Student Name: Muhammad Arslan

Class/section: MBA 2nd Semester

Course: Human Resource Management
Instructor’s name: Dr. M. Usman Aleem
“Assignment: 2”

Q2. What are the various methods used by HR professionals and recruiters for attracting
candidates? Which one in your opinion is a good one and best work for a manufacturing as
well as service industry?
Ans-2:
There are various methods used by HR Professional and Recruiters for Attracting Best
Candidates. Some of these Methods are mentioned below:
1. Offer great perks and compensation:
The strongest candidates understand that their skills are in high demand. You can’t expect to
attract a vast majority of applicants with the highest talent potential if you are unwilling to offer
competitive compensation and benefits packages. So, first things first: Make sure you’re offering
a high enough salary compared to your location, your industry, and the candidate’s experience
level. If possible, you’ll also want to offer a number of desirable perks, like rock-solid health
insurance, flexible schedules, free food, and performance bonuses.

2. Build a strong employer brand:

To attract candidates with the highest talent potential, organizations need to build employer
brands that appeal to the kinds of workers they want to hire. Prove to the most talented workers
why your organization is the one they want to join. Tell your story and showcase your history.
Show potential job seekers what makes your company different from the rest. When you build a
strong employer brand, the best workers will want to work for you. They’ll actively seek you
out.

3. Make team building a top priority:

According to our 2017 Employee Engagement Report, only 24% of employees feel connected to
their colleagues, an 11% dip from the previous year. Previously, our research revealed the
coworkers are the number one thing employees like about their jobs. If your workers aren’t
getting along with their colleagues, chances are they won’t be too enthusiastic about working for
your company — which means top talent will look for jobs elsewhere. Make team building a
cornerstone of your organization to build camaraderie.
4. Outperform your competitors:
Candidates with the highest talent potential want to join the winning team. As the Harvard
Business Review points out, there’s a simple reason why so many people submit thousands of
applications to Google each year: there’s a perception that it’s one of the best places to work
because it dominates its competitors — while continuing to expand into diverse fields. The better
your company performs, the easier it will be to attract the most talented people.

5. Don’t limit yourself geographically

In the past, organizations would rarely if ever think about hiring someone who lived on the other
side of the country. But technology has evolved to the point where it’s easier than ever to work
productively with talented people who live across the country — or even on the other side of the
globe. If you limit your search for candidates to only include individuals located near your
office, you’re automatically eliminating the chance that a vast majority of top talent will ever
work for your company simply because they don’t live where you are. Open up your company to
people located across the country (and across the globe if it makes sense), and you’ll get at least
a few applications from extremely talented folks who live far away. If you decide to hire them,
let them work remotely. As an added bonus, studies show that remote workers are happier and
more productive than their counterparts who are stuck in the office.

6. Create an awesome company culture:

According to our Employee Engagement Report, the top factors relating to employee happiness
are interpersonal relationships, company culture, and work environment. The stronger and more
enjoyable a company culture you are able to build, the more likely your workers will be to be
happy working for you — which means your retention statistics will increase. Top talent will be
drawn to the fact that your employees are not only happy, but a majority of them have decided to
stick around for the long haul.

7. Offer lots of professional development opportunities:

Today’s workers care a great deal about professional development. In fact, 60% of millennials
would rather work somewhere that offered professional development opportunities than
somewhere that offered regular pay raises. Yet according to our research, only 25% of
employees feel as though their current employers offer adequate development opportunities.
Make your company stand out from the pack by making professional development a top priority.
Invite knowledgeable speakers into your office from time to time to lead seminars. Invest heavily
in training and coaching activities. When there’s a relevant trade show, conference, or
symposium nearby, encourage your employees to attend. Top talent wants to develop more
skills. Offer lots of professional development opportunities and they’ll apply.

8. Promote candidates internally:

Another great way to prove that you care about professional development is by promoting your
own employees to managerial positions instead of hiring people from outside your organization.
Make it a habit to promote candidates internally. This will attract top talent because many of
them are interested in climbing the corporate ladders themselves. If you’ve demonstrated that
you regularly promote your own employees, the best workers will be interested in joining your
team in hopes that one day they will be promoted too.

9. Invest in new technologies:

The best and brightest workers aren’t going to be too interested in applying for a job at your
company if you rely on legacy technology and outdated computing infrastructure. Instead,
candidates with the highest talent potential want to use innovative technology. Upgrade your
tools, apps, and devices. Not only will this pique the interest of the best candidates, the rest of
your team will become more engaged and more productive.

10. Let employees work on many different kinds of projects:

Even the most focused worker in the world can lose their mind when they’re forced to do the
same exact tasks every single day they step into the office. While you certainly will hire a
graphic designer to create artwork for your company and your clients, don’t hesitate to
encourage that person to take on responsibilities outside of their normal job description. For
example, the graphic designer may want to contribute one post to your company’s blog each
month. Let them. When you allow your employees to work on many different kinds of projects
— including some that fall outside of their departments — they learn new things and gain
experience outside their wheelhouse. In other words, they become better-polished professionals.
This appeals to candidates with the highest talent potential.

11. Market your company online:

The most desirable job applicants are always interested in developing new skills and learning. To
this end, they regularly peruse relevant sites to learn about their industry and their profession. To
attract the interest of these candidates, maintain a robust presence on a number of relevant social
media sites. Update your company’s blog regularly. Get content on your partners’ sites too. The
more information you publish about your company, the more likely job seekers will be to find it.

In my Opinion all above mentioned methods play an important role in attracting the best
candidate, but the methods that are good one and best work for a Manufacturing as well as
Service Industry are:
1. Offer Great Perks and Compensation:
Candidates are attracting toward those Manufacturing and Service Industries that pay
more to their employees and offer a number of desirable perks, like rock-solid health
insurance, flexible schedules, free food, and performance bonuses.
2. Invest in New Technologies:
Those Manufacturing and Service Industries that invest to much in innovation can easily
attract the best and brightest workers. By Upgrading your tools, apps, and devices, Not
only will this pique the interest of the best candidates, the rest of your team will become
more engaged and more productive.
3. Create an Awesome Company Culture:
The stronger and more enjoyable a company culture you are able to build, the more likely
your workers will be to be happy working for you — which means your retention
statistics will increase and it will also attract new candidate to.
4. Build a Strong Employer Brand:
Building a strong Employer Brand means building an image in the employee as well as in
customer mind about the services, treatment and organization culture that company gives
to its customer as well as to its employees. To attract candidates with the highest talent
potential, organizations need to build employer brands that appeal to the kinds of workers
they want to hire.
5. Let Employees Work on Many Different Kinds of Projects:

As you know that employees in Manufacturing and Service Sector follow the routine
work or they don’t go out of their routine work. When you allow your employees to work
on many different kinds of projects — including some that fall outside of their
departments — they learn new things and gain experience outside their wheelhouse. In
other words, they become better-polished professionals. This appeals to candidates with
the highest talent potential.

6. Market Your Company Online:

To attract the interest of best candidates, it is mandatory for Manufacturing and Service
Industries to maintain a robust presence on a number of relevant Social Media Sites like
LinkedIn. Update your company’s blog regularly. Get content on your partners’ sites too.
The more information you publish about your company, the more likely job seekers will
be to find it.