Recruitment Matrix

In: Business and Management

Submitted By sleekyung21
Words 917
Pages 4
University of Phoenix Material

Recruitment Matrix

|Recruitment Strategy or Method |External or Internal |Appropriateness for Health Care |
| | |Referrals from current employees has shown |
|Referrals from current employees |Internal |that the referral stays longer and displays|
| | |a greater loyalty and job satisfaction than|
| | |employees who are recruited by other means |
| | |(Gomez-Mejia, Balkin, & Cardy, p. 165, |
| | |2010). This method is appropriate for the |
| | |health care field because quality workers |
| | |that are already in the health care |
| | |industry that the organization trusts make |
| | |referrals. With this method many |
| | |organizations offer an incentive to their |
| | |employees to bring in new qualified |
| |…...

Similar Documents

Recruitment

...Recruitment Strategy and Job Offer Process HRM/548; Recruitment and Retention Practices Recruitment Strategy and Job Offer Process Organizations such as education, business, and engineering use diverse recruitment techniques to transform operations and the demand for employees vary depending on direction of company. This paper addresses how business establishments use recruitment strategy to fill job vacancies. In addition, in the paper is a suggestion that would be the best recruitment strategy to achieve the goal of drawing qualified personnel from within this industry. Finally, a detail approach to offering a position to an applicant Recruitment Strategies Recruitment is deciding on the need for personnel in one or more job openings. It is essential for a company to recognize whether an open or targeted recruitment strategy is effective, and to understand which one will succeed in meeting the company’s requirements. For instance, if a company has to fill more than 35 vacancies, the only true option for it is to choose an open recruitment policy. The open recruitment policy helps in attracting a number of applicants, including an assorted group of people (Heinemann & Judge, 2009). In this way, a pool of employees with differing standards of knowledge, skills, aptitudes, and other characteristics (KSAOs) from which they can select to fill vacancies. Hiring via newspaper, television, job fairs, radio, and media channels will attract numerous candidates to......

Words: 936 - Pages: 4

Recruitment

...Recruitment Position Descriptions. Well-developed job descriptions are extremely important in addressing many personnel issues. They are often used to establish salary ranges, define performance expectations, and write performance evaluations, but they can also be crucial tools in a successful recruitment effort.1 The position description should contain detailed information on the knowledge, skills, experience, and abilities that an acceptable candidate should possess. The following information may be included in a position description: • Position title and position control number (if applicable), • Duties, essential job functions, and responsibilities of the position, • Education, training, experience, and licensure required, • Knowledge, skills, and abilities required to perform assigned duties, • Reporting relationships, • Pay grade and salary range (optional), • Education and training required to maintain competence, and • Other specifications of the position that may be required to meet legal requirements (e.g., the Americans with Disabilities Act) or the objectives of the organization (e.g., residency or certification requirements). [Note: A variety of sample job descriptions can be found in Section 7.3 of the Pharmacy Management Toolkit: Tools of the Trade for Pharmacy Managers and Directors (CDROM) and in module 1 of Competence Assessment Tools for Health-System Pharmacies (online and print versions), both available from ASHP.] A revised......

Words: 1677 - Pages: 7

Recruitment

...Police Chiefs Desk Reference 14 Recruitment & Retention of Qualified Police Personnel A Best Practices Guide 14. Recruitment & Retention Best Practices Guide International Association of Chiefs of Police Services, Support and Technical Assitance for Smaller Police Departments Recruitment and Retention of Qualified Police Personnel by Chief Jack McKeever & Lt. April Kranda (Ret.) This project supported by a grant from: BJ A Bureau of Justice Assistance Office of Justice Programs U.S. Department of Justice Police Chiefs Desk Reference Best Practices Guide for Recruitment and Retention of Qualified Police Personnel By Chief Jack McKeever, Lindenhurst, Illinois Police Department and Lt. April Kranda (Ret.) Fairfax County Police Department The IACP is working with the Department of Justice, Bureau of Justice Assistance, to provide Services, Support and Technical Assistance to Smaller Police Departments. The project Advisory Group, comprised of chiefs from smaller police departments around the country, identified Recruitment and Retention of Qualified Police Personnel as one of the most challenging issues facing smaller police departments. This document contains suggested best practices provided by our authors and by the many chiefs form smaller departments who have attended our symposiums. Introduction One of the greatest challenges facing law enforcement organizations today is the successful recruitment and retention of highly qualified employees. Community safety......

Words: 5147 - Pages: 21

Recruitment

...What is Internal Recruitment? Internal Recruitment it is the process of recruiting people who are already in your organisation. It is when you select good candidates if there’s any vacancy within your company or moving the employees from one job to another or being promoted. It is advertised to the employees through notice board, intranet and even the employees can recommend people who they think suitable to the vacant position. Intranet is a private internet sites only to their organisation where the employees can see if there is any vacant to their company. Advantages of Internal recruitment Motivating the Employees- Employees will work hard in maintaining their good performance and to be motivated to perform to a better productivity when the organisation gives opportunity to the employees to move to another position or to be promoted. Less cost and time- It will cost less and save time for the company in recruiting people who are already in their organisation than recruiting people outside the company. The reason why it will cost less is because they don’t need to pay for advertisements like newspaper and media. The company only needs to post on their notice board or in the intranet if there is any job vacancy. In terms of time, the company doesn’t have to do screening or any interviews in selecting candidates. Familiarity of the workers- It means that the company already knows their abilities or skills of the employees and also their trustworthiness......

Words: 499 - Pages: 2

Recruitment

...P2 - Business As recruitment and selection is very important part for any organisation, there will be a lot of legislation that every company will need to comply of. This is to ensure that the process is fair and that everyone can have equal access to job vacancies. They are quite a number of legislation that involves recruitment around the UK. Some of the legislations are also governed by the EU (European Union) as the UK is part of the EU. Some of the main pieces of legislation that are currently affecting the UK as part of the EU are briefly outlined here. All these laws will change all the time and all the organisations will need to be aware of the latest changes that include the effect on recruitment and selection. Sex Discrimination Act 1995/97 This act means that all men and women are treated equally. The people must not be discriminated against because of their marital status, sex, or even if they had their gender reassigned. Indirect and direction discrimination are both unlawful in the Sex Discrimination Acts. This act applies to direct and indirect discriminations. For this act, direct discrimination means a less qualified man could be given a job over a more qualified woman. Indirect discrimination means when a job has requirements that one sex is unable to perform like the person must be six feet tall. Very few women are this tall. Sometimes jobs do not have to comply with this act if they are performed by a particular sex like a youth worker......

Words: 692 - Pages: 3

Recruitment Matrix

...University of Phoenix Material Recruitment Matrix Recruitment Strategy or Method (MONICA) External or Internal (MONICA) Appropriateness for Health Care (MONICA) Advertisement’s in local newspaper. External Newspaper advertisements are ideal for the health care individuals who do not have access to computers or internet. Job fairs. External Job fairs are fairly good for the community or for those who have heard about the job fair being held. Advertising on Internet. External Having any position advertised on the internet job posting board is ideal for those who have access to a computer at all times. Hospitals home page career section. Internal Having referred potential hires to the home page of the hospital is a good resource for all to see the hospitals missions, vision, and purpose. Each individual then if wanting can continue to apply for the desired position. Employee referral program. (Bonuses) Internal Having employees bring in outside help from friends and family members or ex co-workers. Each referral come with high recommendations and high expectations. - Within the past 50 years the media influence has grown with the advancement of technology. First there was the telegraph, then the radio, the newspaper, magazine, television, and now the internet. We now live in a society that depends upon information and communication to keep us moving in......

Words: 398 - Pages: 2

Recruitment

...suggested that newspaper advertising for new recruits was becoming less and less cost effective, all stores were given a strong recommendation to switch to an internet-based strategy. As another example, the employee selection specialists in the corporate staffing function developed a format for interviews that is now used as a part of the hiring process for nearly all stores. Each store is responsible for implementing recommendations provided by corporate. The store operations and human resources manager is responsible for overseeing each store’s staffing, training, performance management, and equal employment opportunity practices. As pertains to staffing, the manager of operations and human resources is responsible for planning, recruitment, and initial screening. Department managers interview finalists, then hiring decisions are made in conjunction with the assistant store managers. Promotion decisions up to the department manager level are made within the stores. Regional managers conduct the hiring for store managers, and work with each store’s managers to determine promotions to the assistant store manager. Historically, the corporate staffing function has not been strong. Because of the participatory philosophy of the stores, the role of corporate HR was primarily to act as an advisor to each regional manager. The company’s plans for expansion have led to a change in this philosophy of late. Emerson’s directive to HR for this year is, “help us......

Words: 11846 - Pages: 48

Recruitment Matrix

...RECRUITMENT MATRIX HCS 341 September 12, 2011 RECRUITMENT MATRIX |Recruitment Strategy or Method |External or Internal |Appropriateness for Health Care | |Referrals from current | | | |employees |Referrals from current employees can |Recruiting by means of current employees is| | |involve candidates within the organization |a practical and appropriate strategy for | |Referrals from current employees help with |or outside. Hiring employees referred from|healthcare because human resources can use | |the recruitment process in positive ways. |a current employee outside the organization|the current employee as a reference check. | |Current employee referral programs provide |can have a positive impact for an |Current employees who recruit a candidate | |an incentive for current employees to bring|organization. One of the positive impacts |may have worked with the individual in a | |in reliable candidates (Gomez-Mejia et al.,|includes retaining a long-term employee who|previous job or may be someone they are | |Chapter 5, 2010). The current employee |has a positive outlook about the company |involved with on a professional level. The| |could be eligible for a recruitment bonus, |from the current employee......

Words: 2306 - Pages: 10

Recruitment Matrix University of Phoenix Material Recruitment Matri

...Roles And Functions Paper Individual Assignment: Roles and Functions Paper • Prepare a 300-700 word paper based on your readings for this week describing “your” definition of the role and application of management functions used by today’s health care managers. Consider the following: o What is the most important role or function for a health care manager? o What is the most significant aspect related to health care management that you want to gain by taking this class? • Use a minimum of two references to support your paper. Health care managers play a very critical role in the society and management functions acquire a very different color when applied to health care settings. I think that the most important role of function of a health care manager is planning. The function of planning plays a very important role by helping to anticipate the changes that are expected to take place in health care sector. For instance, if the number of diseases borne by mosquitoes is likely to increase, health care managers need to identify this expected change and incorporate the remedial measures in their planning. So, the planning function of management in health care setting is based on long term and as well as contingency based aspects. There are many ailments or epidemics that could suddenly spread and managers need to immediately plan on those lines. This could include planning related to hospital equipment, number of beds, medicines and so on. The planning needs to be translated......

Words: 934 - Pages: 4

Recruitment

...would be somewhat of a futile exercise to select and recruit an employee simply upon the selector's gut feeling, the handsome appearance, or even the fast talking candidate trying to show that he or she knows everything needed for the respective position for which she or he is applying for. Hence, the importance given to the various checks and measures for selecting and recruiting good employees, and where possible the adoption of scientific processes, even though all the checks, measures, and precautions taken for selection and recruitment may prove to be wrong and may even possibly damage the company's reputation. Then there is the important, yet equally crucial element of rising number of candidates for each job or vacancy, compared to the number of job openings, and the difference seems to be rising every year with graduates and post-graduates entering the job market not by the hundreds, but by the thousands. This then calls for selection and recruitment measures that are truly beneficial for the organization, even though the best of techniques can prove an employer's hiring decision as being wrong (Sirbasku, 2002). 1st Case study of an Uncertainty Element An example to this respect is of an individual with excellent credentials including confirmation from previous employers that the applicant had proven skills of being one of the exemplary employees, all except for drawback. This drawback was that he had been an alcoholic, but as of now the applicant was on a......

Words: 980 - Pages: 4

Recruitment

...Now that we have covered general ideas behind recruitment and selection (henceforth labeled as "R&S") , I would like to go deeper into the subject by presenting the different methods of R&S and their respective weaknesses and strengths. I would like first to point out that although recruitment and selection are often interchangeable there is clear distinction. According to scribd.com, "recruitment technically precedes selection. Recruitment involves identifying the sources of manpower and stimulating them to apply to jobs in the organizations. On the other hand, selection is the process of choosing the best out of those recruited." Now that we have that out of way let start by the recruitment methods first. Recruitment comes under two major categories (tutor2u.net), Internal (cheaper and faster) and External (flexible with more options) recruitment. The next methods are taken from humanresources.hrvinet.com • Recruitment by the campus method. This is usually used to bolster the lower positions of the organization, and at the same time invest in future employees. This method is cheap, time efficient and usually has many candidates. Drawbacks of this method is that the people that are being acquired usually has close to zero work experience. • Internal recruitment, career development. What makes this method valuable is that the organization can gear and steer the employee towards the very specialized need the organization requires. He will take the position with full......

Words: 662 - Pages: 3

Recruitment Matrix

...Recruitment Matrix Michelle L. Eckerman, Monica Strong, Aireen Tibon, Patricia Riley, Sheri Betz, Sara Simmons HCS/341 October 12, 2015 P. Farber Recruitment Matrix (This page intentionally left blank) University of Phoenix Material Recruitment Matrix Recruitment Strategy or Method | External or Internal | Appropriateness for Health Care | Head Hunters/Recruiters | External | Head Hunters/Recruiters, work very well in the health care industry with the exception of staff level jobs. If a person is in management, administration or sales, a head hunter could help greatly; physicians often use them as well. A recruiter has knowledge of jobs that might not be posted yet. Some of these recruiters are employed by health care organizations. They have detailed knowledge of exactly what a company is looking for: skills, experience, demeanor and goals. Head hunters can also help you find the right fit, aligning your goals and aspirations with what a company is looking for now and in future growth. A recruiter can also aid your search if there are limited opportunities locally. Expanding geographic horizons can be daunting, a head hunter can explore locations that might have a better fit for you or pay more. Because recruiters usually stick to one discipline, they are very knowledgeable with respect to what certain corporations are looking for. They can help you customize your resume to a specific company that highlights your accomplishments with what the company is......

Words: 1248 - Pages: 5

Recruitment

...Justify vacancy/new post • Prepare job description • Prepare person specification • Determine suitable sources for candidates • Determine process for recruitment and selection • Initial screening of applicants Means: • Planning ahead - filling vacancies is a lengthy process • Organisation - keep records of exactly who has applied and the status of their application • Procedures - follow them and be consistent • Professional approach at all times & ensure those involved are well trained and briefed about the requirements. • Up to date - with all developments in recruitment & selection • Evaluate - the process & the people to ensure all required outcomes are received. TIMING IS CRUCIAL FOR SUCCESS AND COST EFFECTIVENESS.  Place advert too soon and they may be waiting to start without pay  Place advert too late and gap may be left which will incur costs  Plan ahead for seasonal, sabbatical, holidays, maternity, etc.  Plan where, when and how many adverts you may want to run  Anticipate handling responses  Allow time to shortlist C.V.’s and to arrange interviews  Build in 4 week notice period for successful applicant (or more depending on the post/sector) The role of selection interviewing Interviews are very widely used in the selection process, as demonstrated by successive CIPD surveys of recruitment practices. • See our annual Resourcing and talent planning surveys As well as being simple to set up, interviews give the interviewer and......

Words: 3421 - Pages: 14

Recruitment

...|[pic] | | | |Staff Recruitment and Selection Procedure | | | | [pic] | | | |Version |3.0 | |TRIM file number | | |Short description |A procedure on recruiting and selecting staff at CSU | |Relevant to |All employees involved in recruiting and selecting applicants for continuing | | |or fixed-term appointments at CSU | |Authority |This Procedure has been approved by the Executive Director, Human Resources in| | ...

Words: 2499 - Pages: 10

Recruitment

...significant synergies to the combined entity. The proposed merger would further improve the franchise and customer proposition offered by the individual banks.” QUALITY POLICY • SECURITY: The bank provides long term financial security to their policy. The bank does this by offering life insurance and pension products.  • TRUST: The bank appreciates the trust placed by their policy holders in the bank. Hence, it will aim to manage their investments very carefully and live up to this trust.  • INNOVATION: Recognizing the different needs of our customers, the bank offers a range of innovative products to meet these needs.  • INTEGRITY • CUSTOMER CENTRIC  • PEOPLE CARE “ONE FOR ALL AND ALL FOR ONE”  • TEAM WORK • JOY AND SIMPLICITY RECRUITMENT PROCESS AT HDFC BANK LTD. HDFC Bank is a young and dynamic bank, with a youthful and enthusiastic team determined to accomplish the vision of becoming a world-class Indian bank.  Our business philosophy is based on four core values - Customer Focus, Operational Excellence, Product Leadership and People. We believe that the ultimate identity and success of our bank will reside in the exceptional quality of our people and their extraordinary efforts. For this reason, we are committed to hiring, developing, motivating and retaining the best people in the industry. Mission and Business Strategy: Our mission is to be "a World Class Indian Bank", benchmarking ourselves against international standards and best practices in......

Words: 6845 - Pages: 28

Trent Haaga | The Big Bang Theory Season 3 Completed | Watch Movie