You read that research has found that
organizations that create a winning employee value proposition understand what
employees really want from their experience with an organization. Creating a
solid recruiting strategy allows the organization to then begin to win in the
battle for those coveted employees that everyone desires. Understanding job
analysis and how the concept ties directly with understanding the unique
characteristics of each job with the firm provides those organizations with a
competitive strategic advantage in the recruitment of highly prized candidates.
The creation and execution of external and internal recruitment strategies
leads to an overall improvement of the bench strength at each position within
the firm. All of these HR functions are to be accomplished while complying with
the myriad of legal requirements surrounding each of these activities. Several
questions arise, four of which are listed below. In order to participate in a
dialogue designed to explore the issues, be sure you respond to at least two of
your colleague’s responses for each topic. Also, make sure you respond to any
questions others may ask of you during this week.
Discuss
non-traditional inducements organizations are using on how this strategy
affects the organization and type of applicant pool it attempts to draw. In
addition, discuss the necessary parts in the communication for an internal
versus external communication message for recruitment.
