Introduction
This paper is devoted to the analysis of the article “Strategies for Recruiting, Engaging and Retaining Members in a Community of Practice for Disability Employment: A Qualitative Content Analysis” by Bezyak et al. (2018). The primary goal of the authors is to discuss the role of HR specialists in the process of “enhancing the employment rate of people with disabilities” and to consider approaches to recruiting, engaging, and retaining such employees (Bezyak et al., 2018, p. 40). The work of the researchers deserves attention since the problem of the low level of employment among disabled people is the evidence of an inefficient recruiting policy. Moreover, the authors consider various barriers that stop the successful implementation of the approaches stated, which allows considering the issue comprehensively (Bezyak et al., 2018). Therefore, this article is valuable in terms of practical importance and can be an effective source of essential information in the process of developing an individual recruiting program.
Individual Approach to the Recruiting Program
In order to develop an individual recruiting program for the Loz-Arc Entertainment company successfully, it is possible to pay attention to the approaches used in the article. In particular, Bezyak et al. (2018) mention the online dissemination of information among potential stakeholders. According to the authors, “social media can be an effective strategy to recruit and encourage HR specialists” (Bezyak et al., 2018, p. 42). Also, a realistic messaging approach in recruiting candidates will be implemented. Potential employees of Loz-Arc Entertainment will be interviewed in accordance with the criteria necessary for successful work, and relevant conclusions will be made regarding the professional suitability of applicants.
Potential Challenges
If the Loz-Arc Entertainment company were a global conglomerate, potential challenges could arise. As Bezyak et al. (2018) remark, the merits of a relatively small community are that all HR professionals can have a stable opportunity to improve interpersonal skills through training. In a large corporation, it is not easy to achieve employees’ high competence because of constant staff turnover. The authors argue that HR professionals’ behavior largely depends on colleagues (Bezyak et al., 2018). Nevertheless, if an employee is competent, the opinion of other people is unlikely to be of great importance, and this argument seems controversial. At the same time, Bezyak et al. (2018) note that it is significant for HR staff to “broaden scope” and not to focus solely on one direction (p. 45). This statement is valuable since, even though Loz-Arc Entertainment has a rather narrow focus, HR professionals should be able to navigate not only in the theme of entertainment but also in other aspects of people’s lives.
Conclusion
The article in question has practical significance regarding the possibility of developing an individual recruiting program. The ideas presented can be used as a means of attracting and retaining professional HR specialists. Despite some ambiguous assumptions, the article is useful and may be utilized as a guide for enterprise development on a local scale but not in a global framework because of the limitations of approaches.
Reference
Bezyak, J. L., Umucu, E., Wu, J. R., Lee, B., Chen, X., Iwanaga, K.,… Chan, F. (2018). Strategies for recruiting, engaging and retaining members in a community of practice for disability employment: A qualitative content analysis. Journal of Rehabilitation, 84(2), 40-47.