Human Resource Management and Evolutionary Strategic Approach
e-Recruiting
Assignment 4
Chastity Byrd
Dr. Dana Richmond, MBA
Strayer University
May 26, 2012
1. Suggest how HR professionals can use online recruiting to more effectively support recruitment activities while reducing organizational costs. In order to effectively use online recruiting, the professionals must understand how the process works; this is done by providing a framework of understanding the antecedents and outcomes of recruitment (Gueutal & Stone, 2005). One way is to use the Rynes’s (1991) model. This model suggests that the applicants gather information about organizations to assess the types of rewards offered by the organization and determine whether or not they meet the requirements of the job (Gueutal et al, 2005). The Rynes’s model also recommends four key factors that affect an applicant’s magnetism to organizations that includes (a) recruiter characteristics, (b) source characteristics, (c) administrative policies and practices, (d) vacancy characteristics (Gueutal et al, 2005). Lastly, it shows that when applicants are attracted to organizations they are more likely to apply for jobs, accept job offers, and remain with the organization over time (Gueutal el al, 2005). In addition to the use of the Ryne’s model, according to the Human Resource Management Guide (HRM) the real strength and power of online recruitment, when used properly, lie in harnessing internet technology to not just attract candidates but to deal with them too. In this sense it is also about streamlining the recruitment process -so busy Human Resource (HR) departments can give a better recruitment service to their colleagues in finance, marketing, sales and manufacturing. Plus it frees up more of their time for more value-added tasks (www.hrmguide). Online recruiting does reduce organizational costs as well as it is quick and easy to do. HR professionals can posts job announcements in minutes from anywhere there is internet access and receive responses
Assignment 4
Chastity Byrd
Dr. Dana Richmond, MBA
Strayer University
May 26, 2012
1. Suggest how HR professionals can use online recruiting to more effectively support recruitment activities while reducing organizational costs. In order to effectively use online recruiting, the professionals must understand how the process works; this is done by providing a framework of understanding the antecedents and outcomes of recruitment (Gueutal & Stone, 2005). One way is to use the Rynes’s (1991) model. This model suggests that the applicants gather information about organizations to assess the types of rewards offered by the organization and determine whether or not they meet the requirements of the job (Gueutal et al, 2005). The Rynes’s model also recommends four key factors that affect an applicant’s magnetism to organizations that includes (a) recruiter characteristics, (b) source characteristics, (c) administrative policies and practices, (d) vacancy characteristics (Gueutal et al, 2005). Lastly, it shows that when applicants are attracted to organizations they are more likely to apply for jobs, accept job offers, and remain with the organization over time (Gueutal el al, 2005). In addition to the use of the Ryne’s model, according to the Human Resource Management Guide (HRM) the real strength and power of online recruitment, when used properly, lie in harnessing internet technology to not just attract candidates but to deal with them too. In this sense it is also about streamlining the recruitment process -so busy Human Resource (HR) departments can give a better recruitment service to their colleagues in finance, marketing, sales and manufacturing. Plus it frees up more of their time for more value-added tasks (www.hrmguide). Online recruiting does reduce organizational costs as well as it is quick and easy to do. HR professionals can posts job announcements in minutes from anywhere there is internet access and receive responses
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