The Keys To Effective Recruitment Strategy

1626 words - 7 pages

Recruitment is the process of identifying and attracting potential employees for an organization. Every engineering firm must have an effective recruitment strategy in place that allows them attract and retain high quality employees. The key to an effective recruitment strategy is having one that fits the budget, time capacity and company. Therefore, it is recommended that the engineering firm begins with proper predictive measures where it develops plans to fill future job openings based on the available internal and external talent. Recruitment might be conducted internally through the promotion of current employees or through employee referrals and other external sources. Internal recruitment is generally the most cost effective recruitment approach for organizations. This method is very low cost compared to other methods, and is also completely controlled by internal recruitment managers who are more in-line with the corporate mission and goals. Through hiring internally, individual is already familiar with the organization and its practices, and vice versa. Furthermore, internal recruiting also raises workplace moral and motivation. Since the engineering profession is so technical, it is recommended that the firm promotes internally because employees are already familiar with the skills and technical competencies required to be successful within the organization. The downside of internal recruitment strategies is that they do not bring in new employees with different skills and perspectives. This also results in poor moral of those employees not selected for a promotion. In these cases, the organization needs to recruit from external sources. It is encouraged that the organization should also externally recruit through referrals or professional agencies. These options are the most credible sources of quality employees, and in most cases, generate the best candidates for the vacancy. Some organizations may choose to outsource the task to professional recruitment agencies that separate the qualified candidates from the unqualified candidates. If the firm needs the position filled quickly without wasting valuable time, this is the recommended strategy. It is important for the organization to use the most cost-efficient and effective strategies to fill positions. Whether if this is through internal or external recruitment. It is very important for Managers and Executives of organizations to be willing to try different ways of hiring employees. Additionally, an essential part of the engineering firm should be a Realistic Job Preview, especially when looking to hire younger people fresh out of university. A RJP allows the applicant to self-assess their potential fit within the organization, as well as anticipate the negative aspects of the job through vaccination. After completing the RJP those applicants who are still interested are much more committed to the job and more likely to preserver through difficult times. An engineering firm is...

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