Recruiting And Labor Markets

Recruiting and labor markets are becoming more and more vital in the companies/organizations around the world. Recruiting is the process of generating a pool of qualified applicants for organizational jobs. Organizations have different methods of executing this process. Some companies are more successful than other. Strategic recruiting and HR planning is significant for filling positions that is needed to do the work crucial to sustaining a profitable business. In this paper the research of five different organizations will be looked at as to how they conduct ways of recruiting individuals for the sustainability to continue to operate, survive, and adjust to significant changes.
Google have been recognized as being among the most admired companies by Fortune magazine. Google have the indulgence of analyzing metrics of employment and performance that many organizations are not privileged to. The strategy and principles they are using should be emulated by other companies. The Recruiting is done by recruitment professional as opposed to generalist which makes it easier to share top applicants between business units. Google's recruiters is responsible for filling executive leadership and top level technical positions. The tools they use which are their strengths are employee referral, college recruitment, professional networking, recruiter training, AdWords as a recruiting tool which means uses its own search tool to find passive candidate. They attract top performers by placing their own job ads. Google also uses contest to identify and attract top software engineers. Some of Google's weakness in recruiting are employment branding, metrics, contingent labor because it reduce Googol's ability to get seasoned recruiters. Also emphasis on youth culture might hurt its ability to attract more senior and experienced personal.
Scripps' labor market is an external one. Scripps Network has a strategic recruiting plan that reaches out to numerous diversity and professional conferences across the county. For example, college relations programs throughout the organization. Another recruiting tool that Scripps uses is making themselves visible in the communities by attending journalism conferences. This recruiting tool bring talented journalists and co-workers to all Scripps properties. Recruiters attend the investigative reporters and editor conference, National Association of Hispanic Journalist convention, Asian American Journalist Association convention, National Association of Black Journalist, Radio Television Digital News Association, and the Society of Professional Journalist (Maratta, 2014). Scripps feels that is a gathering place for top talent. At these conferences Scripps sets up a table/booth.
Then they critique resumes of would-be reporters. Also this tool provide Scripps with a change to begin relationships, and introduce the company's vision to bring top talent to all their locations. The strength in during this type of recruiting is that it aid in demonstrating to the employees the focused investment made to attract, hire and maintain a diverse workforce. The weakness in this type recruiting tools is that attendant at conferences have been dropping because organizations can't afford to send recruiters. This could bring a continuous effort in the recruiting to a halt.

Walmart only accept applications online. The Walmart recruitment is done through online websitehttp://walmartstores.comstatements. They also use internal promotion as well as external recruitment. including agreeing to a background check and a drug screening, and acknowledging that misrepresentation or omission of any information will result in your disqualification from consideration for employment or, if employed, your dismissal. Wal-Mart uses television ads which is a bold approach to proactively defending their brand. Walmart also uses LinkedIn, which has a job search engine that allow people to search for contract that work for employers with posted job openings. The strength in this is that websites users can see the openings and can make online. The recruiter can send individuals to the company website and process candidates using electronic resumes or complete online application. The weakness is they can't tell if the person want the job or not. In addition to that there are people in protect categories being excluded from later phase of recruiting process? The other issue is the implication of confidentiality and privacy.
Chevron recruiting strategies to satisfy client staffing necessities together with the following internal and external recruiting: Internal Posting Process, Internet Recruiting via job boards, direct sourcing, and other internet networking sources, College Recruiting, Job Fairs, and direct Sourcing which includes seeking 'passive' job seekers to fill open positions. The weaknesses of this type of recruiting is that more unqualified candidates, nay not be serious candidate. An applicant may be picked that is not a good fit, and some managers may resist promoting some worker into their departments. The strengths are high moral, save money, a large pool of applicant can be generated. This strategy can also save time.
Coca 'Cola strategic recruitment practices are very well well-known. First and foremost, this company give ads by way of Newspaper, Websites, and institutes. Recruitment at this company is done using internal and external recruitment. Internal recruitment is when a job opening if filled within the company with permanent, temporary, and retired worker. Their methods of internal recruiting are intranet, staff notice board, meetings, and personal recommendations. The external recruitment process is where openings are filled outside the company. For example, external sources of recruitment are press advertisement, educational institutes, labor contracts, employee referrals and employee references. The weaknesses are that college/universities, newspapers recruiting can be expensive. The strengths in the recruitment process are coast effective, current employees have a good opportunity to because of knowledge of the job.

Sullivan, J. (February 11). Use the best to hire the best. Retrieved from top-25-benchmark-firms-in-reuriting-and-talent-management.
Maratta, S. (2014, September 11). Scripps New Online. Scripps expands recruitment strategy. Retrieved from

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