JAHANGIRNAGAR UNIVERSITY

Assignment-4

Exercise and Case of Alcatel

Human Resource Planning and Policy

HRM:501

Submitted To:
Md. Alamgir Hossen
Assistant professor
Institute of Business Administration (IBA-JU), Jahangirnagar University

Submitted By:
Moushumi Priyangka
I.D# 2017 02 005
Program: WMBA
Institute of Business Administration (IBA-JU), Jahangirnagar University

Date of submission: 15.10.2020

Alcatel more focuses on internal recruiting through the Talent Network
techniques to meet their demand for labour, while they also use holistic
recruitment including different tools such as; newspaper ads, on-site career fairs,
and Web-based career sites, in an attempt to attract scarce skilled labour.

The following benefits and limitations are included to these techniques:

Benefits of Talent Network Approach
Save time recruiting: Talent networks enable to build a pool of interested
candidates so that when the organization has a position to fill – today, tomorrow
or even a year from now – you don’t always have to create a job ad, post it and
wait for applications to trickle in. The organization can go directly to the focused
talent network and source from there.
Save on recruiting costs: With a talent network, Alcatel can save money that
would normally go toward advertising and recruitment marketing because they
have already done the groundwork to get candidates interested in their
opportunities. And because they can get to work recruiting right away (as
mentioned above), they can save on costs associated with time-to-hire, such as
lost productivity.
Improve the candidate experience: Talent networks do not just benefit
companies, but candidates reap the benefits, too. Not only are they the first to
find out about new positions that are relevant to their skills and interests, they
also save time because the jobs come directly to them. Also, talent networks are
all about engaging candidates and keeping the lines of communication open,
creating a more personal experience that candidates rarely get from companies
today.
Get a better-quality hire: Candidates in talent network are individuals who are
truly interested in your company and excited about working there, so they're
engaged before they even start. They also take the time to learn about the
company, understand the culture and decide for themselves if they would be a
good fit.
Secure implementation of GDPR: With a talent network you are on the safe side,
often pools are built without consent. Let candidates directly agree to the privacy
criteria so you can stay in touch long term.
An easier way to stay in touch with candidates: Stay in contact with your
prospects through newsletters and emails and develop them into fans of your
employer brand. This method is an efficient way to learn more about your
prospects and maintain relationships with them.

Limitations of Talent Network Techniques:

May stagnate the company‘s culture: While internal recruitment does save a lot
of your time, energy and resources, it is not without drawbacks. It can rust the
company’s culture because when employees get too comfortable with the
processes and procedures, they are unable to spot operational inefficiencies and
struggle to innovate.
Increased training costs: Just because a current employee seems like a perfect fit
for a new role and has all the desired qualities, does not mean he/she won’t need
training. With external recruitment, you get a candidate with all the required
skills, experience and attributes that allow him to be productive immediately. But,
an in-house or referral recruit is not likely to take on all the responsibilities and
perform a role efficiently from day 1.
Limit pool of applicants: Your organization may be having several qualified
employees for certain positions, but they may not be a perfect match for an open
position. For instance, if a recently created role is fairly innovative and new for
your business, then your current employees may not be able to fulfil the
responsibilities of this role. For this role, you would need someone with new ideas
and skills.
May lead to workplace hostility: The Talent Network Approach offering cash
rewards as high as $8000 for individual employees who delivered top-notch new
recruits this will make a competition among employees. In fact, employee referral
and recruiting ex-employees can lead to workplace hostility.
Benefit of Holistic Recruitment Approach (using- newspaper ads, on-site career
fairs, and Web-based career sites):

 Traditional way of getting your message to a great number of candidates in

a given geographic and demographic area.
 Continues to be a viable option for very specific positions and requirements
and in many industries / geographies it is even top of the list.
 Lots to choose from.
 Broad exposure.
 Speed of posting and response.
 Lower cost.
 Longer-term posting.
 Unlimited space to provide detailed information.
 Can link to your Web site for detailed information about your company.
 Ability to pay to search for job candidates rather than posting your job.

Limitations of Holistic Recruitment Approach (using- newspaper ads, on-site

career fairs, and Web-based career sites):

 The huge number of job boards to choose from creates confusion and
frustration for job seekers and diminishes returns for employers.
 Time consuming – you will receive many resumés from unqualified people
and thus waste valuable resources at a time when they are leanest.
 Candidates who respond may be responding to multiple postings, so their
submissions are generalized rather than focused on your needs.
 Candidates may have been hired by someone else or have become jaded
through lack of response from past job-board submissions so may not
respond at all If you opt to search for candidates rather than posting your
 job, the search options are tied to keywords within resumés. But in reality,
the search options you enter often do not match the text of posted
resumés. So plenty of appropriate candidates may fall outside your radar.
 Resumés optimized for electronic searches may not be clear or specific
enough for lucid evaluation.
 Links may include information about candidates that is unprofessional,
excessively personal, or otherwise unnecessarily time-consuming. An easier
way to stay in touch with candidates.
 Stay in contact with your prospects through newsletters and emails and
develop them into fans of your employer brand. This method is an efficient
way to learn more about your prospects and maintain relationships with
them.

Competitors’ Reponses to these Actions: High-tech firms such as Nortel and

Lumenon use stock options, signing bonuses, profit sharing, free trips, and finder's
fees, among a wide variety of other incentives, and such media as mobile
billboards, club advertising, and recruiting booths at conferences and rock
concerts, to attract new recruits. Retention is encouraged by rewarding staff with
barbecues, "time-outs" at the go-cart track, cruises, white-water rafting
adventures, golf outings, beer festivals, and treats ranging from jackets and T-
shirts to hockey tickets and $10,000 cash incentives.
These responses may have the following impacts to Alcatel Telecommunications:
 The competitors may attract the skilled and talent employees that shorten
the supply of skilled labour for Alcatel.
 Offering different reward by the competitors may increase the demand of
the current and future employees.
 It might be difficult for Alcatel to retain their employer branding.
 May lead to raising of recruitment cost for adopting different policies.