Introduction
Recruiting a new workforce is never straightforward, as numerous details must be carefully considered and evaluated. When an organization lacks the time or expertise to plan the necessary number of events, it may appeal to a recruitment agency for assistance. In this context, XYZ Recruitment, Inc. (XYZ) serves as an example of such an agency. By delineating XYZ’s approach to crucial parts of the recruitment process, such as strategy, process, procedure, and role distribution, this proposal will illustrate why XYZ is the best fit for State University in its search for the perfect candidate.
Recruitment Strategy, Process, and Procedure
XYZ strives to strategize its recruitment actions by adhering to several fundamental principles. First of all, it recognizes that when individuals consider employment opportunities, they frequently turn to well-known and, thus, reliable brands first (Ahmad Azmy, 2018). XYZ’s reputation is partly the reason for its successful recruiting performance.
Secondly, while social media can be useful in attracting customers, it can also be used to search for talent by posting relevant information. Thirdly, XYZ values organizational culture and ensures it is included in job descriptions (Ahmad Azmy, 2018). Fourthly, XYZ uses the recommendations of an already employed workforce through the referral program. This way, candidates have the opportunity to work alongside their friends.
Finally, one of the most important strategies from an instrumental perspective is to implement the respective software support. That is, deploying a sophisticated applicant tracking system helps XYZ’s recruitment managers to always have an overview of available candidates (Hmoud & Laszlo, 2019). In addition to tracking current applicants, it keeps a database of former candidates. This way, XYZ has a chance to monitor their progress and make new offers to people who have already shown interest in the company. For a recruitment company, this software is irreplaceable in terms of saving time and resources.
XYZ’s recruitment process can also be broken down into several crucial aspects that must be constantly considered. According to Andriani and Putra (2019), creating a positive applicant experience enables the company to maintain its image even if the applicant does not secure the position. For instance, XYZ treats applicants with the same consideration as it does its customers. Setting a time limit for phone interviews or in-person meetings, informing candidates of this expectation, and adhering to it are examples of such an attitude.
Another notion that allows XYZ to boost the recruitment process is adhering to the principles of diversity and inclusivity (Balanagalakshmi & Kumari, 2019). Emphasizing the skills and knowledge of potential candidates, regardless of their cultural, racial, or gender differences, is key to not missing all available opportunities provided by the labor market. In addition, simplifying the application process benefits not only the applicants but also the company (Soelton & Ahdiansyah, 2018). It reduces processing time and facilitates easier final decision-making.
The XYZ’s recruitment procedure consists of the following steps. It begins with XYZ thoroughly assessing the position and creating an accurate job description. Afterward, XYZ will advertise the position through the available communication channels. Once the company manages to contact potential applicants, it launches a series of interviews.
In the context of communicating with and interviewing candidates, XYZ ensures that it conducts reference and background checks to verify the information obtained. If a candidate meets all the imposed requirements, XYZ’s recruitment team summarizes the necessary information and initiates the hiring request, sending the materials to the HR department. The final step of the procedure involves the HR department sending appointment letters to initiate the orientation and onboarding processes.
Roles of XYZ Recruitment and the State University
The role of XYZ’s representative at the initial stage is transparent and straightforward. Firstly, XYZ will study at State University to form a firm opinion about both the organization and the position that is currently open. Afterward, XYZ will compile the information regarding the latter to begin the application process. This responsibility could also imply discussing the position with the university to analyze and establish standards and expectations.In other words, XYZ may aid State University in developing criteria that will apply to all candidates equally.
The next XYZ’s duty will be to examine social media platforms to ensure that the university can effectively enter the labor market. Lastly, according to Maurer (2015), XYZ should also take responsibility for assigning experienced technicians or marketers to launch an advertising campaign to inform and attract potential candidates. Overall, depending on the current demands of the university, each of these responsibilities may be relocated or rescheduled.
When the strategic arrangements are finished, the agency can participate in the selection process as well. In this context, XYZ is building a reliable database containing candidate information that the university may utilize. Once sufficient data about applicants is acquired, the agency’s representative may also be involved in the development of their profiles.
Apart from that, they may occasionally be present during interviews to be able to witness the process first-hand and exchange feedback (Maurer, 2015). If State University does not approve any of the current applicants, XYZ will extend the job opportunity deadline and continue the search to avoid interrupting the selection process. Given that the client is satisfied, XYZ can provide professionals to assume specific onboarding positions to study the progress of an approved candidate.
In the meantime, the State University’s responsibilities primarily focus on satisfying its expectations. Regardless of how thoroughly the agency studies its clients, it will still lack practical knowledge of its internal operations. Thus, the HR department at State University must actively engage XYZ at all stages of the recruitment process to provide informative and relevant guidance. For instance, as was mentioned earlier, this would include XYZ’s and State University’s discussion regarding specific knowledge and skills the candidate should possess before being accepted to the university (Cappelli, 2019).
Apart from that, the university will be responsible for communicating directly with applicants and evaluating their qualifications for the job under consideration.Also, it may observe how individuals behave in various circumstances and determine whether or not their responses are suitable. Finally, State University has complete control over the official side of the process, including signing contracts and providing employment packages. If verifying whether the candidate fulfills all the requirements immediately is impossible, State University can continue onboarding for research purposes.
Reasons to Choose XYZ
The provided evidence can be generalized into arguments as to why State University should choose XYZ to help with the upcoming recruitment. First of all, XYZ acts strictly professionally, attending to even a minor position’s recruitment with maximum effort. In other words, regardless of the job position’s qualities, XYZ’s procedure entails every detail necessary for the best outcome.
Second, XYZ will always give the essential client’s requirements top priority.Given that the current client is a state university, XYZ understands the importance of an educational institution to society and will attempt to fulfill its needs.Lastly, XYZ fully realizes its complementary role in the recruitment process and will ensure that all responsibilities that the State University decides to delegate will be handled.
The last notion is probably the most important in the given matter.Despite appealing to the third party, State University should be aware that it is still in complete control of the situation. Metaphorically speaking, XYZ is not a hand replacement but a glove that protects it.
Since XYZ is a top-quality recruitment agency, it can participate in the whole recruitment process, beginning with strategic planning and finishing with onboarding. However, it deeply values its client’s vision and opinion and will always remain in an advisory role, not interfering with any final decisions. This is why XYZ can become a perfect tool for a state university that would allow it to find just the right person.
Conclusion
XYZ should be considered an agency of choice for the State University. It provides insight into every stage of the recruitment process, including strategy, process, and procedure. Moreover, XYZ can explicitly and transparently delineate and define the parties’ roles in their collaboration. Finally, XYZ is intensely committed to its role, eager to satisfy the client’s needs at the best possible quality, and it has proven to be worthy of consideration.
References
Ahmad Azmy, S. E. (2018). Recruitment strategy to hire the best people for the organization. Journal of Management and Leadership, 1(2).
Andriani, R., & Putra, W. B. T. S. (2019). The intersection of marketing and human resources discipline: Employer brand equity as a mediator in the recruitment process. International Journal of Innovative Science and Research Technology, 4, 465-475.
Balanagalakshmi, B., & Kumari, S. S. (2019). Employees’ perception of diversity in management. International Journal of Recent Technology and Engineering, 8(1), 7-11.
Cappelli, P. (2019). Your approach to hiring is all wrong. Harvard Business Review. Web.
Hmoud, B., & Laszlo, V. (2019). Will artificial intelligence take over human resources recruitment and selection? Network Intelligence Studies, 7(13), 21-30.
Maurer, R. (2015). Assessing your recruiting function for compliance and best practices. SHRM. Web.
Soelton, M., & Ahdiansyah, F. (2018). Toward the best model in the recruitment process and employee competence in outsourcing industries. Jurnal Ekonomi, 23(2). Web.