Staffing and Employee Selection: Recruitment Strategies for AGT Report

This report focuses on the staffing and employee selection process for Advanced Global Technologies (AGT), an IT firm in Sharjah, UAE. It begins by defining recruitment policy and explores two key recruitment strategies: finding clients (through cold calling, email marketing, social media, job postings, and referrals) and sourcing candidates (utilizing internal databases, social media, and online job boards). The report then details the recruitment process, including identifying and prioritizing jobs, targeting specific candidate profiles based on required performance and experience levels, and outlining various recruitment sources (internal and external). It emphasizes the importance of trained recruiters and a structured evaluation process, including technical interviews and psychometric tests. The report concludes by examining direct and indirect recruitment methods, highlighting the advantages of direct methods such as campus recruitment for efficient candidate selection and the ability to find talent quickly. References to relevant academic sources support the analysis.

Running Head: Staffing and Employee Selection 1
Staffing and Techniques for Employee Selection

Staffing and Employee Selection 2
Contents
Introduction......................................................................................................................................3
Recruitment policy and two forms of recruitment strategies...........................................................3
The Recruitment Process.................................................................................................................4
Conclusion.......................................................................................................................................5
References........................................................................................................................................6

Staffing and Employee Selection 3
Introduction
The main aim of this assignment is to demonstrate the policy of the recruitment of Advanced
Global Technologies (AGT) which is the leading IT firm in Sharjah, UAE. The strategy will be
formulated for the recruitment process in an efficient manner. There is various method of
recruitment which can be advantageous for the company to get recruited right people at right
place.
Recruitment policy and two forms of recruitment strategies
A recruitment policy is considered as the statement of the process of hiring. It is the statement
that outlines the hiring practices of the company and enables to promote consistency within the
process of employee recruiting. There are two forms of recruitments strategies which are defined
below:
Finding Clients
There are number of strategies which can be preferred by the company to recruit the employee.
Finding clients is one of them which can be preferred by AGC to recruit the employee. There are
some ways which can be applied by AGC to find the clients for the company. These ways are
cold calling, email-marketing, social media, job posting websites and referrals. It has been found
that these ways are dependent on the preferences of the HR as it is relied on the caliber and the
fond of HR towards recruitment (Sarma, 2017).
Souring Candidates
It has been found that the job orders are considered as the life blood of the recruitment but it is
not possible to make placements without candidates. AGC should focus on the recruitment

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sourcing strategies. There are some effective recruitment strategies for sourcing candidates such
as own recruiting database, social media recruiting, online job posting services and candidate
referrals from different candidates (AGT, 2018).
The Recruitment Process
Identifying and Prioritizing Jobs
It is necessary for ACG IT Company to keep focus on the identification of the profile or
positions for the aim of maintaining the quality of the recruitment activities as it is useful to give
preference the vacancies.
Candidates to Target
The process of the recruitment can be efficient if the company entirely comprehends the needs of
the kinds of candidates that are need and will be advantageous for the company (Bhoganadam &
Rao, 2014). There are some parameters such as performance level required, experience level
required and Category of the Candidate.
Sources of Recruitment

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The strategy of recruitment should be elaborated into two forms such as internal and external. It
is necessary for ACG Company to have knowledge regarding the sources and they should be
focused for the purpose of recruitment of the most effective sources of recruitment.
Trained recruiters
The candidates keep huge value in the organization that is why it is necessary for the company to
keep trained recruiters to conduct the activities (Jeske & Shultz, 2016). The recruiters of ACG
Company should be aware regarding the major parameters and skills for the purpose of focusing
the interviewing and selecting the candidate.
Evaluation of Candidates
The recruitment policy should be planned before such as technical interviews, written tests,
psychometric tests and HR interviews.

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Recruitment method for the benefit of organization
Recruitment methods focus on the potential job seekers so that the right people can reach at right
place. It is the way by which the recruiter establishes the contact with the potential candidates
(Laws, Litterbach, Denney-Wilson, Russell, Taki, Ong, & Campbell, 2016). It is vital to describe
the methods of the recruitment in the AGC Company. There are two kinds of recruitment method
that is direct and indirect method.
Direct Method
Direct Method is the appropriate method of the recruitment and as a staffing professional in the
HR department of a work unit of AGC; direct method of the recruitment would be helpful to the
company. Direct method is the part of the external method which is an effective approach of
recruiting candidates. According to this method, this method entails the selection and enrolment
of upper level of qualified personnel. It has been analyzed that the direct recruitment is taken in
to consideration for developing the new projects where the liabilities of the employees have to
complete the definite level (Caers & Castelyns, 2011). As per this method, the recruiter of the
company go to the desired centre and conduct a seminar where the description about the job
profile is given to the candidates by which a suitable candidate applies for the job and after
clearing the interview, the candidate is selected for the proposed job. As a hiring manager,
campus Recruitments would be preferred so that employees can get selected by their choice
(Gillespie, Hernandez, Hung & Luft, 2017). With taking consideration of the direct method, it
would be easy for the company to select candidate in urgent basis where they can get bulk of
talent. Recruiter would be able to select the candidate in an efficient manner by choosing the
direct method of recruitment as it enables them to get many options for the vacant position and
they can evaluate the skills of the employee. Through campus recruitment, recruiter of the

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company will visit and participate in college campus to hire best candidate for the vacant
position.
Conclusion
It can be concluded that the recruitment strategies should be consider by the recruiters on prior
basis as it helps company to select candidates as per the requirement of the company. This report
has entailed the staffing techniques for employee selection which can expand the growth of the
business because employees are the key of success. Two forms of recruitment strategies have
been elaborated under this report in which the finding of the employees and the sourcing of the
employees. the recruitment process has been elaborated under this assignment which showed that
HR recruiter of ACG need to focus on the ways or steps of recruitment so that the right person at
right place can be recruited.
References
AGT, (2018). About Us. Retrieved from: https://www.naukrigulf.com/advanced-global-
technologies-careers-cid-66422.
Bhoganadam, S. D., & Rao, D. S. (2014). A study on recruitment and selection process of Sai
Global Yarntex (india) private limited. International Journal of Management Research and
Reviews, 4(10), 996.
Caers, R., & Castelyns, V. (2011). LinkedIn and Facebook in Belgium: The influences and
biases of social network sites in recruitment and selection procedures. Social Science Computer
Review, 29(4), 437-448.

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Gillespie, K., Hernandez, Y., Hung, L. W., & Luft, H. (2017). Enrolling Patients in the Sutter
Health Biobank: Lessons Learned From Testing Different Recruitment Methods. Journal of
Patient-Centered Research and Reviews, 4(3), 198-199.
Jeske, D., & Shultz, K. S. (2016). Using social media content for screening in recruitment and
selection: pros and cons. Work, employment and society, 30(3), 535-546.
Laws, R. A., Litterbach, E. K. V., Denney-Wilson, E. A., Russell, C. G., Taki, S., Ong, K. L., ...
& Campbell, K. J. (2016). A comparison of recruitment methods for an mHealth intervention
targeting mothers: lessons from the growing healthy program. Journal of medical Internet
research, 18(9).
Sarma, J. (2017). Recruitment And Selection In Assam Carbon Products Limited. Deliberative
Research, 35(1), 27-32.