Recruitment Strategy: A Case Study Analysis of HiTec International (Case Study Sample)

Recruitment Strategy: A Case Study Analysis of HiTec International
By Student’s Name
Name of Class/Unit
Name of the Professor
Name of Institution
Date Submitted
Introduction
There is no arguing with the fact that in this era, having a competent workforce can go a long way towards helping an organization in developing a competitive edge (Bratton & Gold, 2012; Foot & Hook, 2011). In this globalized age which is characterized by intense competition among businesses/organizations are realizing that having a competent workforce is one of the keys to success. For this reason, focusing on human resource department that is recruiting and hiring qualified skilled workers making the company viable, Therefore HiTec’s human resource department needs to rethink its recruiting and selection strategies. It is high time that the company’s human resource department starts approaching the issue of employee recruitment in an informed and systemic way. As things stand right now, HiTec’s future is at risk because it’s currently using an outdated recruiting strategy. Going forward, HiTec should develop a recruitment strategy founded on the principles of the classic trio recruitment method. The classic trio puts emphasis on application forms, reference-checking, and interviews.
Reasons why HiTec should embrace the Classic Trio Recruitment and Selection Method
It is a well-known fact that there exists a considerable number of employee recruitment and selection approaches (Schuler & Jackson, 2007). These approaches include; interviews, aptitude tests and assessment centers. At the moment, HiTec cannot afford to continue using its recruitment strategy that surprisingly, involves only two things: Advertisements and the use of headhunters. It is important to point out that these two principal methods of recruitment can yield desired outcomes, but for some reason, they are not working for HiTec. For this reason, this company’s human resource department needs to develop and implement another recruitment strategy that will help it attract and retain competent workers. With this in mind, going forward, HiTec’s HR department should consider utilizing the classic trio approach.
The classic trio method is a traditional employee selection and recruitment strategy that puts emphasis on application forms, reference-checking, and interviews (Koster, 2007). This employee recruitment method gives a whole new meaning to the phrase “old is gold” because, although the method is old, it still helps organizations attract and hire the right people. It is used by many businesses because it is not only cheap, but it also gives organizations enough time to analyze potential employees carefully (Breaugh, 2009). It is important to mention that many organisations are using a combination of the classic trio and modern selection methods such as assessment centers. This is a route that HiTec should consider if it is to reduce its turnover levels as well as attract new talents. Since HiTec seems like an organization that understands the importance of hiring people on the grounds of merit, its human resource department needs to rethink two things: advertising of job opportunities and assessing the suitability of applicants. Effective advertising methods like using media helps in creating awareness among job seekers and also popularizing the company’s image. It also helps in creating free and fair competition where the best suited applicant emerges.
All in all, HiTec’s human resource department does not have any other option but to adopt and implement a better recruitment strategy. However, the recruiting strategy they are using is effective to some degree since HiTec is operating in highly dynamic business environment; it needs to reconsider its recruitment strategy. The company needs to adopt a recruitment strategy that will help it building reputation as one of the best employers in the industry. Having an effective recruitment strategy will help the company in attracting talented individuals, as well as retaining its competent employees. HiTec should be commended for having a ‘no-poaching’ policy since it ensures that the company maintains a healthy relationship with all of its stakeholders. The graduate trainee program is also another positive thing about HiTec’s recruitment strategy. However, HiTec’s human resource department must be doing something wrong since, despite the excellent working conditions, the company is characterized by unfilled vacancies and a low turnover rate. For this reason, the company needs to do the following:
HiTec Should Continue to Advertise Job Openings in National Newspapers but Should also Consider Posting those Jobs Online
One interesting fact about HiTec International is that although it is one of the fastest-growing companies around, it has not embraced online recruitment (e-recruitment). For instance, the company does not have online services. When other organizations are advertising jobs online, HiTec is stuck in the old age since its current recruitment strategy revolves around advertising in newspapers. This is not to say that advertising in newspapers is not effective, but if HiTec is to attract competent and skilled workers, there is need of using modern technology bearing in mind majority of youth have embraced information technology positively. Many people are having access to internet making technology a key player in enhancing business activities easily and efficiently. (Kumari, 2012). Even in Africa, a continent associated and characterized by poverty and corruption, a majority of people have access to the internet. What this means is that a company that advertises jobs online can reach more people. With this in mind, is one wrong to assume that the company is unable to attract experienced IT professionals because it does not advertise vacancies online?
The organization should therefore embrace e-recruitment if it wishes to remain competitive, especially when it comes to attracting new recruits. As opposed to traditional recruitment, e-recruitment is better because it not only promotes transparency in a recruitment process, but it is also cost-efficient (Kumari, 2012). The company should also strive to increase its online presence by having well-maintained social media accounts. To ensure that these social media accounts are well-maintained it can be achieved by hiring competent managers playing the role of marketing the company. There is a high possibility that the recruits that this company targets will start to see job vacancies once it starts posting them online. The assumption is that since the targeted recruits have adequate modern technology having online access becomes easy task making them much exposed to unfolding and current events.
Develop Application Forms
As mentioned earlier, the classic trio method puts emphasis on application forms. Today, many companies are developing application forms that are specially making the recruiting panel select the best job seeker (Koster, 2007). Application forms helps companies in asking questions relating to advertised job. The mode of answering these questionnaires and following set guidelines correctly becomes a clear method of choosing desired personnel who are having potential of working and generating maximum input in their field of work. HiTec can develop application forms and post them on its website where interested applicants for a given job can download them, fill them, and send them together with other documents to the company through post-office, email or company’s website. Once the company receives the application forms, it can proceed to go through the application forms and shortlist applicants who it believes hold the skills, experience, and knowledge that are needed for a particular job. The issue of taking a great time to sift through application forms should not be a big problem for HiTec’s human resource department. This is because the company has substantial resources at its disposal and can always outsource other employees from other departments to assist in analyzing the forms as it has a modern database for its workers.
Reference-Checking
In many companies, when applying for a job, candidates are requested to submit their references together with other documents. Once the HR department receives a candidate’s application, it proceeds to contact the references so as to get a deeper insight or understanding into a candidate. Today, reference-checking is important because some learning institutions are producing half-baked graduates (Banfield & Kay, 2012; Cook, 2004). That said, reference checking helps an organization to understand the competencies, nature, personality, and experience of an applicant (Koster, 2007). In light of these benefits, HiTec should consider introducing reference-checking into its recruitment and selection process. HiTec has substantial resources at its disposal and should, therefore, not find it difficult to contact the references provided by applicants. HiTec’s current recruitment process does not put much emphasis on reference-checking. This is probably the reason as to why the company has been forced in the past to dismiss a considerable number of employees who have failed to work as expected.
Interviews
As me...