Recruit

ment
STUDENT: Nolazco Huerta Yasser Osama

Strategi
CYCLE: Advanced 6
es
TEACHER: Alejo Perez Vladimir

HUARAZ

2020
 INTRODUCTION

In the business world, recruiting is the key to obtaining an advantage over our
competitors by obtaining the best human capital for companies, but the
recruitment process becomes repetitive because it begins by announcing a job,
receiving applications, shortlisting candidates, organizing interviews and
employing people; said recruitment process leads to subcontracting, consulting,
referrals, recruitment in the external labor field or selecting a possible internal
employee to change position or role, but this may vary since there are currently
various strategies to recruit staff.
The purpose of this work is to collect the different recruitment strategies that will
facilitate and help companies to recruit better staff.
 Recruitment Strategies

Strategy build your Brand

If you want to build your brand, you must show an organization with a good
reputation as an employer in different areas, such as job security, with good
remuneration, that relates to its employees by giving them job opportunities that
are challenging and giving them opportunities to Growth within the company will
increase the likelihood of attracting recruits.

Internal and external recruitment strategies

Internal recruiting consists of hiring from within organizations by identifying
internal job candidates through performance reviews, job postings, or manager
recommendations.
Internal recruitment strategies such as promotion from within, lateral transfers,
etc.
External strategies include traditional methods such as advertisements in
newspapers or trade magazines, the use of employment agencies, internships,
and / or hiring graduates directly from universities.
There are various methods that are used to recruit potential external
employees, some more conventional than others, the most common are to use
specialized newspapers or magazines, but some companies opt for
"Recruitment Agencies" which are specialized groups of professionals who
perform recruitment tasks. Recruitment agencies generally provide extensive
consulting and advisory services to the organization.

Word of mouth strategies

This strategy has better results than conventional methods such as
advertisements in newspapers and advertisements in specialized magazines
since the company offers a bonus to the employee who recruits a friend or an
employee of a local company, if the recruited performs in the position the bonus
is given to the employee who recruited him.
The biggest advantage of this type of recruitment strategy has been the quality
of recruits provided, as it is unlikely that most employees will recommend
friends or staff they consider inappropriate or someone who would not "fit" with
the culture of the organization thus saving us time and money.
Strategy using social media professionally

Traditional recruitment methods follow the pattern of job advertising, receiving

applications, screening candidates, organizing interviews, and hiring people.
This recruitment process will lead to different processes such as outsourcing,
consulting, referrals, campus recruitment or selecting a potential internal
employee for a role change. These methods are now being outdated as online
job portals and media platforms now take over the selection process and pre-
screening of candidates who fit a job.
Recently, the academic literature affirms that recruiters use all the means at
their disposal to carry out their work more efficiently for this they use all possible
platforms to select talent for employment.
Due to the growing popularity of professional social networks in the selection
and hiring processes, they are becoming popular faster and are being applied
by more people.
Professional social media is rapidly transforming the ways people search for
new jobs and employers search for new employees.
The Internet has played a restructuring role in people's lives.
Social media platforms (SMP) were originally created to facilitate the
communication of both personal and professional interests.
The (SMP) features are expansive, dynamic, and allow sharing of various types
of content.
For example, Facebook is used for social media, Twitter is used for micro blogs,
YouTube for content sharing and viewing, Snapchat for image sharing, and
LinkedIn is used for professional networking.
Taking it from a professional perspective, SMPs allow its users to update their
information on competencies, such as qualifications, work experience, and
skills, in a representative way, thus keeping the database updated at all times.
This will significantly increase the likelihood that employers will recruit talent
that matches the skills and qualities required for the positions. For
organizations, PSMs provide recruiters with access to a database with a great
deal of potential by matching people to available vacancies. Human Resources
(HR) professionals have shifted their focus from traditional recruiting methods to
online PSM platforms by opting for the large database of employable talent
while spending less time and money replacing traditional methods.
 CONCLUSION

To conclude, you know that currently recruiting strategies are very important in
the business field since they will allow us to recruit talent from different parts;
We also see that the strategy using social networks professionally is
revolutionizing and leaving aside other strategies since it is more effective and
efficient than the rest, providing us with more trained personnel who will be
recruited more quickly, investing less time and money.