Article Abstract:
Many companies are discovering that recruitment of employees has become quite a daunting task. Conventional staffing sources that were once effective in luring the best hires are now becoming obsolete in the new business environment. Three companies are addressing this challenge through creative staffing approaches. For instance, Netscape is hiring individuals they are not supposed to employ at all. It has standing offers to hackers who entered its system and discovered a software implementation error. Max Daetwyler Corp., on the other hand, has another approach. After discovering that machinists are in short supply, it simply partnered with two other firms and conducted apprenticeship workshops for students near its location to develop the necessary skilled labor it needs. Finally, the Opryland Hotel looked in a distant place, Puerto Rico to be exact, for employees it needs for its expansion effort.
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Article Abstract:
More and more companies are abandoning conventional resume-sorting and resume-storing approaches in favor of automated systems to make the recruitment and hiring processes more efficient. These companies either directly store the resumes from the source such as fax or e-mail, or scan the documents into the system with the help of a sophisticated optical scanner. The result is a prioritized list of candidates for each job opening, with applicants ranked according to qualifications indicated in the search. Companies using this technology report time savings, more efficient recruitment process and ability to forego the use of file cabinets. Nevertheless, automated resume-sorting and resume-storing methods are not applicable to every company. Human resources professionals should first determine if their companies should use it before deciding to invest.
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Article Abstract:
Human resources professionals in international corporations should recruit people who possess the skills needed in functioning well in a global environment. This way, the company is able to develop a global workforce where employees support the global philosophy of the company, have expatriation potential and can drive the business into the next century. Recruiters should look for a particular level of global awareness among applicants. This means that applicants with international experience and foreign language proficiency are good materials for a global workplace. Recruitment advertisements should not focus on the technical aspect of the job. Instead, behavioral traits needed for the job should also be emphasized. Recruiting from colleges specializing in international education is another good idea.
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