Employee Resourcing and Talent Management

Introduction

Strategic employee resourcing is a critical factor in determining an organization's success. “It is essential for success to build an organization filled with good, talented, well-trained people, which is also the center of human resource management”. (Wang, 2019)

Employees are frequently regarded as the most important component of any corporation while conducting commercial operations. Employees are the backbone and foundation of the business since they enable its operation. The success or failure of a company is solely determined by its employees' efforts.

Various programs and procedures have been devised and implemented to improve and develop their talents, allowing them to be more valuable assets in the organization's operations. Successful people management abilities have been required to improve the workforce.

Human resource departments' urgent priorities in today's modern working environment include effective personnel recruiting and selection, boosting worker performance, and reducing staff turnover. It is critical that firms retain a dynamic work force in order to achieve higher performance. Employee resourcing has been a significant problem for firms concerned with managing their workers. (Francis, 2018)

What is Employee Resourcing?

“Employee resourcing is the process of matching human resource capabilities to the strategic and operational needs of the organization”. (Dainty, Raidén, & Neale, 2009)

Resourcing entails attracting and recruiting persons for the right position at the right time and cost. It's all about employing appropriate workforce planning data, as well as recognizing the best sourcing strategies and digital technologies for tapping into various applicant pools.

Those participating in resourcing efforts should be focused on understanding the applicant experience, devising appropriate evaluation and selection processes, and, in general, making good recruiting decisions.

Understanding the labor market, market position, unique value proposition, and job analysis can guarantee that jobs appeal to a diverse variety of individuals.

Methods of Recruitment & Selections of Employees

Employee selection procedures are essentially the strategies which are used to screen and ultimately recruit personnel. The purpose of each of these strategies is to try to comprehend a candidate from numerous perspectives, including their personality, experience, and how they'll fit into the organization. (Glynn, 2023)

1.     Interview

An interview is an organized conversation in which one person asks questions and the other responds.

In common, the word "interview" refers to a one-on-one conversation between an interviewer and an interviewee.

The interviewer asks questions, while the interviewee generally answers by offering information. That information may be utilized or shared with other audiences immediately or later.

2.     Reference Check

Checking references entails contacting former employers, supervisors, schools, and so on to confirm crucial employment and educational information and learn more about a candidate's history, experiences, and talents.

3.     Structured Interview

It is a data gathering approach that uses a predetermined succession of questions to gather information about a topic.

Structured interviews are frequently used in research to get quantitative data. They can also be used in qualitative research using open-ended questions, though this is less typical.

While structured interviews are frequently linked with employment interviews, they are also commonly used in marketing, social science, survey methods, and other research domains. (George, & Merkus, 2023)

4.     Assessment Centers

An assessment center evaluates individuals' suitability for certain jobs, where candidates' personality and aptitudes are assessed through interviews, group exercises, presentations, examinations, and psychometric testing.

5.     Internships

Internship recruitment refers to the process of selecting an intern. When a business employs an intern, it must provide organized learning experiences.

An internship is a fixed-term job opportunity with an employer. People working as an intern tend to be students or postgraduates. (Denby, 2023)

6.     Background Checks

A background check is a technique used by a person or corporation to verify that an   individual is who they claim to be. It allows you to check and validate the legitimacy of    someone's criminal record, education, job history, and other prior actions.

These checks are completed using a number of ways, such as a full database search and personal references.

7.    Tests

It is a pre-employment assessment, which is an evaluation that firms use to analyze candidates before inviting them for a formal interview. Interview tests assist organizations in determining whether individuals possess the relevant abilities for the job and should be  asked for an interview.

8.     Group Interview

There are two types of group interviews (group and panel).

A group interview involves a single interviewer interviewing several candidates at the same time. Group interviews are most commonly used in businesses such as food service, hotel, and retail.

A panel interview is one in which numerous members of a recruiting team interview the same job candidate. The interview group often comprises the recruiting managers, relevant team members, and an HR representative.

9.     Resume Screening

The act of analyzing a resume to evaluate if the individual is qualified for the position is known as resume screening, and it is a component of the wider pre-employment screening process.

The determination of whether or not an applicant is qualified is based on education, experience, abilities, and any other relevant information contained on the CV. The hiring process may get complex, especially when use various sites to promote job postings. (Bahr, 2022)

10.  Screening Calls

Call screening is the process of assessing the features of a phone call before determining how or whether to respond to it.

Resourcing techniques that can be used in fully remote work environments.

 

1.     Advertisements and Social Media

As social media platforms have a global reach, it can be helpful to attract more candidates and hire the right person for the job by putting advertisements in LinkedIn, Facebook, Instagram, Twitter, etc.

2.     Employee Referrals

            Existing employees can be used as a referral source. 

3.    Company Website

      Companies can post their job vacancies for remote employees on their website or blogs. This is a good method to reach the candidates that are interested in the company brand and who may fit perfectly in company's culture

 (Source: Youtube)

Summary

To success of any firm, employee resourcing is a key. Finding the proper people and placing them in appropriate jobs is critical, as evidenced by numerous techniques of recruiting and selection. The efficiency of these approaches guarantees that the firm can keep a dynamic workforce by matching human resource skills with strategic goals.

Employee resourcing also includes knowing the labor market, creating interesting roles, and offering organized learning opportunities like internships. It goes beyond simple hiring. Organizations may attract and keep skilled personnel who contribute to the overall growth and success of the business by investing in these procedures.

Essentially, strategic human capital alignment with business objectives is the goal of employee resourcing, which goes beyond simply filling open positions. In today's fast-paced business world, companies may create a solid base of competent and driven workers by using efficient recruiting, selection, and development procedures. This will lead to long-term performance and a competitive edge.

Reference List

• Bahr, K.B. (2022) Resume screening: Everything you need to know: Eddy. Available at: https://eddy.com/hr-encyclopedia/resume-screening/, [Online] Accessed on 14th March 2024. 

• Dainty, A., Raidén, A., & Neale, R. H. (2009). Incorporating employee resourcing   requirements into deployment decision making. Project Management Journal, 40(2), 7–      18, [online],Available at https://www.pmi.org, [Online] Accessed on 12th March 2014. 

• Denby, H. (2023) Internship recruitment, A guide for employers hiring interns, Neuroworx. Available at: https://www.neuroworx.io/magazine/internship-recruitment/ [0nline] Accessed on 14th March 2024. 

• Francis, A. (2018) Employee resourcing - meaning, objectives and applications, MBA Knowledge Base. Available at: https://www.mbaknol.com/human-resource-management/employee-resourcing/, [Online] Accessed on 12th March 2024. 

• George, T. & Merkus, J. (2023) Structured Interview, Definition, Guide &    Examples. [online], Available at https://www.scribbr.com/methodology/structured-interview/, [Online] Accessed on 13th March 2024. 

• Glynn, P. (2023), 13 effective employee selection methods, Insight Global. Available at:        https://insightglobal.com/blog/effective-employee-selection-methods/ [Online] Accessed on 13th March 2024. 

• Wang, X. (2019) Strategic Human Resource Management and Corporate Performance. Modern Economy, 10, 311-333. doi: 10.4236/me.2019.101021.[Online] Accessed on 13th March 2024.