HRM 635 What processes, procedures, and specific websites are currently being used in your organization to attract and acquire potential employees from the online setting?

Attracting and Acquiring Employees through Social Media and Websites

Technology is inevitable in today’s health care delivery to enhance patient care’s efficiency, effectiveness, and accuracy. As this happens, health care organizations have realized the benefits of online presence and ensure that they can be accessed through websites and social media. Such presence also gives them a platform to connect with potential employees and source them when opportunities arise instead of primarily relying on the formal application and recruitment process.

Different organizations use different online and social media platforms to attract and acquire eligible employees. The most widely used platforms include Glassdoor and LinkedIn. They are reliable platforms since they provide adequate details about the employees. Other platforms include the organization’s website, Facebook, and Twitter since they offer the chat option to communicate. On processes, the organization relies on multiple platforms since accessibility to potential employees varies depending on populations’ profiles, including age, work experience, and specialties. Websites and social media platforms also allow organizations to evaluate employees’ work experience, values, and beliefs (Hosain, 2020). Such information guides the organization to contact, consider, or reject an employee’s application.

Job seekers and employers experience different challenges when using social media and websites. Social media gives job seekers increased visibility (Nayak et al., 2020). However, not all organizations consider such platforms for recruitment. Their information is also visible to scammers. Employers using websites to attract future employees are likely to recruit under-qualified staff since not all people provide accurate profiles on social media or job-related websites (Appel et al., 2020). Accordingly, there is a high chance of sacking employees after recruitment and engaging in a continuous, costly process. The most effective way to reduce these drawbacks is to use social media and websites only to screen applicants. After that, they must undergo the formal selection process, such as interviews, to ensure that the process is reliable and valid.

References

Appel, G., Grewal, L., Hadi, R., & Stephen, A. T. (2020). The future of social media in marketing. Journal of the Academy of Marketing Science, 48(1), 79-95. https://doi.org/10.1007/s11747-019-00695-1

Hosain, S. (2020). The role of social media on talent search and acquisition: Evidence from contemporary literature. Journal of Intercultural Management, 12(1), 92-137. doi: 10.2478/joim-2020-0034

Nayak, B. C., Nayak, G. K., & Jena, D. (2020). Social recognition and employee engagement: The effect of social media in organizations. International Journal of Engineering Business Management, 12, 1847979020975109. https://doi.org/10.1177%2F1847979020975109

Here is something else to consider. If a company wants to improve their recruiting practices and retention strategies, they should consider conducting exit interviews for employees that choose to leave the organization. Sound strange?

The reality is that exit interviews can provide great insight into organizational practices and can serve as a springboard for improving the recruiting practices and the organization as a whole. Ultimately, this can lead to better retention rates and help the company improve their attractiveness to new candidates in the recruiting process.

Click here to ORDER an A++ paper from our Verified MASTERS and DOCTORATE WRITERS HRM 635 What processes, procedures, and specific websites are currently being used in your organization to attract and acquire potential employees from the online setting?:

As a consultant, when I have conducted or designed exit surveys for companies I have noted very different responses from employees that are asked exit questions the day they leave ( in-person) and those asked exit questions again weeks later via phone. They tend to be more honest when it is from a third party (me, in this case) and not the company. When they are asked questions by HR on their departure day, they seem to be reluctant to be honest, maybe for fear of retribution such as a bad referral or bad rehire status. This process really helps get them much closer to understanding why people are leaving.

HRM 635 What processes, procedures, and specific websites are currently being used in your organization to attract and acquire potential employees from the online setting

Understanding why people leave can be a good way to understand how to improve things, so that people will want to come to your company. This can be helpful in improving recruiting practices too. It seems backwards to look at why people leave out the back door, to get people to come in the front door, but it can be helpful.

What are some specific insights you think companies can gain from exit interviews that may help in the recruiting strategy?

In the small business organization that I’m utilizing is family owned and operated. Being that it is family owned it does not have the cooperate structure that on my find in an cooperate entity. The company opened its doors during the height of the pandemic in November 2020. Lack of resources seems to be a hindrance for the recruiting process. Therefore, utilizing the social media aspect is perfect because it is free or minimal cost. The business has used Indeed. Indeed, is a national website that 250 million people visit every month with 75 % of job searches made from mobile device. They utilized Instagram and Facebook for advertising the restaurant but not for hiring purposes. For the past year the hiring process was very slow due the unsteadiness of business and finding people not only qualified for the job but also wanting to work. The pandemic had. Cause an unprecedented time in the employment industry. The restaurant recently signed a on the job training contract with the department employment, training and rehabilitation. The purpose of this contract is to have individuals who are looking for employment trained and untrained to partnered with business.

Potential candidates may receive on the job trying at market wage, while the employee receives as funding assistance. This reduces the cost burden of employees. Each contract is for 6 months, at that time the employer can hire the individual for full cost or start the OJT training with another candidate. As a job seeking during this time, I feel you will have to inept to utilize technology along with adequate access. As handy the phone can be I just don’t like doing everything from my phone. As the employer when you nonspecific sites for recruiting our will not have a prescreen on the type of candidate, this could be labor intensive to read through applications get the best potential employees. For this small business, getting connected with the local department employment, training and rehabilitation provided the best opportunity to increase staffing of the restaurant.

Dessler, G. (2017). Human Resource Management. (5th ed.) Pearson.

Post your jobs on indeed. Indeed. (n.d.). Retrieved April 17, 2022, from https://www.indeed.com/hire?from=gnav-employerlogo-employer–tophat–employer-desktop

The VA Hospital is a federal organization where I am employed and it uses different specific websites and social media platforms for recruitment. Some of these are USAjobs.gov, Indeed, CareerBuilder, Facebook, Instagram, and Twitter. Also, not as often but I have seen Job fairs in campus recruitment. There are many benefits when using an online website platform to search for a specific job position that is desired. One is finding that desired job position providing the entity or employer information, a detailed job description, and the yearly salary. Secondly is an immediate paperless application that can be filled out online and submitted at that moment. Thirdly, getting a fast response if you qualify or not for the position. Some of the negative challenges are not finding the position that is desired. Also, it excludes minority and elderly populations that don’t have access to a computer and internet. Some drawbacks that the organization may face are the overload of resumes and HR feeling overwhelmed by eliminating resumes carefully by preventing the elimination of the right candidates.

Dessler, G. (2017). Human Resource Management. (5th ed.) Pearson.

https://bibliu.com/app/#/view/books/9780134237268/epub/OPS/xhtml/fileP7000499205000000000000000013D02.html#page_320

Kaiser Permanente is one of the fastest growing companies in healthcare. Kaiser can facilitate continuous changes without compromising quality or causing employee burnout by partnering up with communities, government agencies, using collective knowledge, implementing creative solutions to difficult health problems, use of technology, exploring new approaches and accelerating healthcare solutions to create bigger community impacts. Kaiser incorporates a very strong vision among its stakeholders where they work together to create a reality. Kaiser believes that their stakeholders must bring to the table and are contributors in shaping the future of healthcare. Kaiser looks internally and externally to identify what the future workforce requires. It has been projected those jobs in the healthcare field will increase 15 percent from 2019 to 2029. The rapid growth along with a tight labor market and rapidly changing technologies advancements is pushing some healthcare organizations to double down on training and, in some instances, retain workers for new careers where demand is expected to be the greatest. Kaiser uses workforce consultants and implementation specialists to identify needs and analyze trends in each market and collaborate with labor and management to support lifelong learning and help employees get future ready. The National Workforce Planning and Development coordinates the initiatives with regional committees to identify needs, leverage resources, and integrate efforts.

Kaiser has invested not only on the internal retainment of their employees but has also invested in platforms such as Linkedln. Kaiser uses Linkedln as a platform to recruit new employees indirectly and directly. Kaiser uses Linkedln to showcase what Kaiser has to offer to future employees. Kaiser posts events, stories, innovations, special events, announcements, employee recognition, community involvement, and employment opportunities to all those on the online platform as a way to entice new employees. Kaiser uses Linkedln as a bridge to ask potential candidates questions and follow-up on their responses. They monitor relevant conversations and responses of what people are writing to see what is being said of their organization. Kaiser uses ambassadors to keep track of Linkedln for potential employees that match certain specific criteria. It also allows recruiters to conduct specific searches to find candidates. Many of the candidates that applied for job opportunities at Kaiser during COVID-19 were interviewed through the TEAMS platform. The interview would take place in a conference room where four to six of Kaiser management teams would proceed with their interview. Some of the advantages of interviewing via team is allowing for safety of everyone’s health, creates a teamwork atmosphere, and team members within the organization gain a vested interest in hiring process. The disadvantage of conducting online interviews is that it takes more time and coordination. Another disadvantage of online is making the candidate feel overwhelmed during a team interview. It would also be hard to fully see the person’s body mechanics when interviewing online.

References

Dessler, G. (2016). Human resource management, 15/e (15th ed.). Pearson Education.

Society of Human Resource Management (SHRM). (2021)Retraining is Key Employment Strategy at Kaiser Permanente.

References

Dessler, G. (2016). Human resource management, 15/e (15th ed.). Pearson Education.

Society of Human Resource Management (SHRM). (2021)Retraining is Key Employment Strategy at Kaiser Permanente.

HRM 635 What processes, procedures, and specific websites are currently being used in your organization to attract and acquire potential employees from the online setting?