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Analytical Term Paper: Retaining and recruting the right personnel - Essay Example

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Retaining and Recruiting the Right Personnel October 28, 2012 Introduction and background information. One of the company’s strategies is to hire and retain the best individuals. The research delves on describing the hiring and retaining process…
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Analytical Term Paper: Retaining and recruting the right personnel
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"Analytical Term Paper: Retaining and recruting the right personnel"

Download file to see previous pages Different individuals have different personal biases, when choosing a company. Enhancing the hiring and retaining process enhances organizational goal achievement. Relevant theories. Many job applicants lack the expertise to prepare an optimum resume. Some job applicants do not emphasize their skills, experiences, leadership skills, and other relevant factors in their resumes or pass the job interview (Rivenbark, 2007). The company should implement the open or competitive hiring theory. The theory states that each company must hire the best and the brightest job applicants (Glaser, 2007). Federal agencies find hiring college graduates more difficult today, compared several years ago. Today, fewer college graduates prefer to apply for a government job. The government’s hiring debacle includes low salary, hiring and retaining red tape, slow promotion, and other unattractive employment conditions. (Starks, G., Brooks, E., 2009). Another research states the job applicants’ resume will play a significant role in the hiring of the job applicants (Pelczarski, 2008). Many companies, including oil companies, choose the best job applicant by reviewing the applicants’ resumes. In the real estate hiring environment, many real estate companies find hiring of qualified employees a difficult process. There are fewer job applicants vying for a real estate job. Most job applicants prefer to work in more lucrative and higher paying companies. Consequently, the real estate companies must create innovative strategies to persuade qualified applicants to work for the company. The recruitment process must attract the Generation Y qualified individuals. To succeed, the company must implement knowledge transfer technologies and reverse mentoring to magnetize their targeted individuals to apply for the company’s offered jobs. The innovative human resource process includes attracting, selecting, engaging, developing, and retaining the best the brights individuals within the company’s fold (Phillips D., Roper K., 2009). A. Issue or Problem statement. Some companies cannot hire or retain the best and the brightest individuals. For example, the government must implement effective hiring and retaining strategies to ensure more qualified individuals will eagerly apply for teaching jobs (Painter S., Haladyna T., Hurwitz Sally, 2007). B. Importance of the issue or problem. The above issue or problem statement is important. Hiring unqualified employees will translate to poor quality products and services. Hiring the best and the brightest employees translate to top quality products and services. However, the companies cannot force their targeted individuals to apply for the company’s vacant jobs. The job applicants have personal reasons for applying for a vacant job. Some individuals prefer high remuneration and stability when choosing a company. Others prefer job conditions as a basis for submitting their application letters. Management’s poor hiring and retaining policies will translate to the company’s poor customer image. Thus, management must take high quality care in implementing its hiring and retaining strategies. The scope of the problem. The scope of the problem includes the hiring and the retaining activities within the United States. Hiring includes persuading a special individual to apply for the company’s vacant job. In addition, the companies must reduce employee turnover. The scope of the problem relates to company strategies that will successful hire and retain the best a ...Download file to see next pagesRead More
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