Respond to each discussion post with at least 2 paragraphs and one current year source for each response.
Post 1: Discuss some of the best sources for potential employees? Both internal and external recruitments can provide some of the best sources for employment. Recruiting and finding a decent source of personnel can be a difficult effort for certain firms, even if they do have a huge application pool for staffing roles. Advertisements, corporate websites, video conferencing, and direct contact are some of the most prevalent kinds of communication, according to Heneman et al. (2019), and they all play an important role in recruiting people. Nowadays most of the sources are electronic, from websites such as Indeed, CareerBuilder, or Glassdoor, to social media such as LinkedIn and Facebook, most open positions are found online which makes them more available to the masses. Applicant-initiated recruiting is one of the most well-known and well-accepted methods of job search (2019), although electronic applications have been the norm for a while now, lately we are seeing more NOW HIRING signs in stores and restaurants and applications are being accepted on site, as our economy continues to struggle from the COVID-19 effects. A newer recruiting source that is becoming more popular after the pandemic is Virtual Recruiting. By reaching across geographic barriers, virtual recruiting in 2020 helped firms speed recruiting procedures, enhance diversity hiring, and attract better talent (Maurer, 2021). Because virtual recruiting has been successful, it has become a strategy that employers will continue to use in order to recruit the best talents for an organization.
Post 2: There is no one source to identify the best potential employee, however, there are ways to get close. Heneman III, Judge, and Kammeyer-Muller (2018) describe three methods of assessing potential employees. They identify the substantive, discretionary and contingent assessment methods. The substantive assessment method is the initial cut from the applicant pool. The substantive assessment method provides personality tests, ability tests, emotional intelligence tests, performance tests and work samples, situational judgement tests, and integrity tests. The substantive assessment method is just the initial selection of applicants from a pool of applicants. The other two methods are the discretionary assessment methods and contingent assessment method. The discretionary assessment methods are used in some circumstances to separate those who receive job offers from the finalists, (Heneman III, Judge, and Kammeyer-Muller, 2018, p. 432). This assessment method attempts to match the person to the organization based on their personal choices influencing their organizational citizenship. The contingent assessment methods are used to make potential employees meet additional qualifications for the job. The two prevalent methods are drug tests and medical exams (Heneman III, Judge, and Kammeyer-Muller, 2018, p. 433). Military members undergo several layers of assessments to be selected for military employment. The process starts with the recruiter conducting an initial assessment through interviews and physical fitness tests. The applicant meets with the recruiters on a weekly basis to examine different areas of the military organization, which gives the recruiter an idea of the applicants organizational citizenship. This mix of substantive and discretionary assessment is further amplified as the process continues at the Military Entrance Processing Stations (MEPS). At MEPS, the applicants take the Armed Services Vocation Aptitude Battery (ASVAB). The intent of the ASVAB is to “determine enlistment eligibility, assign applicants to military jobs, and aid students in career exploration,” (ASVAB Enlistment Testing Program, 2021). Once the ASVAB is complete, the applicants move into the drug testing and medical portions of the MEPS process. Once the drug and medical processes are complete, the applicant sits down with a Service Member representative to select the military employement opportunty that fits best based on the ASVAB scores. The Department of Defense uses the substantive, discretionary and contingent assessment methods to align the best applicant to the best military job possible.
