My discussion: List at least three jobs and research the organizations' recruiting  practices. The jobs could be positions you have held or of those you  want to hold. In your post, address the following questions: How were you recruited for each position (or how is the typical employee recruited)? From the organization’s perspective, what are the pros and cons of recruiting through these methods? Your initial post should include at least two outside sources to support  your response. Respond to at least two of classmates' posts.  REPLY TO EDWARDS DISCUSSION: In today’s fast paced digital world, a lot of jobs recruit candidates  through talent networks. “The growth of LinkedIn, Twitter, Facebook  Glassdoor, Indeed, and a variety of other tools available to promote  your employment brand have now evolved from a model of "candidate  relationship management" to a model of “talent network” from which to  recruit” (Bersin, 2013, para. 2). I applied for my current job and  previous other jobs in the past through Indeed, which is a popular site  to look for jobs and post them as well. I was able to create an account,  upload my resume and skills as well as my cover letter and apply for  jobs with the click of a button. After submitting my resume, I received  an email with a direct link to the company website where I created a  candidate profile. Once I created a profile, I took an assessment about customer service  skills and a typing test as well. The job was for world travel  holdings, which is a travel agency and they had open recruiting. The  main advantage to open recruiting is “that everyone has the opportunity  to apply, it does enable generation of a diverse pool of applicants, and  it is very useful in situations where large numbers of applicants must  be hired” (Youssef-Morgan & Stark, 2014, p. 5.3). All you had to  have was 2 years of customer service and be able to pass the simple  assessment and typing test that was given. Since this was a call center  job, open recruiting was a high advantage because the company had to  hire a couple of hundred people to start training within a couple of  weeks. However, with this type of recruitment, everybody was put in the same  tier level even if candidates had a significant amount of experience in  comparison to the other applicants. This means that a new hire with 7  years of experience will get equivalent pay to an individual who has  only the minimum experience required. The advantage to recruiting using a  talent network is that a company can recruit applicants fast, the  disadvantage is that they can get overwhelmed with too many applicants. References Bersin, J. (2013, Jul. 4). The 9 hottest trends in corporate recruiting . Retrieved from https://www.forbes.com/sites/joshbersin/2013/07/04/the-9-hottest-trends-in-corporate-recruiting/#90ab2b5492b0 Youssef-Morgan, C. M., & Stark. E. (2014). Strategic human resource management: Concepts, controversies, and evidence-based app ...

1. My discussion:
List at least three jobs and research the organizations' recruiting
practices. The jobs could be positions you have held or of those
you want to hold. In your post, address the following questions:
How were you recruited for each position (or how is the typical
employee recruited)?
From the organization’s perspective, what are the pros and cons
of recruiting through these methods?
Your initial post should include at least two outside sources to
support your response. Respond to at least two of classmates'
posts.
REPLY TO EDWARDS DISCUSSION:
In today’s fast paced digital world, a lot of jobs recruit
candidates through talent networks. “The growth of LinkedIn,
Twitter, Facebook Glassdoor, Indeed, and a variety of other
tools available to promote your employment brand have now
evolved from a model of "candidate relationship management"
to a model of “talent network” from which to recruit” (Bersin,
2013, para. 2). I applied for my current job and previous other
jobs in the past through Indeed, which is a popular site to look
for jobs and post them as well. I was able to create an account,

2. upload my resume and skills as well as my cover letter and
apply for jobs with the click of a button. After submitting my
resume, I received an email with a direct link to the company
website where I created a candidate profile.
Once I created a profile, I took an assessment about customer
service skills and a typing test as well. The job was for world
travel holdings, which is a travel agency and they had open
recruiting. The main advantage to open recruiting is “that
everyone has the opportunity to apply, it does enable
generation of a diverse pool of applicants, and it is very useful
in situations where large numbers of applicants must be hired”
(Youssef-Morgan & Stark, 2014, p. 5.3). All you had to have
was 2 years of customer service and be able to pass the simple
assessment and typing test that was given. Since this was a call
center job, open recruiting was a high advantage because the
company had to hire a couple of hundred people to start
training within a couple of weeks.
However, with this type of recruitment, everybody was put in
the same tier level even if candidates had a significant amount
of experience in comparison to the other applicants. This means
that a new hire with 7 years of experience will get equivalent
pay to an individual who has only the minimum experience
required. The advantage to recruiting using a talent network is
that a company can recruit applicants fast, the disadvantage is
that they can get overwhelmed with too many applicants.
References
Bersin, J. (2013, Jul. 4).
The 9 hottest trends in corporate recruiting
. Retrieved from
https://www.forbes.com/sites/joshbersin/2013/07/04/the-9-
hottest-trends-in-corporate-recruiting/#90ab2b5492b0

3. Youssef-Morgan, C. M., & Stark. E. (2014).
Strategic human resource management: Concepts, controversies,
and evidence-based applications
. Retrieved from
https://content.ashford.edu/books/AUOMM618.14.2/sections/se
c1.5?search=development#w8025 (Links to an external site.)
REPLY TO MARGEURITES DISCUSSION:
For a business to succeed hiring qualified candidates is
necessary. Companies must first recruit quality candidates.
Finding the right candidates may be very difficult. Several
factors make the recruiting process very hard, such as
recessions and the flow of the economy may make the
recruiting process more strenuous for some employers. When
human resources decide to recruit individuals for a specific
position their primary focus is who to target during
recruitment, what information the departments want to deliver
to qualified candidates and how to place the right individuals
for these available positions. If recruiters do not perform the
recruitment process correctly, the company may end up with
individuals not open-minded enough accept diversity in the
business, inexperienced individuals, or individuals who may
reject company advancement opportunities. An imperfectly
structured hiring process may overlook highly qualified
candidates- including competitor employees- because these
individuals are unaware that these positions are open and
available. (Breaugh, 2010)
How were you recruited for each position (or how is the typical

4. employee recruited)?
For 18 years of my job hunting life, I have always looked for a
job and still looking for a real job. When I say "real" job I
mean the job that need long-term individuals and care about if I
succeed with their business. I have not ever found positions
like that. Every position I ever had was always temporary and
not the company as a whole, but the individuals who worked
for the company could not care less if I stayed or went.
However, every position I ever got their hiring process differed
from the next. Company one, their hiring process was
outsourced to other companies, and I think those companies
may or may not get a finder fee for each person hired.
Company two, I just walked in their establishment, asked if
they were hiring and the individual at the front desk kindly told
me "yes" and handed me an application form to fill out.
Company three, their recruiting was by telephone and if the
human resource were interested in the candidate's responses
from automated voice prompt they called the individual for an
interview.
From the organization’s perspective, what are the pros and cons
of recruiting through these methods?
It is necessary for an organization to carefully design a
recruitment system that assists at finding gaps in the hiring
literature and produce new analysis such as which recruitment
directions are beneficial in the hiring procedures, and
improving those unacceptable results across and within levels
of the recruitment process is the primary source of having a
competitive advantage. (Phillips & Gully, 2015) The pros for
"company one" is that outsourcing to other companies may give

5. you a wide variety of individuals human resource is looking for
and many qualified candidates for the business. The cons for
"company one" is that these outsourcing companies may make
the recruitment process monetary and send any and everyone
regardless of experience for a paycheck causing delays in the
recruitment process. The pros for "company two" let candidates
make the initiative to come and fill out an application if they
think they are qualified to do the job. The con for "company
two" did not give a full, specific description of what the
candidate would do once they got the job and that may cause
conflict among tenured and newly hired staff. The pros for
"company three" is that telephone method made it convenient
for possible candidates to call, answer the voice prompts about
what the position requirements were and if the candidate
thought they qualified to respond yes to all the voice prompts. I
did not find any cons in "company three's" recruitment
process.
References:
Breaugh, James A. (2010). Recruiting and Attracting Talent: A
Guide to Understanding and Managing the Recruitment Process
Retrieved from:
https://www.shrm.org/hr-today/trends-and-forecasting/special-
reports-and-expert-views/Documents/Recruiting-Attracting-
Talent.pdf (Links to an external site.)Links to an external site.
Phillips , J. M., Gully, S. M. (2015). Multilevel and Strategic
Recruiting: Where Have We Been, Where Can We Go From
Here?
Retrieved from:
http://citeseerx.ist.psu.edu/viewdoc/downloaddoi=10.1.1.868.77
42&rep=rep1&type=pdf (Links to an external site.)