Introduction
Employee recruitment, selection, and retention play a strategic role in an organization’s performance, and hence human resource managers should be careful to identify a workforce that suits company needs and objectives. According to Ahmad Azmy (2018), effective recruitment and selection tactics must obtain the necessary human resources needed by the organization. The human resource processes begin by establishing manpower planning. This step includes providing a detailed and comprehensive job description and other relevant information about the role. The next step involves determining the recruitment methods, sources, and pro-stages. Notably, positive implications of effective recruitment, selection, and retention strategies reflect advantages to the company and result in job satisfaction, optimum performance, and employee work contentment.
Recruitment Tactics
During the recruitment process in my previous roles, I noted that the organization’s human resource recruitment and selection teams used various notable strategies. Yahoo published well-detailed and very compelling job posts in the initial steps. The organizations then sought referrals for skilled employees from their current employees. Another recruitment tactic was identifying potential candidates among current employees and recruiting internally. This tactic was preferred when the company urgently needed to fill the position, hence the need for internal recruitment since current employees were already familiar with company policy and operations.
Each of the recruitment methods utilized had various advantages and disadvantages. Research by Pieper et al. (2019) shows that “referral hires stay longer and perform better than employees hired through other recruitment channels -e.g., newspaper ads, employment agencies. Referred workers yield profits 21% to 39% higher than non-referred workers.” (p. 1859). Employees recruited through the referral tactic have excellent job performance. However, the strategy reflects (possible) nepotism in the recruitment process. Nonetheless, the promotion strategy saves the company both time and money that would otherwise be spent on the recruitment, selection, and training processes.
The Interviewing Stage
Interviewing applicants is the last step in the recruitment process. Due to how crucial this stage is, human resource officers should be careful to ask the right questions and develop ideal responses that will be used to gauge the candidate’s responses. The questions should be relevant to the role and maintain equal employment opportunities among all interviewees. Examples of three interview questions for each of the roles noted below are given, and explanations stated why I think they should be included.
Cashier
What does excellent customer service mean to you?
I would ask this question to determine how much the interviewee values customer satisfaction and whether they acknowledge the importance of good service in customer retention.
Could you tell me about a time you delivered exceptional service?
I would ask this question to gauge the candidate’s ability to use positive language and problem-solving skills. An excellent response would have a detailed description of the situation and the solutions implemented.
Do you have prior experience handling money?
Since the role involves handling money, I would ask this question to determine whether the applicant has integrity and can manage and reconcile cash drawers. I would also look out for their ability to operate various retail technologies such as barcode scanners.
Buyer of the store’s teen clothesline
How long is your experience as a buyer, and how does your experience set you apart in the industry?
This question would test the candidates’ problem-solving abilities and evaluate how their strategies fit our company’s needs. I would also look for experience in an organization with a similar structure.
Could you let us know of a scenario when you were required to go beyond your job description as a buyer?
These questions would test the applicants’ adaptability and flexibility abilities since difficult situations always arise in the buying process. It would help me understand their character as employees, their ability to plan for future contingency, and their willingness to negotiate in a challenging situation.
What would be your ideal process of investigating the causes and deciding on a product that was once a bestseller but is no longer achieving the desired amount of sales?
This question would test the candidate’s attention to detail and problem-solving skills. It would also gauge their ability to select items that align with their business goals, brand, and consumer needs. It would also help me determine the candidate’s understanding of consumer demands.
Accounts Payable Clerk
Our organization handles various accounts daily. Can you elaborate on how you approach working with ledgers?
An ideal candidate is accurate and honest. I would ask this question to gauge the candidates’ reliability in producing accurate records and practicing integrity even when handling multiple books.
What documents are you expecting to deal with within the role, and have you worked with them before?
This question would test the candidates’ job requirements and roles. I would also evaluate how prior experience (if any) reflects the ability to deliver quality output effectively.
Why do you find this role attractive, and why would you like to work for us?
I would ask this to gauge the candidate’s knowledge of the company and prove that their experience and academic qualifications fit its needs and objectives.
The Yahoo Case
After the recruitment and interviewing processes, organizations should focus on employee retention. Taking on the case of Yahoo, this section explores and offers solutions to Yahoo’s challenges regarding employee retention. To enhance its internal recruiting, Yahoo should conduct surveys to investigate the cause of poor employee retention. After identifying the problem, the company can formulate solutions and set goals for achieving these solutions. Furthermore, Yahoo should provide an enabling work environment that enhances employee productivity, nurtures talent, and fosters creative ventures in the workplace. These strategies will motivate the employees and enable the company to focus on new operations while strengthening its current activities and enhancing its corporate system.
If I was recruiting for Yahoo, I would prioritize students from the best institutions such as Florida Institute of Technology, Havard, and Oxford. The successful recruits would then undergo mentorship and training under different coaches to help nurture their talents and develop creativity. Furthermore, I would ensure that the company has an attractive remuneration and reward system to motivate the students to work for Yahoo. According to VerÄŤiÄŤ (2021), organizational communication satisfaction influences employee engagement and satisfaction significantly. As a result, I would ensure Yahoo actively engages with the students on contemporary internet platforms such as social media sites and mobile apps.
After examining the supply and demand for labor at Yahoo, we can conclude that the supply is lower than the demand. Yahoo should enhance its offers, especially for the high-tech workers whose better offer is an opportunity to be involved in thrilling new experiences and developments. This will strengthen the labor supply, such as software experts. Yahoo’s reasonable remuneration has a hard time attracting new employees due to a lack of innovativeness that aligns with new-age technology advancements and is hence regarded as old internet. Yahoo is still lagging in the internet industry, yet most high-tech workers want to be working with new pathways such as social media and cloud computing.
Conclusion
In conclusion, human resource processes are an essential determinant of a company’s corporate strategy and objectives achievement. Therefore, effective recruitment tactics identify human resources that align with a company’s needs. Furthermore, the interview process should identify the candidate’s hard and soft skills and gauge how these skills align with the organization’s needs and objectives. Hence organizations should ensure employee engagement and utilize participative management to ensure employee satisfaction.
References
Ahmad Azmy, S. E. (2018). Recruitment strategy to hire the best people for the organisation. Journal of Management and Leadership, 1(2).
Pieper, J. R., Trevor, C. O., Weller, I., & Duchon, D. (2019). Referral hire presence implications for referrer turnover and job performance. Journal of Management, 45(5), 1858-1888.
VerÄŤiÄŤ, A. T. (2021). The impact of employee engagement, organisational support and employer branding on internal communication satisfaction. Public Relations Review, 47(1), 102009.