Oceana air is an airline that offers affordable travel services to its customer. It strives to make traveling easier by coming up with innovations that meet its customers’ needs effectively. The airline management is very flexible; it is always willing to change its operating procedures in order to boost its status quo. In its daily operations, it strives to offer the safest and well-organized aerospace services. The airline is accountable to its customers by responding to their needs in the most professional way. The current CEO is very confident of the future success of the company. He embraces teamwork and has lately been discussing with airline reporters the achievement of the vision and goals of the airline. However, the airline company is going through difficult economic situations which are making recruitment and retention of qualified employees a challenge. It spends long working hours on normal days which requires its employees to even work on holidays with minimal motivation. This calls for an elaborate recruitment procedure that will help the company to achieve its goals amidst the tough economic situations (Buford, 1995, par.2).
Recruiting sources
Recruiting is a process that involves generating a group of applicants from which the employer chooses the most qualified person/persons for the available positions. Careful selection of recruiting sources is fundamental in order to get the right candidate for a given job. The recruiting sources depend on the type of the job, company guiding principle, availability of qualified candidates, and cost of the recruiting process. The use of many recruiting sources for a single position helps in the generation of a good number of qualified candidates. This is most appropriate when a company is looking for specialized skills.
Internal sources: This entails filling up a job position by a candidate who is already working in a particular company. Both advertisement and recruitment are done within the company. There are several benefits of internal sources. For instance, the company is able to access precise information concerning the candidate since he/she is already working for the company. Workers also feel motivated because the company provides them with opportunities for career development. Moreover, the company incurs less expense since it is only required to make local advertisements for the job/jobs. Furthermore, the candidates who qualify for the job are already conversant with the company and hence job training may not be necessary.
External sources: This involves the recruitment of candidates from outside the particular company. Companies use this source when they are recruiting for a highly specialized position and their internal supply is already exhausted. This gives the company a wide range of choices which increases the probability of getting the right candidate for the job. Other general recruiting sources include:
Unsolicited applicants: In this process, interested candidates forward their certificates and curriculum vitae to organizations before they even advertise for a vacant position. When vacancies arise, the companies refer to the filed resumes in search of the right candidate. This is advantageous to the company as the management is only required to contact the candidates for an interview.
Employee referral: This happens where employers allow current employees to refer qualified candidates in case of vacancies in the company. This has the advantage of recruiting candidates who have an idea of the company’s requirements. However, this system can encourage nepotism and may end up creating a group of relatives and friends in one company. This may also affect the company’s productivity especially if a domestic crisis crops up. It also encourages unhealthy competition among the employees.
Placement bureau: Placement bureaus keep resumes of prospective applicants after which organizations in need of these candidates contact these agencies. When contacted, they agree on the job profile where the placement bureaus then submit a list of potential applicants (Vareed, 2009, p.1)
Employer brand and recruiting brand
Oceana airline comprises many people from diverse backgrounds, traditions and experiences. Cooperation and love for innovations are core values within the company; the company values every individual regardless of their rank in the company. It provides its employees with the opportunities of working with an exceptional team of experts making it a great place for the development of new skills. The abilities, knowledge, and positive attitude of prospective candidates contribute to a positive impact on the company’s future. Employees’ terms are made enjoyable and rewarding and are constantly reviewed
Actions: The workplace should be modified in such a way that the working environment is made conducive for the employees to be more comfortable. Thorough consultation before recruitment of applicants is also vital as it enables good source selection and candidate appointment. The company should choose to recruit sources that are cost-effective and which enables them to get the best candidate for the job. The recruiting committee should avoid biases of any nature; this increases the chance of getting the best-qualified candidate from a large group of applicants (Clayton, 2005, par.3).
Sound recruitment systems help companies to avoid mistakes such as recruiting unqualified people. It also ensures that the most cost-effective procedure is applied during the recruiting process. This is enhanced by a proper selection of recruiting sources and a clear job description.
Reference
Buford, J. A., Jr., Bedeian, A. G., & Lindner, J. R. (1995). Management in Extension Columbus, Ohio: Ohio State University Extension.
Clayton, B. (2005). Recruitment procedures. Web.
Vareed, S. (n.d). what are the different sources of recruitment. 2010. Web.