Recruitment Process-Free-Samples for Students-Myassignmenthelp

Questions: 1. Review at least two Recruitment Strategies (e.g. external recruitment consultant, LinkedIn, Facebook) and discuss the advantages and disadvantages of each. 2. Provide additional Comments on the Privacy Issues relating to the Methods chosen above. Answers: 1.In todays world two major types of recruitment process can be seen Traditional external consultancy Social media recruitment ( Facebook, Linkedin, and other websites) The merits and demerits of these recruitment processes are discussed below. External consultancy Merits In this process, competition between three applicants is much higher. Consultancies find innovative ideas to test applicants as they invest more time. Demerits The process of recruiting through external consultancy is often time consuming, as initially a company upload an advertisement for vacancy and hen the consultancy firms gather the required information and publish another advertisement for applicants. The whole process is pretty much time consuming. Cost is another issue in this process, as the companies and the applicants both need to pay the consultancy and the consultancies play the role of a broker to be exact. Social media Merits Social media and other websites provide a bigger space for people to post about their achievements and important assignments they completed, to attract attention of the recruiters (Kluemper 2013). HR Managers can look into the profiles of the people and see their backgrounds and their mindsets viewing their posts because the Curriculum Vitae provide a small window for the recruiters to judge a person. Demerits Nowadays social media sites often get hacked for several reasons, so the posts on which recruiters depend; there is a chance that they might go through a fake post. If a manager only depends on the social media to recruit worker, people who do not have accounts in social media, they lag behind. 2.Recruitment via social media sites bring in problems like privacy issues, where the details of a person can be revealed and this can potentially harm a person (Mello 2012). The recruiters and the governing bodies of these sites should stress upon the privacy policies to ensure the security of the people. On the other hand, recruitment through External consultancy firms does not cause such issues. References Kluemper, D.H., 2013. Social network screening: pitfalls, possibilities, and parallels in employment selection. InSocial media in human resources management(pp. 1-21). Emerald Group Publishing Limited. Mello, J.A., 2012. Social media, employee privacy and concerted activity: Brave new world or big brother?.Labor Law Journal,63(3), p.165.