Should we follow our competitors or do something quite different in recruitment?

Role Play and Responses

Topic 3: Should we follow our competitors or do something quite different in recruitment?
Role Play as Israel Tobin (HR Manager)
CERA is a growing company and a growing company needs to be nurtured well. I personally
feel that having a different approach towards recruitment would definitely help the organisation
to ensure getting best possible talent as per the needs and wants of the firm. If you closely
analyse the large multinational organisation that is the likes Google or Apple you will understand
that that they have a completely customised approach towards recruiting talent for the
organisation. I prefer having a customised approach towards recruitment because I think it is
important to screen out employees who have the same mentality to move forward with strategy
and relentless hard work. I believe a candidate will only realise the objectives, mission and
vision of the company when he himself wants to grow. Hence, the idea for recruitment at CERA
is to get employees who are interested taking responsibilities on behalf of the organisation and
address the objectives effectively. Hence, the bottomline of the recruitment process of the
company would be to analyse the willingness of the candidates to take ownership capital which
is I feel an important contribution from the employees in a growing organisation. Thus, I have
developed a recruitment strategy which would help to screen the employees based not only on
their knowledge and skills but also to analyse them with reference to leadership, responsibilities
and use of power that would help to get employees as per the needs of the organisation.
Response to Israel Tobin’s Post as Mark French (Founding Director CERA)
Israel is a young and talented person and that’s what I saw when I decided to take him as the HR
manager of the organisation. So, far he has been good with the HR strategies and activities. In
this case he wants to take a different approach to recruitment which I feel is really an out of the
box thinking in this highly competitive market environment however, we do have to keep few
key aspects in mind while executing the decisions. Firstly, since CERA is a growing organisation
and I with support of the other important members of the organisation have decided to expand
the business in different areas of the country which would largely need workforce so, it has to be
kept in mind when the company is applying expansive strategies HR has to support the plans and
not hinder its movement. Implementing different approach recruitment would need significant
research and investment which the company would definitely honor but during expansion the
decision is most likely to be against this strategy (Herstad, Sandven and Ebersberger, 2015).

Secondly it is essential to understand that when the organisation already has a reliable and strong
workforce present why not use it for the new projects. It is important internal sourcing is relied
upon for the top positions because it will help the organisation to communicate the ideas and
plans accordingly especially when it comes to managers and leaders. Internal sourcing of
employees for the new areas is effective to a large extent. Organisation is not willing to invest in
the new human resource research it is important for the HR manager to understand the
organisational vision to frame the HR strategy in the best possible manner. Having extensive
experience in the field of engineering I realise that the competition is significantly high and
hence it is the employees who make the differentiation mostly between organisations so, the
organisation is willing to take the risk of new recruitment approach but only after the new setup
is up and running which not only gives time to think and analyse the market but also helps to
screen the talents properly (Serrat, 2017).