recruiter

Examples of recruiter in the following topics:

• Employee Recruitment

  • There are many recruitment approaches as well.
  • In-house personnel may manage the recruitment process.
  • In the smallest organizations, recruitment may be left to line managers.
  • Employment agencies are also used to recruit talent.
  • Social media is also playing a vital role in recruitment in this century.

• Recruiting workers

  • A good recruitment policy will do this in a timely, cost-efficient manner.
  • There are two principal ways to recruit workers: internally and externally.
  • External recruitment can be done in a variety of ways:
  • Before the emergence of the Internet, this was the most popular form of recruitment for organizations, but the decline of readership of newspapers has made it considerably less effective (Heathfield, Use the Web for Recruiting: Recruiting Online).
  • Online recruitment.

• Recruiting and Selecting Salespeople

  • Some companies, such as Southwest Airlines, prioritize attitude over skill when recruiting.
  • Recruiting sales personnel is no different.
  • There are two principal ways to recruit workers: internally and externally.
  • Internal recruitment is often the most cost effective method of recruiting potential employees, as it uses the existing company resources and talent pool to fill needs.
  • The primary goal of external recruitment is to create diversity among potential candidates by attempting to reach a wider range of individuals unavailable through internal recruitment.

• The Psychology of Recruiting and Selecting Employees

  • I–O psychologists design recruitment processes and personnel-selection systems so that employers can find the best candidate for the job.
  • A major function of I–O psychologists is to design recruitment processes and personnel-selection systems.
  • Personnel recruitment is the systematic process of hiring and promoting personnel.
  • Recruitment is defined as the search for potential applicants for actual or anticipated vacancies.
  • No matter how a company recruits, the goal of a recruitment strategy is to produce viable applicants who fit in with the company's needs and values.

• Finding Good Candidates

  • The proper start to a recruitment effort is to perform a job analysis, to document the actual or intended requirement of the job to be performed.
  • This information is captured in a job description and provides the recruitment effort with the boundaries and objectives of the search.
  • These job descriptions need to be reviewed or updated prior to a recruitment effort to reflect present day requirements.
  • Starting a recruitment with an accurate job analysis and job description ensures the recruitment process effort starts off on a proper track for success.
  • After the job analysis, the process moves onto sourcing, which involves 1) advertising, a common part of the recruiting process, often encompassing multiple media, such as the Internet, general newspapers, job ad newspapers, professional publications, window advertisements, job centers, and campus graduate recruitment programs; and 2) recruitment research, which is the proactive identification of passive candidates who are happy in their current positions and are not actively looking to move companies.

• African Americans in the Military

  • African-American soldiers comprised 10 percent of the Union Army, with recruitment beginning following the Emancipation Proclamation in 1863.
  • Lincoln opposed early efforts to recruit black soldiers, although he accepted the army's using them as paid workers.
  • Recruitment of "colored" regiments began in full force following the Proclamation.
  • Regiments—including infantry, cavalry, engineers, light artillery, and heavy artillery units—were recruited from all states of the Union.
  • Discuss recruitment and treatment of African Americans in the armed forces during the American Civil War

• Evaluating recruiting policies

  • To evaluate recruitment policies, the concept of a yield ratio is often used.
  • This calculates the efficiency of recruitment practices by taking the number of hirable individuals resulting from a recruitment policy divided by the total number of individuals recruited by the same policy (Kulik, 2004).
  • However, it is still an extremely useful measure as it offers insight into the ability of a recruitment policy and whether it needs to be modified.
  • No matter how a company decides to recruit, the ultimate test will remain the ability of a recruitment strategy to produce viable applicants.
  • In some countries, such as the United States, the selection procedures are subject to Equal Employment Opportunity guidelines (Recruitment).

• Overview of Motor Integration

  • Motor unit recruitment is the progressive activation of a muscle by the successive recruitment of motor units to accomplish increasing gradations of contractile strength.
  • Motor unit recruitment is a measure of how many motor neurons are activated in a particular muscle.
  • The higher the recruitment, the stronger the muscle contraction will be.
  • Motor units are generally recruited in order of smallest to largest (from fewest fibers to most fibers) as contraction increases.

• Introduction

  • to understand how an organization can effectively recruit, manage, and terminate its employees

• Culture-Specific Nuances of Human Resources Management

  • Addressing the value of diversity, and following this with the localization of HR initiatives and recruitment, provides a valuable context for HRM in a global economy.
  • Recruitment for international projects requires HR to make a decision between hiring an expatriate from the home country of corporate HQ or hiring locally.
  • As a result, recruiting through local mediums and the construction of a local HRM team is critical.
  • The HR department is responsible not only for recruiting and onboarding, but also in creating a synergistic environment for all human capital on a macro level .
  • Model recruitment and onboarding processes to incorporate a broader international context.