Inclusive Talent Management

In designing the communication message to be used in external recruiting, what kinds of information should be included?

What are the advantages of conveying a realistic recruitment message as opposed to one portraying the job in a way that the organization thinks that job applicants want to hear?

What strategies are organizations using to ensure that they are able to attract women and underrepresented racial and ethnic groups?

Traditional career paths strictly emphasize upward mobility within an organization. How does mobility differ in organizations with innovative career paths? List three innovative career paths discussed in this chapter, describing how mobility occurs in each.

Compare and contrast a closed internal recruitment system with an open internal recruitment system.

Refer to the following exhibit from the textbook publisher. It contains many suggestions for improving the advancement of women  Choose the three suggestions you think are most important and explain why. image.png

Read the following Forbes article, https://www.forbes.com/sites/curtsteinhorst/2023/04/20/quiet-hiring-the-hidden-cost-of-neglecting-internal-talent/?sh=460376261271.

APA

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What are your overall thoughts about this quiet hiring phenomenon? What stands out to you in this article? Have you or has somebody you know been subject to quiet hiring? Describe the setting, roles involved, and situation. Is quiet hiring an ethical or unethical practice and why?

1. Administrative Issues in External Recruiting

In the planning stage of external recruiting, several administrative issues must be addressed:

• Requisition Approval: Confirming the need for hiring and obtaining the necessary internal approvals.

• Budgeting: Allocating financial resources for advertising, recruiter fees, travel expenses, etc.

• Timeline: Establishing a recruitment timeline from job posting to onboarding.

• Selection Tools and Criteria: Determining screening tools (e.g., interviews, assessments) and required qualifications.

• Recruitment Sources: Identifying where to recruit (e.g., job boards, college fairs, social media).

• Legal Compliance: Ensuring adherence to employment laws (e.g., EEOC regulations).

2. Designing the External Recruitment Message

An effective recruitment communication should include:

• Job Title and Responsibilities: Clearly defined roles and tasks.

• Qualifications and Skills Required: Minimum education, certifications, and experience.

• Company Information: Mission, values, culture, and benefits of working there.

• Compensation and Benefits: Salary range, health benefits, remote work, etc.