Trends and Practices in Recruitment

Trends and Practices in Recruitment. Prepare this assignment according to the guidelines found in the APA Style Guide. An abstract is required. Recruiting for the workforce in an organization is important and very expensive. Firms need to be careful and study the past, present and future trends in this process in order to obtain and manage skilled labor.

The process of labor recruitment by major firms has changed significantly over the last few decades. In the past, office managers placed job advertisements in the magazines, newspapers, and other periodicals to attract interest in vacant positions in their companies. This form of the job advertisement attracted a number of job seekers who submitted cover letters, resumes, and application forms to their potential employers. According to Belcourt et al. (2014 p.200), these documents were vital for screening candidates in order to get significant information. They further say that during those days, resume and cover letters used to determine the suitability of an applicant for significant and salaried positions in the firm. Those documents were used to lock out unqualified people for the advertised position. For instance, a lack of one of the vital records was a sure way of eliminating applicants.

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The management manually examined the submitted resumes to determine qualified personnel for the advertised job. The manual evaluation of resumes to identify qualified workers proved a difficult and hectic task for many managers. This form of labor assessment and recruitment posed a serious challenge to evaluators who could not consistently apply the same standards for all candidates. Due to this, a new way of explicit evaluation and review of resumes was invented. Immediately after the elimination of incompetent applicants, the managers used an assessment grid that used guesswork to select job seekers (Belcourt et al., 200). Through this system, candidates were ranked according to the suitability of their skills to the vacant position.

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