Ways to Attract Candidates for Organizational Staffing

This presentation discusses the various methods and strategies for attracting candidates for organizational staffing, including contacting placement consultants, advertising on social media, and hosting live events. It also emphasizes the importance of making diversity a part of every staffing process and the impact of recruitment sources on the quality of job candidates. The presentation concludes with a discussion on the significance of attracting qualified candidates for organizational success.

introduction
Stuffing and attracting candidates

There exist many ways of staffing that different organization use to attract candidates
the human resource manager is responsible for inducing or attracting applicants to apply
vacant job positions in the organization.
The aim of attracting these candidates, is to ensure that more and more job seekers
apply for that given job for the organization. (Samiksha, 2017).

Methods of attracting candidates
The most common ways that many organizations use to attract candidates in the course of their
organizational staffing include
 Contacting several placement consultants:
 Advertisement: sharing information about your company and vacant job in company websites, social media
like Facebook and Instagram can help you attract candidates. A good example of media sourcing is when
the Nike company was looking for media optimization manager, they had to attract a potential candidate
who is qualified and in this case a big fan of their products as well. Therefore, they chose to attract
candidate for that position by placing the advert on their company official website. This would lead to them
getting the best candidate for that position. (NIKE, 2018)
 Employment exchanges and transfer
 Hosting live events: .

The method that organization human resources management department opts to use
determines the type of candidates they are about to attract and the number of candidates
likely to apply for job opportunities.
staffing function in a recruitment process has the responsivity for attracting new
employees.
when the human resources managers want to staff their organization, their actions in
utilizing recruitment sources are made to win the attention of potential job candidates and
have an influence on them to apply for a given vacancy.

the organizations strategic actions to attract candidates have crucial implications when it
comes to the development workforce quality.
organization intending to hire workers have the ability to influence their target
applicants.
The staffing process is affected by the recruitment sources characteristics in that it’s a
determining factor on the candidates who opt to apply for such vacancies in respect to
extends of the information communicated to them.

Qualification of job candidates
The main objective is to attract candidates having the best and desired qualifications.
Staffing involves sifting pool of attracted job applicants and making decisions concerning
their applicant’s appropriateness.
When stuffing, one has to choose the best candidates, how do you get the candidates?
The candidates are got from attraction.
Qualified candidates give the organization a competitive advantage since they possess
within them the highest degrees of competencies in job performance whereby
organizational results are positively indicated by skills, character, ability and capacities to
carry out their responsibilities.

attracting candidates is very much related to stuffing.
This is a tool that many organizations use to lower the cost of recruiting workers by
speeding up the process.
Attracting candidates gives room for only those qualifies applicants to apply for relevant
invited job positions.
There are several factors to consider when attracting candidates during staffing. These
factors can be used as explanations on Ways to Attract and Hire Diverse Job Candidates.

Walking the talk
On the off chance that you need to have a different workforce, you have to apply an
assorted sourcing methodology.
Guarantee an excellent competitor encounter by incorporating decent variety selecting
into your work image through web-based social networking, the career page and
collateral.
 Actualize various sourcing activities that incorporate college selecting, group affiliations,
news outlets, networks and focused on associations.

Making diversity be part of every stuffing process
Decent variety must be a piece of your organization's DNA. While stuffing and attracting
candidates and enlisting, not exclusively do we target schools and projects with different
populaces, we likewise ensure at the attracted candidates during interviews, applicants
see with their own eyes exactly the amount the stuffing organization values the idea of
diversity.
organizational human resource managers responsible for candidate attraction and
recruitment influence the candidates' observations and expressed goals concerning work
opportunities. addition, when candidates’ responses are estimated
 (1) late in the stuffing process or
 (2) in concert with job attributes, stuffing officials vanish totally.

When an organization wants to carry out recruitment, many are the times the consider
using an information source to reach their target candidates.
effectiveness of recruitment sources depends on the amount of information displayed in
those recruitment sources.
These sources pass message to candidates concerning the job vacancy and more of the
organization that affecting positively the attraction to these candidates. The source one
uses to attracts candidates for stuffing purpose determines the number of applicants.
A good source of attracting candidates should be able to generate the highest number
possible of applicants. (Potts, 2009)

Conclusion
An organizational human resources, through recruitment process, have to undertake candidate
attraction, by help of information sources so as to achieve effective workforce and organizational stuffing.
It was
hypothesized that high quality recruitment sources, offering a lot of information, as well as being
informative and specific, would generate a large number of qualified job candidates.
 If recruitment
sources presented all relevant information in an informative and specific manner, job seekers would
better be able to assess whether their own qualifications fit to the job which is advertised via certain
recruitment sources. For instance, uninformative or unspecific job openings, including only few
information, may attract job seekers who do not fulfill the necessary requirements, just because they
were not able to assess their own qualifications in relation to the requirements described. (Rynes &
barber, 1990)

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References
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NIKE. (2018, May 28). NIKE. Retrieved from jobs at Nike: https://jobs.nike.com/job/portland/media-optimization-manager-integrated-brand-media/824/5822886
Potts, P. (2009). Establish A Clear Organizational Commitment. Forbes, 3. retrieved from;
https://www.forbes.com/sites/forbeshumanresourcescouncil/2018/04/27/12-ways-to-attract-and-hire-diverse-job-candidates/#7c19ab313a7e
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