Kimberly and Dana are asked to visit the corporate headquarters to meet with the company’s Vice President for HR, Kathleen Bandy, and the staffing director, Matt Hayes.
“CapraTek needs new IT programs and products, and we need new people to develop them. Kimberly, your team will be responsible for recruiting 20 new employees. The programs will require employees from several different disciplines within IT.” Matt added. “I realize that this will add to your team’s workload, but it will be for the good of the company.”
Kimberly believes the team can handle this task, but realizes it may slow down some other aspects of her work. After they get back to their office, Kimberly and Dana talk.
“Dana, how can we organize our priorities to support the new major responsibilities we have been given? I have some ideas, but we will have to move some areas to a lower priority.”
“It is best if we think this through and come up with a plan before we make any changes. I have had to deal with competing priorities when I ran a retail store. I have some ideas about how to manage the challenge.”
This week, Kimberly and Dana begin assessing their current strategies for recruiting, retaining, and managing talent. You will help them tweak the strategies that are working so that they work better, and you will help them come up with new strategies as well.
Not long ago, while attending their local SHRM chapter meeting, Kimberly and Dana heard several of the other members share the challenges they were facing in sourcing information technology professionals. They were hoping to get someone to speak to the chapter about the challenges and best practices for recruiting employees in high tech. Kimberly and Dana decided to jump into this project, working on it most afternoons of the week if the pace of their regular work allows. Since they are also working on the strategy for recruiting, talent management, and employee retention, they plan to hire a temporary employee who is retired but wants to come back to help for a few months. Things are really picking up, and the team can see how their important work can directly influence the future of the organization.
Resources
To help Kimberly and Dana as they work to recruit the IT professionals needed for the new research and development branch, use the following resources to explore options:
Social Media in Recruiting
Koch, T., Gerber, C., & de Klerk, J.,J. (2018). The impact of social media on recruitment: Are you LinkedIn? SA Journal of Human Resource Management, 16, 1–14.
O’Connor, J. (2019, 03). Recruiting strategies for social media. Talent Acquisition Excellence Essentials, 1–2.
Internet Recruiting
Leong, C. (2018). Technology & recruiting 101: How it works and where it’s going. Strategic HR Review, 17(1), 50–52.
Online Applicant Assessment
Kulkarni, S. B., & Che, X. (2019). Intelligent software tools for recruiting. Journal of International Technology and Information Management, 28(2), 2–16.
Dane’s Challenge: How HR Professionals Guide Supervisors in the Recruiting and Selection Process
Introduction
Dane is a Data Scientist working in the CapraTek research and development (R&D) division. Dane has three new team leaders who will have four new teammates each. Two of the new team leaders are being supportive and cooperative in the process of developing a job announcement that Kimberly and Dana need to go forward in the recruiting process. One teammate is not. Calvin has prepared extensive, detailed work competencies that are very difficult for fellow IT peers to understand, and even harder for the HR staff to understand. Calvin said that these materials are essential for a successful set of hires. Dane is the supervisor, and he does not understand the material. Calvin works very hard and is currently doing the work of multiple employees.
HR Consultation
In Dane’s Challenge: Part 1, consider how Dane consults with our HR professionals, Kimberly and Dana, on how to respond to the situation with Calvin and the list of work competencies that are so unique, even he does not understand the level of technical detail.
Create a short summary of how to best use social media in recruiting, internet recruiting, and online applicant assessment to recruit applicants for the new department in the new research and development branch. You can use the materials provided and also use other peer-reviewed or trade publication sources.
Requirements: 250
Answer preview
With numerous businesses in every sector, the corporate world is growing. To stay ahead of the competition, one must first identify the top rivals and their undertaking in recruiting. The opponents may be publishing more exciting and relevant material on social media than the firm is or that their workers are better engaged in the recruiting process (Kulkarni & Che, 2019). If rivals are ahead of the competition, the business must strive to close the gap. If they are using social media tools one is not acquainted with; it is good to learn about them (Leong, 2018). It is also crucial to be aware of any holes in their tactics that may be exploited. For example, maybe the greatest rival’s social media presence is inconsistent (Koch, Gerber & De Klerk, 2018). If this is the situation, one should double up on their approach by regularly providing high-quality material and interacting with the audience whenever feasible. This will guarantee that the company hires the finest personnel available. Social media is an effective recruitment tool
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