Introduction
Recruiting can be challenging in today’s constantly changing technology industry. The Internet of Things, Big Data, artificial intelligence, and other technologies are transforming the tech market into a highly fast-paced environment. To effectively recruit IT candidates, it is crucial to have a strategy in place (Gërxhani & Koster, 2015). Therefore, I would take a multigenerational approach to recruitment. I will develop a plan for recruiting several technical roles at the company, including a description of the job requirements, the location, and preferred candidate characteristics. I would then focus heavily on technology-savvy candidates from universities who have shown an aptitude for computer science and statistics. This essay discusses the establishment of recruitment approaches to fill various highly technical IT department posts.
The Specifics of a Recruitment Strategy
The recruitment strategy for filling two vacant IT positions involves identifying the position’s specific requirements and then exploring the best methods for advertising these positions to potential applicants. The first step in developing a recruitment strategy for filling two vacant IT positions is to identify the specifics of each position. For example, one position requires a candidate who can design and implement an application for the company’s customers. In contrast, the other requires someone who can maintain existing applications and fix bugs when they arise.
Once I have identified the type of candidates I need and which will fit best within the organization’s culture, it is time to start looking for them. This step involves advertising these positions on job boards and social media platforms like LinkedIn or Facebook. These sites are ideal because they allow employers to post detailed descriptions of their openings and link directly to their company websites, where candidates can apply directly online without contacting HR or submitting paper resumes via snail mail or fax machine.
I would also send out emails to employees with similar skills and experience to those I am seeking for these positions. If they agree and are interested in volunteering their time, they can apply directly through email without going through the typical application process. This strategy would also help avoid wasting time by interviewing people who might not be qualified because they did not even see the job postings published online.
Then, I would set up an interview schedule with each candidate who responded to the postings and scheduled interviews at least ten days in advance. The interview will help decide which ones are right for the organization based on their qualifications, communication skills, and personality traits (Gërxhani & Koster, 2015). Finally, I would follow up with all candidates who applied but did not get called back for an interview to let them know why they were not selected so that they can improve their chances next time if they apply again in future hiring rounds.
My Rationale for Selecting the Components of the Recruiting Strategy
The recruiting strategy for filling these highly technical positions in the IT department consists of three parts: first is using social media to reach out to qualified candidates (HR Fundas, 2020). Social media is an effective tool for finding candidates because it allows one to reach many people interested in their company and what they do. Social media can target specific groups interested in working at the company, such as those with specific degrees or experience levels.
Second is the use of job boards such as Monster and CareerBuilder. These sites allow people to post the jobs themselves so that they can be found by those looking for work (MRINetwork, 2015). They also allow people to post ads on sites like LinkedIn and Facebook so that potential employees can find them more quickly than if they just posted them on their site without any other context about what kinds of skills are required for the positions they are trying to fill.
The Importance of a Diverse and Inclusive Workplace in A Company
A diverse and inclusive workplace values everyone regardless of gender, race, religious beliefs, or sexual orientation. It helps companies attract talent that can bring new perspectives to their work and creates an environment where employees feel comfortable being themselves (Martik, 2018). Diversity is a critical component of innovation and creativity, directly impacting the bottom line and the ability to grow as an organization. This is especially important in technology fields, which tend to be male-dominated. As technology becomes central to every aspect of life, companies must ensure they have access to the best talent possible to stay competitive.
When companies value diversity, they can hire people with different skill sets and backgrounds who share similar values with their current employees. This means they are more likely to want to stay with the company as it grows. It also makes them more likely to recommend other talented candidates when positions open up. In addition, a diverse workforce keeps the company from becoming insular and allows one to understand better what problems are being experienced by customers in different areas of the world (Gërxhani & Koster, 2015). This understanding leads to better products, services, and overall customer experiences.
Comparison of My Strategy to Other Companies
Different companies collaborate with learning institutions to engage their students in internship programs. The companies train them and later absorb them upon completing the program. They use these tactics when hiring for their IT department, one of their most influential departments because they need employees who can build new systems, maintain existing systems, and ensure that everything runs smoothly. The critical difference between this strategy and other companies’ hiring technical employees is that it is about finding qualified candidates, not just any candidate who shows up at the door. The goal is not just to find someone who can do the job but to find someone who will excel (HR Fundas, 2020). That means I need to be strategic about who I am recruiting. I do not want someone who can get by—I want someone who will thrive. Therefore, I need to ensure that the program I am running gives the candidates a chance to shine and gives them room for growth and development.
Conclusion
In conclusion, to recruit the best possible candidates for this position, one must offer a competitive salary, benefits package, and perks. It would also be prudent to have a robust recruitment strategy to find strong candidates for this position. This may mean broadening the search outside the company’s immediate area, offering a referral bonus for the current employees who refer qualified candidates, or both. In addition to these basic strategies, one should consider making changes to the employee manual, more effective word of mouth between employees, and working with local colleges to get their attention and encourage graduates to apply. Overall, the management must be proactive in recruiting top talent to retain top talent.
References
Gërxhani, K., & Koster, F. (2015). Making the right move. Investigating employers’ recruitment strategies, Personnel Review: 81-800. Web.
HR Fundas. (2020). Recruitment plan: a step-by-step process guide [Video]. YouTube. Web.
Martik, K. (2018). 15 new recruiting trends you should implement in 2019. Talent Lyft. Web.
MRINetwork. (2015). Recruiter sentiment study. MRI Network. Web.