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Hence internal hiring works well. Smart Phones have made it easy to connect with the world and the young generation is glued to it. Any page can be accessed through it. Facebook and Twitter are used more than any other medium nowadays. People use it for everything ranging from news to updating their job requirements.
Organizations and recruiters use this medium to engage with their prospective candidates, employees, and even with trade patrons, in a few cases. Sponsoring events and building brand value is a relatively useful concept. Companies sponsor events which are related to their ethic value, value which they wish to represent through their association.
It helps them gain popularity and their message goes across a wide net of people. Common minded people gather at such places and such events are a great way to recruit suitable employees. Now that we have looked upon few methods of each type, let us discuss the suitability of each method in reference to few main points.
Non Traditional Methods are mainly based on online workings. They make use of documents which are in digital format, soft copies. Online Recruitment Methods use web base which is a complex system and available at all times and all places for communication between recruiters and candidates. All the processes are carried out online using a variety of electronic means.
It uses these systems and softwares to fill vacancies — effectively and efficiently. Traditional method of posting vacancies in newspaper, then waiting for responses for a week or so and then beginning the process of sorting the received applications — this took a lot of time. Online systems, needless to say, are quick, fast and reduce the time requirement.
However, in online systems, the job openings are posted instantly, responses can be received in real time and sorting can be done very quickly based on eligibility and required criteria, using softwares. All this saves a lot of time. Traditional methods were long and costly ways to fill up openings. However, online systems are cost effective and offer a variety of services at half the rate of traditional methods.
Traditional Methods adapted a process wherein next phase could begin only after previous phase had completed. This meant that time increased and the error of one phase was carried on to the next phase. Thus, a mistake in beginning phases would result in erroneous processing throughout.
However in modern systems, processing is done in a parallel stream and the error can be identified and corrected then and there. It saves the risk of carry forward of errors. Traditional method of print media — national, regional or trade press faces restrictions.
It appears for a limited time, say a week or so. Online methods of recruitment, gives a better rate of success for recruiters. However, an advertisement for vacancy on your own site or on pages linked to facebook, twitter, linked in stays there for as long as you wish it to be — weeks, months or longer. The chances of people visiting the page and responding to the ad, becomes higher and so does the success rate. Online methods give a wider reach as compared to traditional methods.
The number of recruiters and job seekers using internet for their career related searches is increasing day by day. It reaches out to people beyond boundaries of geographical and national restrictions. Thus it gives access to larger pool of talented and qualified people. Traditional Methods have a personal touch to them which is lacking in non traditional methods. But if you recognize that your employees are your most valuable asset and that their success is an integral part of your organization's success, then your approach to managing human resources will be from a strategic standpoint.
Every HR function has a traditional approach and a strategic approach, but it's the end game that illustrates the differences between the two. Placing job advertisements online is a traditional approach to attracting applicants who may or may not be truly qualified for positions within your company. This traditional approach might flood your HR department with applicants, but it can be a tedious process to sift through applicants if you're just recruiting for quantity of applicants and not quality.
Even the most carefully thought out ads can attract applicants who are minimally qualified, and depending on how you construct your ads, you might even discourage top-flight applicants from applying for jobs where you need the help.
A strategic approach to recruitment is typically referred to as talent acquisition. Talent acquisition means that you engage in workforce planning steps to determine your current staffing needs, the availability of qualified applicants and, importantly, your future employment needs. For example, let's say your end game is to expand your business, and you want employees whose careers will grow along with the business.
In this case, an ideal approach is a strategic one that may include partnering with universities and educational institutions that are graduating students with the knowledge and basic skill sets necessary to form a cadre of employees with professional and developmental goals aligned with your organizational goals and future growth. Training the receptionist on how to use the new VOIP system won't have nearly the impact on her professional development as knowing how to assess her own leadership capabilities.
The same is true if you sponsor in-house workshops on team development or on conflict resolution techniques. Although learning how to operate a high-tech switchboard is useful, it only enables the receptionist to perform his current job tasks and doesn't prepare him for advancement in the company.
Granted, some employees aren't on a career ladder, but offering training and development opportunities to your employees also can enhance their job satisfaction and level of engagement. Training and development options convey the message to employees that you are invested in their success and in their overall satisfaction with the company, its values and its principles.
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