I think the most important thing I have learned throughout this course is that recruitment isn’t as straightforward as I originally thought. There is a lot of critical thinking and strategy that goes into choosing the right recruitment strategy for the job. I have noticed that I even look at job descriptions and ads differently, I really analyze them rather than just skimming them. The methodology behind recruitment strategies was very interesting to me.
Week 4’s recruitment goals & methodology, was something that I didn’t expect to learn anything from, but ended up giving me a new outlook towards these strategies. I like that they went through the pros and cons of each strategy and noted when it would be helpful to use or not use each one of them.
The videos gave me a better understanding of how to achieve the goal of finding the right fit for the job, versus just recruiting anyone and everyone. Not all of the recruitment strategies work for every type of company and job. Every recruiter wants to have success and to ensure that success, you have to be strategic in the recruitment strategy you choose.
I liked that they went over incentives, because this is something that could help or hurt the company depending on what the incentives are and how they are presented. It’s also something that when I think about recruitment, is one of the last things I think about, but as a potential employee it’s one the first things I think about. So making myself go and analyze recruitment strategies as both a potential recruiter and as a potential employee, and really compare my outlook towards them has been helpful in finding what I think will be one of the best recruitment strategies for the occupation in our group project.
3 replies on “Most Important Thing I’ve Learned”
Hi Hannah,
I really liked that in your post you mentioned different things you have learned throughout the term. The recruitment and selection process is essential for the good performance of the entire company since it involves so many areas. Without its success, the competitiveness of the business may be threatened, as well as the harmonious coexistence of the teams.
Have you ever stopped to think how much it can cost a company financially to hire an employee who does not fit the expected profile? And we are not only talking about performance, it is also important to take into account the behaviors and values of this professional.
If the HR department does not have tools capable of identifying the candidate’s behavioral profile, there is a high chance of selecting someone who does not fit the existing organizational culture. From this choice, numerous misunderstandings can arise in teams that used to be highly productive.
That is, at the same time that the recruitment and selection process is able to enhance the performance of the departments, it can generate demotivation and high costs with a high turnover.
Hannah,
I’m glad you were able to learn something from a topic you didn’t expect. Did you catch the part, where they talk about titles and how some people will take a pay cut in lieu of a better sounding position title? This can be an incentive that a candidate is not even conscious, but it does have an impact on whether they would take the job, especially if the pay or benefits were lower than other job offers.
Hi Hannah, I definitely agree with you that recruitment has been something very important we have learned this term. There is so much that goes into recruitment and finding the right fit into a company.