Critical review of developments in graduate recruitment and selection BY YOU YOUR SCHOOL INFO HERE DATE HERE Critical review of developments in graduate recruitment and selection Introduction Companies are looking for top talent to fill their job positions, thus they are turning toward recent graduates for a fresh perspective on business and modern organizational knowledge related to management, finance, and many other important job descriptions…
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These developments have many advantages and several disadvantages which will be discussed through critical review. Recruitment and selection of graduates A government-sponsored initiative referred to as the Graduate Talent Pool is a live website that hosts over 2,000 jobs for graduates that are sponsored by businesses in multiple industries. The website also offers information and guidance to graduate job seekers backed by government support and sponsorship for over 10,000 graduate internships (Jensen 2009). Graduates sign up for usage of the Graduate Talent Pool website, thus registering their names and demographic/educational information for head-hunters looking for top graduate talent. Using websites such as this that are backed by government give these businesses more credibility and visibility in key markets. As well, the advantages of using web-based recruitment tools is that it provides opportunities for data mining as a quantitative tool for market research on graduate trends, values and skill-sets. When students sign up for registry to apply to these jobs or internships, their demographic information is placed in a database where information can be extracted by the organisation. Personal and educational data can be correlated with business needs and objectives to determine what percentage of the graduate labour pool maintains the skills required to fit business needs, thus developing better future recruitment tests and promotional tools to gain more visibility in the job market. Companies are also using the Internet to recruit candidates using the social media platform to be much more interactive with graduates, thus performing some of the selection tools first-hand through blogging or direct online discussion with recruiters. Some law firms, as one example, are using websites like BraveNewTalent, an online talent marketer that invites graduates to engage directly with employers in an online community (Recruiter 2010). Once a graduate has entered the online community, they build their personalized profile and then have multiple opportunities to browse job listing and connect to their desired potential employer. BraveNewTalent and many websites like this that use Talent Words, a Google feature to guide interested job seekers to employers, assists in linking the graduate job-seeker to social media sites such as Twitter, Facebook or YouTube to communicate with business leadership or review their real-time data about needs and business values (Recruiter). Social media is becoming a mainstream lifestyle tool for society as well as business. “Collectively, these social technologies have enabled a revolution in user-generated content, global community and the publishing of consumer opinion” (Smith 2009, p.559). Because social media is being used as a platform for job opportunity promotion and to better create interpersonal and interactive relationships with graduate job-seekers, it changes the scope of relationship between graduate and recruiter. An additional benefit of this methodology for recruitment
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“People Management Essay Example | Topics and Well Written Essays - 2000 Words”, n.d. https://studentshare.org/management/1391965-people-management.
A manager’s most important job is to manage people. As a manger you must lead, inspire, encourage and motivate them yet have to take strict decisions regarding discipline, evaluation even hiring and firing issues. What HR practices, activities and initiatives are required for building a great team which works in collaboration in achieving strategic organisational goals?
French argues that “all managers must possess cross-cultural awareness and sensitivity at the level of managing people at work” (2010, p. 5). The cross-cultural and diverse work setting is the current trend in the workplace and the pressure is on the manager to make this diverse work setting effective for the organization or corporation.
This occurs after human resource development runs planning for human resources where they determine the employees required to meet the goals and achieve set targets for the organization. Recruitment involves attracting qualified applicants for a job that exists in the organization and the qualifications should meet the job description while selection involves human resource management selecting from the qualified applicants that are best suited.
The paper is reviewed to identify both strengths and weakness. Comments are also given concerning possible extensions or modifications to further improve the usefulness of this work.
In making this review, we seek also to identify the opportunities associated with such research and to assess possible limitations as well as outcomes.
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