Recruitment and retention strategy

Recruitment refers the process of searching, vetting, and choosing a competent person for a job opportunity. The stages of recruitment progress from job analysis and sourcing for candidates, to screening candidates using personality and skill assessment tools. The recruitment process depends on the culture and size of the organization and may vary from an interview being undertaken by in-house managers or human resource officers. They can also be undertaken by public or private employment agencies. Lateral hiring is one strategy that involves the organization targeting the employees of another related organization

Lateral hiring involves attracting high-level employees with better salaries and brighter career opportunities. An example is recruiting a partner of a law firm by a different law firm. The lateral hire has special abilities and are mostly given top jobs. There are employment specialists who are mandated with creative ways to recruit new and gifted applicants. The company can organize a job fair or take part in a job fair that can be publicized as a seeking ground for new candidates. These job fairs attract many qualified job seekers who are interested in working in a company (Wilson et al, 2008).

On-boarding is another recruitment strategy that involves the process of assisting new employees to become productive members of an organization. Employees are introduced into the different operations of the firm. On-boarding is an important strategy in the retention process of an organization. Companies roll out on boarding campaigns with the intention of retaining the top employees that are new to the company. Some of the tactics involve lectures, formal meetings and computer-based orientations. These socialization techniques result in higher job satisfaction, increased commitment and better job performance. The strategy involved in retaining employees within a firm will determine the level of value and dedication in employees (Lopez, 2008).

The development of a retention strategy differs among organizations. Some organizations have aggressive strategies that might involve the company taking a headfirst method at increasing morale, motivation and satisfaction. Such companies may adopt strategies such as professional development and bonuses. The company can invest in training the employees that can improve their overall rating and this increases their chances of staying in the company. The company can also offer salary incentives such as bonuses that serve to keep employees in an organization. Companies also have retention strategies that involve succession planning. This is a strategy where the human resource managers develop a succession plan where the most promising employees are identified. These employees have the necessary aptitude and can climb the organization ladder (Feldman, 2003).

Organizations also have targeted recruitment programs. These exercises utilize key resources such as association, professional bodies and universities to seek out new employees that have attained the necessary qualifications and experience to work in their organizations. The companies also use technology to advertise and outsource employees. They can use websites on the Internet that can reach larger audiences consisting of business, art and science experts. In unique situations, the executive branches of organizations engage in direct head hunting that targets professionals in certain departments. A company can head hunt for a managing director or a chief executive officer.

The best strategies that work in recruitment and strategy programs involve direct contact with the desired applicants. Methods such as head hunting and lateral hiring, are more goal-oriented than outsourcing that is broader and may result in the hiring of employees who are qualified but are less competent for the jobs. These strategies work better in organizations having open systems.

References

Feldman, H. R. (2003). The nursing shortage: Strategies for recruitment and retention in clinical practice and education. New York: Springer Pub.

Lopez, M. I., & Army War College (U.S.). (2008). Educational assistance for recruitment and retention: Enabling an operational reserve. Carlisle Barracks, Pa: U.S. Army War College

Wilson, C. D., Lubin, B., Below, B., Malinga, T., Mmonadibe, P. N., & Dace, K. L. (2008). Recruitment and retention of race group students in American higher education: An annotated bibliography. Westport, Conn: Praeger.