HRM634 Week 4 Responses

HRM634 Week 4 Responses

Instructions:

Respond to at least 2 peers. Include at least 2 outside sources in your postings for full credit.

Zakkiyya Kelly

What could a recruiter do to interest you in applying for a company you have never heard of before? What tactics/information would persuade you to apply?
A job recruiter can interest someone in applying for a company, even if they are unfamiliar with the corporation through developing a recruitment message. Like a firm’s recruiters, image, and employer value proposition, the recruiting message communicated to potential applicants will affect the number and types of them who will apply (Phillips, 2020, p.257). In addition to communicating the nature of the job opportunity that the company is offering, the message can also create or reflect the company’s brand (Phillips, 2020, p.257). A good image as an employer can stir the rate of recruiting large pool of candidates, like branding attracts consumers in marketing (Sharif & Islam, 2017). This employment branding can attract and retain top class employees while ensuring organizational growth (Sharif & Islam, 2017). Millions of applicants apply everyday to jobs of which they have never heard of, or are listed for what type of field they are looking to work in. If the job is listed on a website, providing information about the company (i.e. when they were established, a little about how many locations they have, their mission, vision, and values, and how many employees they have) can help ease questions with working for an unknown company.

Danielle Chappell
2. As a recruiter for a small organization, Annika’s aprons, you need to expand your recruitment efforts beyond your website and word of mouth. Which recruitment sources would you recommend for Annika to recruit for her 2 shops? Use justification for your choices.
I can understand why Annika would need to use additional recruitment methods other the website and word of mouth to help promote her 2 shops. By using a job board and social media advertising might help to find candidates. “Finding qualified candidates can sometimes be difficult. By using recruiting software can help find a candidate within the database that can meet the necessary requirements. By posting open job positions on job board around the community and at colleges and universities allows the potential candidates to see what jobs are listed and attract a larger number of candidates. Some job boards are free and can help build good rapport within the community.
Social media can be used to attract job candidates. By using social media sties, a person will be more open to job opportunities and they will have information about their skills and job history making it easier to find a good candidate.” (Top Echelon, 2020). At the organization where I work, we use the job boards and social media to advertise our open job positions. On the job board we can advertise to the community of jobs that are available for free. By working with the employment office, colleges, and universities, and posting on the community job board. We also use Facebook, LinkedIn and indeed to help advertise our open job positions. In return this has helped us save a lot of money in the recruitment process. Even though it does take some time to find a qualified candidate.

RUBRIC
Excellent Quality 95-100%	Introduction 45-41 points The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned.		Literature Support 91-84  points The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned.			Methodology 58-53 points Content is well-organized with headings for each slide and bulleted lists to group related material as needed. Use of font, color, graphics, effects, etc. to enhance readability and presentation content is excellent. Length requirements of 10 slides/pages or less is met.
Average Score 50-85%	40-38 points More depth/detail for the background and significance is needed, or the research detail is not clear. No search history information is provided.		83-76  points Review of relevant theoretical literature is evident, but there is little integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are included. Summary of information presented is included. Conclusion may not contain a biblical integration.			52-49  points Content is somewhat organized, but no structure is apparent. The use of font, color, graphics, effects, etc. is occasionally detracting to the presentation content. Length requirements may not be met.
Poor Quality 0-45%	37-1 points The background and/or significance are missing. No search history information is provided.		75-1 points Review of relevant theoretical literature is evident, but there is no integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are not included in the summary of information presented. Conclusion does not contain a biblical integration.			48-1 points There is no clear or logical organizational structure. No logical sequence is apparent. The use of font, color, graphics, effects etc. is often detracting to the presentation content. Length requirements may not be met
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