Scenario: Kforce, Inc. is a top professional staffing agency. They have been selected to assist the Mayo Clinic in hiring a system-wide CIO (chief information officer) due to the difficulty the human resources division has had trying to fill this job. There is a purpose for using outside agencies, such as employment agencies, search firms, and other third party recruiters. These helpers assist the company, for a fee, to find enough special candidates to select the right new hire typically for a hard-to-fill opening or high-level opening. Using an agency is outsourcing some of the staffing process. As such, the human resources person or a top manager works closely with the agency to provide the search consultant with all needed information about the job opening so that the headhunter can conduct a concise search and deliver the most qualified and interested people to be considered. After reading this case study, conduct independent research to help support your paper. Describe the benefits of the external recruitment process from both the employer side and the search consultant side. Then in a 2 - 3 page paper address the following: Provide an overview of the search firm function - BOLD HEADER Identify the 3 key issues involved in performing this type of search BOLD HEADER Explain how headhunting works. Describe the difference between retained search and contingency search; which would be best for this case opening? How will the headhunter find applicants? What will the headhunter do to convince the applicants they are perfect for the job to get their interest in being considered? Your conclusion on the value of headhunting - BOLD HEADER Be sure to use APA style with at least two sources cited ADDTITIONAL SUPPORTING INFO: Module 03 - Sourcing and Staffing Plans An old saying in marketing: "Half of my advertising is wasted. The problem is I don't know which half." This describes the recruiter's challenge when trying to attract active and passive job seekers, and still be timely and cost-effective. Sourcing is like finding the best fishing spots. Internal recruiters focus first on active job seekers when charged with a position to fill, such as employees who may want to change jobs and applicants who are on file. They will use job postings, employee referrals, job fairs, schools, search consultants (for hard-to-fill jobs), walk-ins and want ads. Search consultants, also known as "headhunters" , research, target, and contact passive job seekers. They want to "sell" happy employees at companies and convince them to consider exploring new career options at another company. They use personal relationships, industry contacts, blind ads, resumes posted on job boards, cold calling, and professional association membership sites and rosters. Sourcing is a "find and convert" game. Ideally, enough applicants are found so as to have a choice in the selection process. A recruiter must learn immigration laws. Applicants from outside the US will apply f.

1. Scenario:
Kforce, Inc. is a top professional staffing agency. They have
been selected to assist the Mayo Clinic in hiring a system-wide
CIO (chief information officer) due to the difficulty the human
resources division has had trying to fill this job.
There is a purpose for using outside agencies, such as
employment agencies, search firms, and other third party
recruiters. These helpers assist the company, for a fee, to find
enough special candidates to select the right new hire typically
for a hard-to-fill opening or high-level opening. Using an
agency is outsourcing some of the staffing process. As such, the
human resources person or a top manager works closely with the
agency to provide the search consultant with all needed
information about the job opening so that the headhunter can
conduct a concise search and deliver the most qualified and
interested people to be considered.
After reading this case study, conduct independent research to
help support your paper. Describe the benefits of the external
recruitment process from both the employer side and the search
consultant side. Then in a 2 - 3 page paper address the
following:
Provide an overview of the search firm function - BOLD
HEADER
Identify the 3 key issues involved in performing this type of
search BOLD HEADER
Explain how headhunting works.
Describe the difference between retained search and
contingency search; which would be best for this case opening?
How will the headhunter find applicants?
What will the headhunter do to convince the applicants they are
perfect for the job to get their interest in being considered?
Your conclusion on the value of headhunting - BOLD HEADER
Be sure to use APA style with at least two sources cited
ADDTITIONAL SUPPORTING INFO:

2. Module 03 - Sourcing and Staffing Plans
An old saying in marketing: "Half of my advertising is wasted.
The problem is I don't know which half." This describes the
recruiter's challenge when trying to attract active and passive
job seekers, and still be timely and cost-effective.
Sourcing
is like finding the best fishing spots. Internal recruiters focus
first on active job seekers when charged with a position to fill,
such as employees who may want to change jobs and applicants
who are on file. They will use job postings, employee referrals,
job fairs, schools, search consultants (for hard-to-fill jobs),
walk-ins and want ads. Search consultants, also known as
"headhunters"
, research, target, and contact passive job seekers. They want to
"sell" happy employees at companies and convince them to
consider exploring new career options at another company.
They use personal relationships, industry contacts, blind ads,
resumes posted on job boards, cold calling, and professional
association membership sites and rosters. Sourcing is a "find
and convert" game. Ideally, enough applicants are found so as
to have a choice in the selection process.
A recruiter must learn
immigration
laws. Applicants from outside the US will apply for jobs and
may be desirable candidates. Or the company may actively seek
applicants from abroad for specialized positions. Concerns: can
they obtain a work visa, can accurate background information
be obtained to verify their qualifications, is their education
comparable to that required on the job description, do they
speak English, how soon could they start? Employers who hire
non-US citizens have to play an active role with helping the
foreign worker obtain a work authorization. Also, the recruiter
generally assists with recommending housing, explaining
transportation, and aids with onboarding and cultural
assimilation. This complicates and extends the recruit-to-hire
process.

3. Most large companies create a proactive sourcing plan. Smaller
companies are more reactive in this arena.
When creating a sourcing plan, a firm should do the following:
Profile desirable employees
Analyze the effectiveness of different recruiting sources on an
ongoing basis to know which ones to use for various openings
Utilize different recruiting sources based on the firm's staffing
goals and employee profiles, within the confines of the
recruiting budget and employment laws
Reference:
Phillips, J. M., Gully, S. M. (03/2014).
Strategic Staffing, 3rd Edition
. [Bookshelf Ambassadored]. Retrieved from
https://ambassadored.vitalsource.com/#/books/9781323123300/
Strategic Staffing
; Chapters 5 - 6
Talent Sourcing
Solution
s in Today's Fragmented Media Reality
Recruiting for a Multinational Enterprise in China
Colley, L., & Price, R. (2010).
Where Have All The Workers Gone? Exploring Public Sector
Workforce Planning
.

4. Australian Journal Of Public Administration
,
69
(2), 202-213. doi:10.1111/j.1467-8500.2010.00676.