To: General Recruitment and Retention Specialist
Subject: Additional Recruitment Sources for Recruitment and Retention Specialist
It is to inform you that current, the company is carrying out the recruiting process for the post of the Recruitment and Retention Specialist. For that purpose, we are considering different recruitment sources for posting the requirement. This might help in getting the best talent for the job role. The first and foremost alternative is the online job portals and the other is posting job recruitment messages over different social media platforms, such as LinkedIn, Facebook pages, etc. The decisions have been made after critically analyzing all the options available.
The reason for choosing online job portals is that it minimizes the time-to-hire. The reach of these sources are high and we can post our requirement 24x7 and can attract experienced and talented aspirants from different regions. Another positive side of the online job portal is that posting remains active for a minimum time period of 30 days which is far better than posting in the newspaper classified where the posting is valid only for a day or two (Antoun, et.al, 2016). The filtering of the CVs is faster and it is a better source of hiring for the HR Recruitment and Retention Specialists and help in managing the workflow. Another benefit of this recruitment source is that it is cost-effective in comparison to any traditional source of hiring. Talking about the social media platform like LinkedIn, it can help our organization to overcome geographical barriers as it has a wider reach for aspirants. In addition to this, it provides a great branding opportunity for us. Hope we could get the best out of these two recruitment sources.
The resume screening criteria are the most challenging and time-consuming process for the HR Recruitment and Retention Specialist. Based on the experience, it can be said that 75% to 88% of the total candidates are not suitable for the post of Recruitment and Retention Specialist. The shortlisting criteria comprise work experience, education, knowledge, competencies, and skills. In addition to this, personality traits will also be noticed for screening purposes. For the best choices, the resume screening scorecard will be prepared that comprises minimum and preferred qualification. This would help in easily ranking each aspirant based on their knowledge and qualification and later as a part of the screening criteria. One thing to note here is that a good resume screening technology can also be used in case the number of job applicants is high.
Masters in HR, Marketing, or Human Services Field.
2-3 year of the experience in Marketing & Sales or HR management.
Previous Job Role
Supervision of at least 5 employees, managing the marketing operations associated with the company.
Long hours walking, standing, and talking with clients, Top-notch Communication skills, technical skills, analytical skills and knowledge of Statistics
Certificates, registration, training desired
Knowledge of Employer Stipend Programs, Work Health and Safety Laws, Employment Laws, Contract making skills, SIR, CPR, Fire, and Safety, and diploma or foundation course in Labour law and workplace ethics.
Top-notch negotiation skills, vocational skills, a good understanding of the labor market information. Effective crisis intervention skills, Problem-solving, and customer management must be able to work in extreme conditions, such as peak period and late night shifts.
It is quite understood that individual differs in many aspects, such as job-related skills and abilities. In order to get the right person on the board for the post of a Recruitment and Retention Specialist, it is quintessential to measure the skills and abilities by making use of thorough selection tests. A selection test is a device that discloses the information about candidates that is not present in the application or resume of the candidates (Patterson, et.al, 2014). The purpose of this test is to measure certain aptitudes, abilities, and skills that provide objective information about the candidates that can be expected from him to perform. The rationale for using the selection test. The first and foremost is that the company can be able to predict the future performance of the candidate (Sulastri, et.al, 2015). In addition to this, this helps the organization to standardize the recruitment process, eliminate the chances of any biasedness in the selection process. The measure the aptitude skills in order to predict the normal problem-solving skills of the aspirants. This is some sort of psychological test that measures the potential of the candidate.
For the post of Recruitment and Retention Specialist, there are some quintessential skills needed in the candidate. The first and foremost skills are the verbal and communication skills to handle different customers belonging to different linguistic background. In addition to this, there is a strong need for problem-solving to tackle a different complex situation. There should be a great need of achievement test that aims at exploring the practical knowledge and theoretical (Tavitiyaman, et.al, 2014).
For this case, there are three important tests will be conducted. These are an intelligence test, situational tests, and personality tests. The significance of intelligence is that the organization can be able to determine the reasoning, numerical, verbal, and memory capacity of the candidate. This would standardize the hiring process and increase the validity and reliability of the hiring process. In case of any legal questioning or compromises, the organization can be able to reduce the consequences associated with the process. The company would be able to check the training needs within the company. Aptitude test can assist the company to determine and design the training program of the recruitment and retention specialist. In addition to this, the candidate will be required to give a situational analysis to test his/her situational abilities and problem-solving abilities. The candidate will be given a situation that might be about handling the angry clients and how to manage the peak season emergencies. All these can be of great help for the organization as they can test the abilities of the candidate to handle different scenarios that take place very often in the organization. The last test is related to the personality and qualities of the candidate. The main purpose of this test is to determine the competencies of the candidates. The Recruitment and Retention Specialist is required to have top-notch knowledge about forming a long-lasting relationship with the clients, employees, and other stakeholders. This would directly affect client satisfaction and ultimately adds value to the bottom line of Operation Springboard.This test also checks the reliability of the Recruitment and Retention Specialists along with his self-confidence that are two critical most sought-after characteristics of any Recruitment and Retention Specialist.
It is important to consider the job roles of the Recruitment and Retention Specialist while determining the key competencies within a Recruitment and Retention Specialist. The recruitment service industry is rapidly changing and so the Recruitment and Retention Specialists are required to keep work on their competencies. It is a fact that some qualities are inbuilt with them (Bharwani& Talib, 2017). However, some qualities are developed in different phases based on the need of the candidate. The job of the Recruitment and Retention Specialist is characterized by long working hours, tight and busy schedule, emergencies, and constant interaction with the customers, suppliers,employer engagement, coaching and retention, job matching, managing and developing stipend contracts, marketing, and investor management. In addition to this, he/she is required to answer the general Recruitment and Retention Specialist of the company regarding the updates of each aspect of the company’s working (Marion, et.al, 2014). Hence, there are some basic competencies that are required in the Recruitment and Retention Specialist. These are:-
Competency: The competencies that are to be tested are empathy and coaching
Competency: The competencies to be tested are planning and Client Focus
Antoun, C., Zhang, C., Conrad, F. G., & Schober, M. F. (2016). Comparisons of online recruitment strategies for convenience samples: Craigslist, Google AdWords, Facebook, and Amazon Mechanical Turk. Field Methods, 28(3), 231-246.
Bharwani, S., & Talib, P. (2017). Competencies of hotel general Recruitment and Retention Specialists: a conceptual framework. International Journal of Contemporary Hospitality Management, 29(1), 393-418.
Marion Jr, J. W., Richardson, T. M., & Earnhardt, M. P. (2014). Project Recruitment and Retention Specialist insights: An analysis of career progression. Organizational Project Management, 1(1), 53.
Patterson, F., Ashworth, V., Zibarras, L., Coan, P., Kerrin, M., & O’neill, P. (2012). Evaluations of situational judgment tests to assess non‐academic attributes in selection. Medical education, 46(9), 850-868.
Quinn, R. E., Bright, D., Faerman, S. R., Thompson, M. P., & McGrath, M. R. (2014). Becoming a master Recruitment and Retention Specialist: A competing values approach. John Wiley & Sons.
Sulastri, A., Handoko, M., & Janssens, J. M. A. M. (2015). Grade point average and biographical data in personal resumes: predictors of finding employment. International Journal of Adolescence and Youth, 20(3), 306-316.
Tavitiyaman, P., Weerakit, N., & Ryan, B. (2014). Leadership competencies for hotel general Recruitment and Retention Specialists: The differences in age, education, and hotel characteristics. International Journal of Hospitality & Tourism Administration, 15(2), 191-216.
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