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Unit Three: Success or Failure of Talented Recruitments in Workforce By: Katherine Moore Kaplan University GB540: Measurement and

Decision Making Professor: Dr. Fahlino Sjuib August 13, 2012

The achievements or failures of an organization are often characterized by their capability to attract the most gifted people in their workplace. In order to magnetize this particular

type of staff, the personnel department must have a recruitment strategy in place. Recruitment is defined as the method of identifying and hiring the candidates that are best-qualified either from within the organization or outside the organization for a vacant position. This process must be done in a time proficient and cost effective approach. There are several stages that the recruitment process must detail, such as, verifying the vacancy, writing job specification, locating candidates, the selection process through interviews, testing and then offering the position to the competent candidate. (Sangeetha, 2010). The definition of competitive advantage is the dominance that the organization will gain when it can offer the same rate as their competitors at a lower cost or offer a better package than the competitors through the differentiation of their merit. When a company can match the core competencies to the opportunities of their competitors then they have the competitive edge. (Sangeetha, 2010). An organization that can execute a well-organized recruitment development will be victorious in obtaining the competitive edge in the marketplace, advance their return on investments and attain their ultimate economic balance. The approach that is most favorable is maintained through the staffing of trained candidates to their workforce association. (Sangeetha, 2010).

References: Pimentel, D. (2011-12). To Find and To Keep. Retrieved from ZQ%3d%3d#db=bth&AN=69984597 Sangeetha, K. (2010). Effective Recruitment: A Framework. Retrieved from