to ensure continuity and efficiency while maximizing the profits. Fresh graduates enrolling into graduate trainee programs should be trained by organizations that they join to be on the same page with other staff members in relation to how systems work in a particular field. The process is expensive to run, and many organizations opt to tap highly trained individuals for an extra remuneration fee.
A graduate recruitment program is central to an organization continued existence in the job market (Pollitt 2010). Having already established an online database for applicants, HiTech can now move to the next step and optimize the use of online tools in getting the right candidates for their job. Hitech Company should employ the use of online assessment tools for applicants to establish the best candidates for the jobs. HiTech should seek the applicants attributes that are challenging to assess by use of conventional methods such as teamwork skills and interpersonal skills. HiTech can employ the use of online assessment tests that are practical to the demands of the job. This method is considered a low-cost method of getting the best candidate with significant abilities and proficiencies (Sutherland 2011).
By strategically using online employment application tools effectively, HiTech can minimize the costs associated with logistical head hunting techniques, interviewing processes and candidate selection exercises. Online job applications tools can auto filter the best candidates for the job, without the trouble of going through all the applications done for a particular position. A candidate, who progresses into the final stages of the online job application may, therefore, is asked to report for an evaluation, based on the information provided during the many different stages of the job application (Dahlberg et al. 2008). Online job application tools, if enhanced, may be a discrete way of hiring the very best that the market has to offer.
Bibliography
Armstrong, M. and Armstrong, M. (2009). Armstrongs handbook of human resource management practice, 11th edition. London: Kogan Page.
Armstrong, M. (2012). Armstrongs handbook of human resource management practice, 12th edition. London, U.K.: Kogan Page.
Dahlberg, T., Barnes, T., Rorrer, A., Powell, E. and Cairco, L. (2008). Improving retention and graduate recruitment through immersive research experiences for undergraduates. ACM SIGCSE Bulletin, 40(1), p.466.
Pollitt, D. (2010). Talent Management. Bradford: Emerald Group Pub.
Sutherland, J. (2011). Job attribute preferences: who prefers what?. Employee Relations, 34(2), pp.193-221. Read More
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