Recruitment and Retention Practices - Accredited Research Writers

HRM548 Recruitment and Retention Practices
With Dr. Kyle Steadham
University of Phoenix
Week 3 Individual Assignment
Page 6
W3- Internal vs. External Sources Comparison Chart & Grading Rubric (Rev. 11-30-16)

Recruitment and Retention Practices


Overall Instructions: Complete the chart provided using size 10 Times New Roman font with single line spacing. Your total response must be at least 1000 words excluding references and the template. 5 peer-reviewed references must be embedded in your responses along with the full citations listed in the appropriate cells. When you are finished, upload the complete the entire document to Assignment Files Tab.
In the spaces below, using at least 600 words identify and define 3 strategies used to evaluate internal versus external candidates and describe the pros and cons of each strategy. Include research to support your answers.
#	Strategy	Advantages	Disadvantages
1	Verification of Candidate- The verification of the candidates is a process whereby the employers ensure that they have verified the candidate prior to the to the employment so as to establish the criminal background, employment, and education background of the candidate as well as any other data that may be of help in verification of the candidate. The move is aimed at making sure that the candidate is honest regarding the experience they have and their credential.	One of the advantages associated with the move is the fact that background checks on the criminal matters will assist in weighing the weight of the offenses that the candidates were accused, the time that has passed, and nature of the job that is being sought. The other advantage is that the employer will learn the credit history of an individual as well as verification of education credentials since not all candidates are honest. The other benefit is that the new employer is able to verify the prior employment and their work performance which is essential to understanding the type of employees a company is absorbing (Mandera 2012).	One disadvantage of the strategy is that a deserving person may be denied an opportunity to get a certain job due to the past records which do not represent their present character. The other disadvantage is that the implementation of the strategy is time consuming and the deliverables may not be of great importance to a given position.
2	In-Depth Assessment- In-depth assessment is a strategy that entails understanding fully a candidate applying for a particular job. The strategy has a goal of making sure that the candidate recruited for a certain position has the competencies and the skills that are necessary to perform in a particular job. The strategy may at times involve the conducting of the pre-employment testing so as to make sure that the person selected is the best –suited for the position (Bosak 2011).	One of the advantages of using the strategy is that the employers are able to predict the abilities of a given candidate to performing in the job applied for. The other benefit that is realized from the use of the strategy is that it helps the saving the cost of hiring the wrong people and making selection error that may have negative impact to a company as well as the management of time for the company. The strategy is cost effective, reliable, valid, equitable, and legal.	One of the disadvantages of using the strategy is that it requires experts in the field which may be costly for a firm. The other limitation of the strategy is that it sometimes makes it difficult to find a candidate who is in possession of al characteristics that are required for an individual to be employed.
3	Preliminary Assessment of Eligible Candidates- This strategy entails the use of various approaches such as the in-person interview, video interview, and structured interview to ensure that they have obtained as much information as possible regarding a candidate. The strategy is aimed at understanding how the candidate will be responding to various issues that will be confronting them after they are hired.	One of the benefits of the strategy is that the employer gets to know the applied skills and the tested work skills of the candidate before they are hired which is very important. The other advantage that is realized through the use of the strategy is that it enables the management or the recruiting panel to learn what the candidate will bring to the organization. The other advantage that is associated with the use of the strategy is that it allows for maximum interaction with the candidates which grants the recruiters opportunity to learn about their behavior and personality (Bosak 2011).	One limitation for the use of the approach is that it is time consuming and very expensive affair for the company. The other limitation for a company to use the approach is that these tests may scare away good and eligible candidates.
In the space below, assess in 200 words the factors that should be considered when deciding whether to hire from within to seek external candidates. Defend your recommendation with examples and research.
Recruitment of employees can be a to some degree dubious process. With the extravagant cost of contracting and preparing a representative with employment and delicate abilities coordinating the expected set of responsibilities, committing an error in this field can generously hurt net benefit for the whole year. There are focal points to either technique for filling openings (Plint, 2010). An internal recruitment strategy is described by advancing workers from inside an association to fill up and coming positions. Many firms utilize such gadgets as occupation posting sheets, email flashes, intranet presents and pamphlets on inform existing representatives concerning positions they may strive for. This enrollment might be through making and rearranging impermanent groups to fill certain undertakings or might be lasting changes. It might be for advancements in which the advanced worker’s previous position may not be filled. External recruitment strategy is one which a HR division will methodically look the employee pool outside its own particular workers to fill positions. Many firms will utilize commercials in daily papers, work seek sites, work fairs and referrals from current representatives to fill positions. A few organizations will use a brief worker office to fill positions that can be finished rapidly and with less organization particular ability required to finish the coveted assignment (Mason, 2010).
Select a position with which you are familiar.	Accountant
In the space below, in 200 words describe whether you would hire using an internal or external process and defend your recommendation with examples and research.
I would recommend external recruitment for an accountant. At the point when a firm recruit externally, it opens the firm up to a bigger pool of candidates, which builds its possibility of finding the opportune individual for the employment. External recruitment gives a chance to a new point of view toward the business that an organization may need to remain focused (Madera, 2012). Acquiring new ability from the outside can assist inspire the present workers to create and accomplish more with expectations of getting the following limited time opportunity? Looking outside the association likewise permits an organization to focus on the key players that may make its opposition fruitful. Enlisting an applicant with a demonstrated reputation for the opposition permits the organization to get an insider’s view in the matter of what the opposition is doing to be effective (Fine, 2012). This allows the firm to remain a stage in front of the opposition. External recruitment has some considerable favorable circumstances. Not at all like inner volunteers, are you getting an inflow of frequently totally new thoughts with an employee who has not been presented or overexposed to your corporate culture. An outside prospect regularly yields new thoughts. One may bring procedures from their previous business that can be coordinated into your prescribed procedures (Bosak, 2011).
#	5 Peer-Reviewed References in APA Format
1	Bosak, J., & Sczesny, S. (2011). Gender bias in leader selection? Evidence from a hiring simulation study. Sex Roles, 65(3-4), 234-242.
2	Fine, S. (2012). Estimating the economic impact of personnel selection tools on counterproductive work behaviors. Economics and Business Letters, 1(4), 1-9.
3	Madera, J. M. (2012). Using social networking websites as a selection tool: The role of selection process fairness and job pursuit intentions. International Journal of Hospitality Management, 31(4), 1276-1282.
4	Mason, R. W., & Schroeder, M. P. (2010). Principal hiring practices: Toward a reduction of uncertainty. The Clearing House, 83(5), 186-193.
5	Plint, S., & Patterson, F. (2010). Identifying critical success factors for designing selection processes into postgraduate specialty training: the case of UK general practice. Postgraduate medical journal, 86(1016), 323-327.

*Internal vs. External Sources Comparison Chart*
Overall Instructions: Complete the chart provided using size 10 Times New Roman font with single line spacing. Your total response must be at least 1000 words excluding references and the template. 5 peer-reviewed references must be embedded in your responses along with the full citations listed in the appropriate cells. When you are finished, upload the complete the entire document to Assignment Files Tab.
In the spaces below, using at least 600 words identify and define 3 strategies used to evaluate internal versus external candidates and describe the pros and cons of each strategy. Include research to support your answers.
#	Strategy	Advantages	Disadvantages
1
2
3
In the space below, assess in 200 words the factors that should be considered when deciding whether to hire from within or seek external candidates. Defend your recommendation with examples and research.
One of the factors that must be assessed is the recruitment policy. The reason for this is that this policy determines where the future of your process is. An example of this is seen in internal recruitment. Internal recruitment is an ideal kick start for companies that want to retain the talent that is already in their company and promote from within. The issue with that is the policy may require individuals to be outsourced from the outside. Another important factor is the image that the job has within the company. If a company is receiving positive reviews from not only customers but employees as well they are more prone to attract and keep new employees. Competition is a major factor as well, in many cases a firm has to adapt to the other types of strategies for recruitment that are being used by their competitors. Another factor is the growth that your company is enduring. When a company is expanding their operations, it would be more feasible to recruit from the outside instead of internal in order to have more personnel to handle the newly developed operations. Also the cost of recruitment can be a major issue. As a company you want to be cost effective but still produce the best results.
Select a position with which you are familiar.	Health & Safety Manager
In the space below, in 200 words describe whether you would hire using an internal or external process and defend your recommendation with examples and research.
If I were to have to hire from either internal or external I would hire from external sources. Although internal seems to be more reliable as in their commitment to the company, external allows for more individuals to apply thus providing more individuals for your employment pool. As you recruit from the outside you are given opportunities to bring in individuals who have new ideas for the company. Some of which your current employees may not be exposed to. Individuals who are already in the company are overexposed to the culture that our company provides. These new ideas that are brought in by the external applicants can be integrated with our company to provide better practices. Also as new
#	5 Peer-Reviewed References in APA Format
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5

*Grading Rubric*
*Content 50%*	Points Available 5 Max	Points Earned
Review the following student materials to understand the nature of this assignment: · W3- Internal vs. External Sources Comparison Chart & Grading Rubric · Guide to Peer-Reviewed References & APA Formatting · Strategic Staffing, Ch. 6 In this assignment you will complete a chart already designed for you. In the chart you will: · Identify and define 3 strategies used to evaluate internal versus external candidates and describe the pros and cons of each strategy · Describe factors that should be considered when deciding whether to hire from within to seek external candidates · Describe whether you would hire using an internal or external process For all answers, you must defend your answers with examples and research. Complete the chart provided using size 10 Times New Roman font with single line spacing. Your total response must be at least 1000 words excluding references and the template instructions. 5 peer-reviewed references must be embedded in your responses along with the full citations listed in the appropriate cells. When you are finished, upload the complete the entire document to Assignment Files Tab.






*Organization / Development* *25%*	Points Available 2.5 Max	Points Earned
The memo is at least 1000 words in length (excluding labels, headers, references)
The template is used correctly.
*Mechanics* *25%*	Points Earned 2.5 Max	Points Earned
Rules of grammar, word usage, punctuation, capitalization, and spelling are followed.
Sentences are complete, clear, varied, and concise with proper syntax.
Used size 10 Times New Roman font for main body text and References.
Used single between sentences and in References section.
Used naming convention “FirstName_LastName_Week #_ Memo.doc” when saving and uploading file.
LATE POLICY: Students should submit assignments according to Arizona time (MST) based on the assigned due dates. Late assignments will be penalized with a 10% grade deduction for each day late. Deadlines will be defined as 11:59 p.m. MST. Assignments submitted more than four days late will not be accepted. Assignments submitted after the last day of class will not be accepted.	Total Points Available 10	Total Points Earned

*Grading Rubric*
*Content 50%*	Points Available 5 Max	Points Earned
Review the following student materials to understand the nature of this assignment: · W3- Internal vs. External Sources Comparison Chart & Grading Rubric · Guide to Peer-Reviewed References & APA Formatting · Strategic Staffing, Ch. 6 In this assignment you will complete a chart already designed for you. In the chart you will: · Identify and define 3 strategies used to evaluate internal versus external candidates and describe the pros and cons of each strategy · Describe factors that should be considered when deciding whether to hire from within to seek external candidates · Describe whether you would hire using an internal or external process For all answers, you must defend your answers with examples and research. Complete the chart provided using size 10 Times New Roman font with single line spacing. Your total response must be at least 1000 words excluding references and the template instructions. 5 peer-reviewed references must be embedded in your responses along with the full citations listed in the appropriate cells. When you are finished, upload the complete the entire document to Assignment Files Tab.






*Organization / Development* *25%*	Points Available 2.5 Max	Points Earned
The memo is at least 1000 words in length (excluding labels, headers, references)
The template is used correctly.
*Mechanics* *25%*	Points Earned 2.5 Max	Points Earned
Rules of grammar, word usage, punctuation, capitalization, and spelling are followed.
Sentences are complete, clear, varied, and concise with proper syntax.
Used size 10 Times New Roman font for main body text and References.
Used single between sentences and in References section.
Used naming convention “FirstName_LastName_Week #_ Memo.doc” when saving and uploading file.
LATE POLICY: Students should submit assignments according to Arizona time (MST) based on the assigned due dates. Late assignments will be penalized with a 10% grade deduction for each day late. Deadlines will be defined as 11:59 p.m. MST. Assignments submitted more than four days late will not be accepted. Assignments submitted after the last day of class will not be accepted.	Total Points Available 10	Total Points Earned