What could go wrong if a firm only sources recruits using one method?
1) What could go wrong if a firm only sources recruits using one method?
2) How might a company’s preferred recruiting sources differ when it is looking for local managers versus doing a national search for managerial talent?
Reply to at least two of your classmates. Be constructive and professional in your responses.
1 response to question – 175 words
2 responses to classmates- 125 words EACH
** CLASSMATE POSTS ARE ATTACHED**
Jamie Wrote:
What would go wrong if a firm only sources recruits using one method?
Firms using only one method of sources to recruit can lead to firms not potentially finding the right candidates for the open positions needing to filled. “Sourcing is done to identify and locate high-potential people who will later be recruited by the firm” (Phillips & Gully, 2015). Also if a firm used only one method of sourcing, there’s no heavy flow of candidates with the best qualifications to apply for the job. Firm’s like the competitiveness of having multiple candidates interested in their company. Being able to compare a group of resumes can also allow employers to see who has potential to move on in the application process (I.e. interview process).
How might a company’s preferred recruiting sources differs when it is looking for local managers versus doing a national search for managerial talent?
Any company preferring to use certain recruiting sources when it comes to managerial, is doing so because of the role, the qualifications and requirements. Using a specific date base can narrow down candidates with the best resumes, candidates that are either in a managerial role currently or have had experience within this role.
1) What could go wrong if a firm only sources recruits using one method?
Depending on the size of your company and the job you are looking for will depend on your sourcing strategy. If the company is real small, below 25 people, maybe using one method is OK (barely). For the most part, a company would need to use multiple sourcing strategies in order to fill their position. The bad thing about only using one source method is that you may not get the quantity or quality you are looking for. You would limit yourself to finding the best candidate. The pool may be small or the tools the source have may not be enough to help you pull the right type of candidates. If you need to source quickly, then this may be ok but depending on the company’s goals, the staffing goals and talent needed, then the “importance of different staffing goals influenced the prioritization of different recruiting sources,” which is give you the best options to filling your position (Phillips and Gully, Strategic Staffing, 2015, pg. 162). In some cases if you know the audience you are trying to attract and know where to look for them and that you will get a good pool of candidates from it, then maybe it will work. But most of the time recruiters want a high-volume of applicants to apply and they can weed out the ones that has more quality. Time may also be a factor. By using one method, may take a longer time to find the right candidate due to limitations.
2) How might a company’s preferred recruiting sources differ when it is looking for local managers versus doing a national search for managerial talent?
Again, this is based on the type of company one may have. If the company is nationwide or on a global base, then doing a national search might be preferred because you may want someone that knows the pros and cons, laws, etc. of different locations. However, if you are on a smaller scale or only local, then hiring a local candidate would be preferred. Just depends on what the goal of the position is. There are different factors to consider such as cultural awareness or geographic targeting.
Phillips, J., & Gully, S. (2015). Strategic staffing. (3rd ed.). Upper Saddle River, NJ: Pearson.
