(Solved Homework): Let's say that you are a professional recruiter. Your job is to recruit qualified job…

Let’s say that you are a professional recruiter. Your job is to recruit qualified job applicants for a company in a specific industry. To make this discussion more interesting, instead of me telling you what industry you’re working in, each of you pick your own industry. For example, it might be banking, finance, child care, sports, health care, music, computers, retail, education, hotel/hospitality, shipping, distribution, etc. Specify the industry you chose, and identify and discuss several recruiting sources that would be effective for attracting highly qualified applicants for jobs in your company. Be specific about the job(s) you are recruiting for. For example, if you pick the health care industry, you could focus on recruiting nurses. Feel free to be creative and unique! I don’t care what you come up with, as long as your recruiting methods are legal and ethical. Also, keep in mind that some recruiting methods can be expensive, so the benefits should outweigh the costs.

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Roles and responsibilities of a Recruiter in an IT Firm :

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First, it is important to understand the recruiting process and have a recruiting strategy. Also as part of the research, identify where people with the needed skills are today. Look beyond just competitors. What other organizations or industries might currently employ people with the specific skill set. By thinking outside the box it is possible to gain a strategic advantage over competitors who are stuck in their traditional thinking.

Main role of the recruiters is to fill open positions in private-sector companies and government agencies. Many recruiters work for one company and receive an hourly wage or annual salary. Some of them work for staffing companies and their role is to fill positions for several companies and salary plus commissions. Some recruiters even work on a contingency basis, which means they only get paid when they place candidates with employers. Recruiters play a very important role in the placement process.

Following are some of the best ways:

Thinking outside the box

Recruiters are starting to redefine the hiring process and the future thinkers are now beginning to really question the actual usefulness of the resume. How can two pages where candidates simply list their skills and experience (tailored to what you as an employer want to see) really tell us about the candidate’s fit and attitude? Candidates post these standard two page outlines of themselves to job boards and attach them to emails just hoping for a response. While is does tell us the basics of a candidate’s qualifications, we miss out on learning about the true depth of an applicant.

Recruit Using Internet

The Internet, in addition to your own organization Web site, is in its infancy in terms of its usefulness to employers, potential employees, and society, in general. Learn how to use the Internet to find and attract great candidates. These are options you can currently consider.

Employee Referral

Spread information about the position availability, or eventual availability, to each employee so they can constantly look for superior candidates in their networks of friends and associates.
Make sure you publicize your interest in employee referrals. Sometimes, for hard-to-fill positions, are rewarded with cash bonuses. Posting all open positions, announcing openings at the company meetings and sharing growth plans with company members will help spread your message.

Job Fairs

Job fairs can be a very economical source of candidates and should be part of the employee recruiting strategy. Look for job fairs that specialize in your industry or the types of individuals you are trying to recruit. If you are recruiting for local talent, try to participate in a local job fairs. Get information about job fairs from the local chamber of commerce, the state employment development department and by scanning the local newspaper for advertisements of upcoming job fairs.

Hiring for Attitude

By attitude we are referring to a person’s thought, manner, and general disposition towards another person, idea, activity, object, or thing. Their attitude will be reflected in their behavior, which can either be positive or negative. Someone with a positive attitude has a tendency to react positively in most situations, whereas someone with a negative attitude has a tendency to react negatively in most situations. Most people will fall somewhere in between positive and negative attitudes. The key is to find someone who is more positive than negative. Asking behavior-based questions during the interview will give you a good idea of a candidate’s attitude.

Training for Skills

Smart recruiters look for attitude over skills because most skills can often be gained, while attitude is harder to change. A perfect candidate would have both the desired attitude and the necessary skills; but as you likely know, a perfect candidate is difficult to find. Candidates that are less than perfect should be judged more for attitude than skills — some professionals suggest a 70/30 split: 70 percent right attitude and 30 percent skills.

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