RECRUITMENT STRATEGIES 2

Recruitment Strategies

For organizations, hiring employees is considered an investment where financial
returns are expected from the employee during their employment period. When the employee
hired is an appropriate one, organizations get a lot of benefits. Conversely, bad choice
employees lead to poor performance as well as loss of money and time. It is, therefore, in the
interest of the organization to hire the right employees.

Two Ways in Which Companies Can Recruit Qualified Applicants
Recruiting qualified applicants is a key process in hiring employees. One way in which
this can be done is through performance-based interviews (Yan et al., 2019). This method
involves asking qualified applicants a series of questions related to the job they are applying
for in order to determine whether they have the necessary knowledge, skills, experience, and
personal attributes to perform the functions of the job.
Another method that companies can use to recruit qualified candidates is through
effective job descriptions. The job descriptions should have all the details that candidates need
to apply for the job such as the needed educational qualifications, knowledge, abilities, and
experience (Yan et al., 2019). The applicants verifiable knowledge, skills, qualifications, and
experience are then measured against the requirements of the job description to see whether
they qualify for the job.
Of these two methods, the most effective one is performance-based interview. This is
because it allows the interviewers to get a better understanding of the candidate beyond their
qualifications and stated skills and experience. For instance, through the interviews they can
determine whether the candidate is a cultural fit for the organization.
Review of Two Job Advertisements

RECRUITMENT STRATEGIES 3
The two jobs reviewed are Registered Nurses
(https://www.onetonline.org/link/details/29-1141.00) and Electrical Engineering Technicians
(https://www.onetonline.org/link/details/17-3023.03). In both of these job advertisements, they
provide all the relevant details about the job’s requirements, such as educational qualifications,
personal attributes, skills, experience, and knowledge that are needed to perform the duties of
the job.
The two job descriptions, however, lack important details that may prevent some top
candidates from applying for the job. In particular, the descriptions do not include information
showing that the employer does not discriminate against candidates based on their gender,
race, or age. This information is important because without it, some qualified applicants may
be reluctant to apply because of fears of discrimination. This is especially the case with the
two jobs advertised – electrical engineering and nursing- because are generally gendered.
In addition to lack of explicit statement showing that the employers do not discriminate
against anyone, the descriptions also lack information about the companies. Candidates would
love to know the companies that they are applying to and why those companies are good for
them. That is why it is important for the companies to include a description about themselves.

RECRUITMENT STRATEGIES 4

References

ONET OnLine (2019) Details Report for: 29-1141.00- Registered Nurses. Retrieved on 19 th April, 2020 from https://www.onetonline.org/link/details/29-1141.00 ONET OnLine (2019) Details Report for: 17-3023.03- Electrical Engineering Technicians.
Retrieved on 19 th April, 2020 from https://www.onetonline.org/link/details/17-3023.03
Yan, R., Le, R., Song, Y., Zhang, T., Zhang, X., & Zhao, D. (2019, July). Interview Choice
Reveals Your Preference on the Market: To Improve Job-Resume Matching through
Profiling Memories. In Proceedings of the 25th ACM SIGKDD International Conference
on Knowledge Discovery & Data Mining (pp. 914-922).