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Name Instructor Course Date Implications of a Good Recruitment Strategy and KPIs for Measuring Effectiveness of Recruitment Strategies A good recruitment strategy is one that provides blueprints for a state-of-the-art pro-active recruitment process that is well managed and driven in the same direction as the business strategy of an organization…
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Download file to see previous pages These two aspects can be looked at in the case of a business that is open to recruiting both locally and internationally for a required skills set. Should the company have a locally based project that is set for a short term period; it can consider recruiting internationally where expectations are on the labour force being more skilled and thus more profitable to the locally based jobs. The recruitment strategy in this case will consider the mobility of the international workforce. For a longer term locally based job, a more practical recruitment strategy would consider hiring locally and training staffs to the required higher standards so as to compensate for not recruiting internationally for the higher paid staffs. There however would be some costs for the company in terms of training costs for locally recruited staffs. On the other hand, should the business be looking at long term international expansion to an overseas location where still, the same high skills set are required, an appropriate recruitment strategy should be one that considers workforce in the foreign country where the new business location is. In this instance the recruitment strategy chosen must be in consideration of the mobility of the company’s operations. ...
These among other variables that influence a recruitment strategy must most importantly be within the recruitment budget set aside for any company, be it locally or internationally based. Each organization is different, and where one recruitment strategy may work it may not produce the same positive outcomes for another organization. Nonetheless, a good recruitment strategy, however different it may be must clearly outline the resources, budget, timing, and availability of skills for vacancies in an organization. The implications of a recruitment strategy that has all these components can vary depending on the extent to which each component has been assessed as per the unique organization requirements both in the short-term and in the long-term. Business strategies in organisations are most importantly widened in the scope of the long-term goals and objectives thus the recruitment strategies used must also be set for the long-term. The recruitment budget should cover any forecasted recruiting costs for good employees. The budget basically determines how recruitment will be done say, if a head-hunter firm will be used or if recruitment will be done by internally appointed recruitment teams. The timing component of a good recruitment strategy should be set such that new skills are sought proactively rather than reactively. Where the proactive approach is used more time, at an advantage to an organisation, is put towards searching for the best candidates for a job. More sources of new skills can also be utilised in a proactive recruitment strategy. This approach; whilst working to meet expansion and new staffing needs for an organisation can also easily cater to abrupt and reactive staffing needs as a result of unexpected ...Download file to see next pagesRead More
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