Introduction
This paper will describe the basic recruiting, selection, and hiring processes for a highly qualified Human Resource Manager Generalist position at ASRC Federal Holding Company. The paper will feature a full job announcement, a comparison of job advertisements, and an explication of vital candidate qualities. The paper then explores advertising and recruitment strategies for finding the best candidate for the available post. Finally, I will discuss my thoughts on the selection and recruiting process and why I believe it is appropriate for application in a work sector or organization.
Comparing Recruitment Fliers
Table 1 – Advertisement Comparison.
I compared my job posting to one on Indeed.com for a Human Resources Manager at ASRC Federal Holding Company. Effective postings, according to Roberts (2020), must include general information, duties, skills, education and a starting salary range. The layout was the first thing that drew my attention. I appreciated how ASRC Federal Holding Company’s job listing was properly divided into categories. It enabled me to quickly scan and browse specific sections in the listing. The parts were named and bulleted correctly to describe items such as education, experience, employment criteria, and responsibilities (ASRC Federal Holding Company, 2023).
My job flier was shorter and more compact compared to the ASRC Federal Holding advert, as highlighted in Table 1 above. I favored this over lengthy advertising since it appears to be more effective at capturing the audience’s attention, as shown in Appendix A. However, this approach is disadvantageous given that many elements are omitted in a condensed version, which may promote confusion among candidates.
Both fliers effectively address the potential candidates’ diversity, equity, and inclusion. Both job postings highlight the importance of fairness and equity in access to information. The aforementioned elements can be incorporated in fliers by making specific statements and clear statements that highlight the organization’s commitment to fairness and equity. The advertising for ASRC Federal Holding Company does not include salary or hourly compensation.
The advertisement and its design features are highlighted in Appendix B. This was a major disadvantage in my opinion, given that employees are often interested in the pay offered by a specific organization. This is because the rate of compensation is an important factor to consider when making a decision regarding a job application.
If I had another chance to create a job advertisement flier, I would incorporate some of the highlighted differences. For instance, the adoption of a sectional approach would be the first priority. Even though the aforementioned approach appears to be longer, it facilitates the easy identification of important details as potential candidates navigate the document. I would also include the company’s mission statement, which allows candidates to decide whether or not the organization’s goals align with their own.
Recruiting Strategy
It should be noted that drafting an outstanding description of a business and making it public is an excellent place to start when attracting highly skilled individuals to an organization. Detailed descriptions will draw attention, and sharing them will help spread the news about the opportunity (Muruganantham et al., 2020). This is based on Spence’s signaling theory, which was founded on the idea that potential candidates utilize the material offered in job advertisements as signals to determine the excellence or attractiveness of an unknown organization (Muruganantham et al., 2020).
To identify highly qualified candidates and build a robust application pool, I plan to publicize the position on work-related websites such as Indeed and social media sites such as LinkedIn. The use of numerous advertising channels will help us to reach out to as many applications as possible. I intend to outline extremely detailed prerequisites for the post in order to eliminate underqualified candidates. This screening procedure will increase the efficiency with which top applicants will be identified. It is critical to locate a person capable of working well with present employees and is able to adapt to the organization’s culture.
If my recruitment flier failed to turn up an acceptable number of qualified candidates for my client, I would implement social media to publicize the opportunity at ASRC Federal Holding Company. Individuals who track the company’s announcements on Facebook, Twitter, and Instagram can share them, which will facilitate the effective spread of the information.
It is also worth noting that sharing information about the organization on a blog post and social media platforms such as Facebook and Twitter allows customers to understand the firm, which is essential for the development of a meaningful relationship (Rozsa & Machova, 2020). In order to increase the number of qualified candidates who express interest the strategic placement of advertisements in various media will be flowed by a direct focus on the firm’s current personnel. In the event employees are dissatisfied with their existing jobs or believe they can only make modest advancements, they are likely to dissuade potential candidates from taking up opportunities provided by the firm. Therefore, it is critical that the development of a favorable work environment is prioritized as a means of attracting qualified individuals.
Selection Characteristics
There are specific traits that are essential among candidates that are interested in filling the advertised position. Firstly, the potential candidate should be capable of making swift judgments. They must be able to apply analytical processes to solve decisions and optimize solutions to fit the bug picture (Midhat Ali et al., 2021). This is critical because in the event a problem emerges within the organization between a supervisor and an employee, the manager’s intervention may require quick decision-making skills. The ability to always be mentally vigilant to avoid getting caught off guard is essential. Secondly, the potential candidate should be highly patient and not prone to losing their temper.
When interacting with employees, it is critical to practice active listening, especially in instances where an employee expresses their issues. It is worth noting that effective listening skills need a great deal of patience. Furthermore, because employees frequently discuss their difficulties with the human resource manager, they might get irritated and verbally aggressive. In such cases, it is critical that the manager keeps calm and maintains control of the situation. Finally, good leadership skills are required to direct personnel toward achieving the company’s goals. The potential candidate must be able to optimize solutions in the context of vital external factors (Midhat Ali et al., 2021). The potential candidate should also be adept at keeping workers engaged by encouraging them to utilize their expertise for the benefit of the organization as a whole.
Conclusion
This assignment demonstrates the importance of effective recruitment and advertising strategies in the quest for highly skilled professionals. The modalities through which the availability of positions is presented to potential candidates determine the effectiveness of recruitment strategies. It is essential to provide candidates with all the information they need to make decisions regarding their interest in an organization. The use of numerous forms of media and platforms increases the pool from which potential candidates can be identified.
References
ASRC Federal Holding Company. (2023). Remote senior human resource generalist/business partner. Indeed. Web.
Midhat Ali, M., Qureshi, S. M., Memon, M. S., Mari, S. I., & Ramzan, M. B. (2021). Competency framework development for effective human resource management. SAGE Open, 11(2), 1-15. Web.
Muruganantham, G., Antony, S. P., & George, E. P. (2020). Understanding job and organizational attributes as signals from recruitment advertisement. Journal of Indian Business Research, 13(1), 134–153. Web.
Roberts, M. (2020). How to post a great job listing. The Balance Careers. Web.
Rozsa, Z., & Machova, V. (2020). Factors affecting job announcement competitiveness on job listing websites. Journal of Competitiveness, 12(4), 109–126. Web.
Appendix A
Appendix B
