Question

What is the strength and weakness of different approach to requirements and selection?

Answer 1

Managerial Involvement
A comprehensive selection and recruiting policy allows all of the departmental managers to get involved in developing the guidelines for selecting new candidates. Each departmental manager understands the current and future needs of their departments, and by getting involved in the recruiting process, the departmental managers can help create relevant job descriptions. Managers can also assist in determining experience and educational needs for each new position to make sure that appropriate candidates are recruited.

Company Growth
Proactive selection and recruitment involves understanding the intricacies of future personnel requirements, and then developing job listings that bring in candidates that the company will need for company growth. In conjunction with searching for qualified candidates to fill existing positions, the human resources group also needs to become familiar with company growth plans in order to determine what kinds of positions will be needed. This also includes international expansion, and the need to fill positions in new business ventures that the company has never needed before. All of this proactive work creates a stable foundation for supplying talent during the growth phases of the company.


Enticement from Competition
A constant disadvantage to the process of selection and recruiting is trying to keep up with the enticements being offered by industry competitors. Elements such as higher pay, more comprehensive health benefits and a strong retirement package become expensive. But if your company wants to be able to attract the best new talent, then it is necessary to keep up with the competition and try to exceed candidate's expectations.

Location, Location, Location
Location can be a disadvantage to a company in several ways. If the company chose its current location because of the availability of a reliable workforce under the old business model, then that workforce may no longer be relevant under a new business model. A blue collar workforce will not help a company fulfill white collar jobs such as computer engineering or customer service associates for an insurance company. Location can be a liability when the available workforce dries up due to a change in the local economy and the workforce moves to other areas to find work. These factors and more combine to make a company's location a liability when recruiting and selecting employment candidates.