Question

SADI Limited is a manufacturing company with several branches across the Ghana. The company has been facing several issues regarding turnover of employees for the past five years which has resulted in the low sales, reduced profit and the inability of the firm to meet it strategic objectives. In addition, the company is faced with severe competition from other firms in the industry it operates. You have been engaged as a Human Resource Management consultant to help resolve these concerns. Upon careful analysis and deliberations in an attempt to find out appropriate solutions to the current situation, you observed that the employees hired during the period do not fit into both the job anwd the organization.   As the HRM consultant for SADI Limited what recommendations will you give to enable the firm ensure that the approaches used in choosing candidates for the job predicts the right candidates who will better fit into job roles and contributes
significantly to the success of the firm.    Answer in an essay form.                    

Answer 1

A recruitment strategy is a plan of an organisation to identify, recruit and hire best quality and suitable employees as required by the job role.

Establishing a perfect Employer brand: If employees already working in your company are satisfied with their job profile, they will act a word of mouth on your behalf which will help in bringing referrals and good quality candidates. Express values, beliefs, ethics and morals of the organisation to showcase the happiness of employee working culture.

Recruiting posts should be able to reflect the brand: Since this is the first impression towards the applicants, therefore it is always worthwhile to depict professionalism and organisational structure which could attract a quality chunk of candidates who are willing to fit in. For eg: If the culture is flexible and calm, a post could be funny or appealing showing the story of a team chilling and working together every time without stress with a perfect work-life balance.

Social media platforms: In this era of digitalisation where everyone is engaging effectively via social media, the company can target millennials to find potential and adequate candidates as per the requirements. Many popular brands have made this a successful strategy hiring a pool of quality applicants for eg: Uber, Zappos, Apple, Zomato and so on.

Exploring niche job sites: Sometimes it becomes difficult to find skills and talents on bigger platforms, therefore the company can go for niche job boards which provide only a single type of job and often create a sort of community consisting various job seekers and recruitment services.

Identifying passive applicants and try to reach them through social media or other connections: These are the applicants who are currently working in a company and not seeking a job but they are a pool of quality and talent workforce. You can grab their attention through online posting by contacting them through connections and tell that you are interested in their skill set. They can also be captivated through hikes or other special benefits.

Boost up the candidate experience in interviews: Whenever a candidate comes up for the interview, it is not only the company who is evaluating but also the candidate is assessing the culture and professionalism of the organisation. Therefore, to increase the no. of applications, make the interview process a bit learning and interesting experience so that he can go and promote your brand.

Feature your employees on Facebook or Instagram: Employees can feature their working life on these platforms and show personality and other highlights of the brand such as employee outings, vacations, office parties and other events across company. Insta story feature can also be utilised to express core values, working culture and beliefs of the company in various events.