Enhancing Recruitment Process Assignment 2022

Scenario: AL Sawaidi Consultants provide business management and marketing services to SME businesses in Riyadh and AlKhobar, with 5 offices in premier locations. The business is expanding rapidly, and high performing analysts are identified for potential promotion.The corporate strategy is focused on growing local talent, while attracting top talent from the region to deliver innovative business processes in a competitive market. Recently, the CEO noticed the following changes: Saudi SMEs are moving on-line and embracing technology Local talent are demanding higher salaries, while local competition increase all the time Several clients are in very specialized areas, with current staff not having the KSAOs to match Several high performing analysts are asking for training in non-core areas like "Blockchain", machine learning and AI technologies The CEO asks you, as a Recruitment Specialist; what can be done to remain competitive.

Running head: ENHANCING RECRUITMENT PROCESS
ENHANCING RECRUITMENT PROCESS
Name of the Student
Name of the university
Author note

1ENHANCING RECRUITMENT PROCESS
AL Sawaidi Consultants are indulged in the business management as well as
marketing services to the small and medium scale businesses in the region of Riyadh and
AlKhobar. With the technological advancements it is required that there be various
enhancements in the staff retention strategies.
Some of the ways in the business can remain competitive in this technological world
are as follows:
1. The first thing is taking care of the employees of the organization that is the firm should
make its employees aware as to what it expects from them.
2. The employees in the organization should be given proper training as they are demanding
as it is the duty of the organization to support and encourage employees to learn new things.
This in turn will also help the organization to become competitive as the skills of the
employees will be enhanced and thus their knowledge can be applied to contribute to the
growth of the business (Cascio, 2015).
3. In this world that is gradually moving towards digitalization, the employees need to have
knowledge on blockchain and other AI technologies.
4. The company needs to hire candidates having a strong educational portfolio and the
recruitment cycle needs to be enhanced as well. Candidates these days do not like longer
recruitment cycles thus online medium and video conferencing can be made use of to recruit
eligible candidates.
One of the major concerns in this case is reducing the rate of attrition and bringing in
improvisations in the productivity. An efficient recruitment process can free up the human
resource team of an organization thus they can utilize this time in training as well as
development of the existing teams and the on boarding new employees. Defining the

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employee’s value proposition (EVP) will help the firm to turn its recruitment process into
competitive advantage (Noe, Hollenbeck, Gerhart & Wright, 2015). Having a strong EVP can
bring in reductions in friction at almost all stages of the recruitment process. The firm can
certainly go for agile recruiting as this will bring in transformations from the rigid process as
well as the fixed timescales. This will help the company to divide its long term plans into
short term successful goals thus more applicants can be shortlisted and from these the ones
who are most eligible can be selected for handling new technologies that are cropping up in
the market.
Thus, from the discussion done above it can be said that in order to be competitive,
retention of the employees is important. For doing the same the employees should be asked
about their opinion and their demands of learning new technologies such as AI should be
given a priority. In order to stand amidst the rapidly growing competition, it is required that
new technologies are adopted and this can happen only if the skills of existing employees are
upgraded or the new eligible employees are hired. The company can become competitive just
by changing some of its processes involved in the human resource management.

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References
Cascio, W. F. (2015). Managing human resources. New York: McGraw-Hill.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2015). Human resource
management. Gaining a Competitive.