Managing People: Recruitment Strategies for HiTec International

This report examines the people management practices of HiTec International, a rapidly growing IT company. The report identifies the company's strengths, such as its global presence, increasing revenue, and attractive employee benefits, while also pinpointing a key problem: difficulties in recruiting skilled personnel. The report explores various recruitment strategies, differentiating between internal methods like promotions and transfers, and external methods such as newspaper advertisements, consultancy firms, campus recruitment, and former employee re-hiring. It emphasizes the importance of a well-defined recruitment process, including job descriptions, application screening, testing, and interviews. The report concludes by recommending a comprehensive selection process to identify the best candidates and suggests that HiTec prioritize recruiting multi-skilled employees. The report references various academic journals and books to support its findings.

MANAGING
PEOPLE

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK...............................................................................................................................................1
Organization strength.............................................................................................................1
Organization problem.............................................................................................................1
Recommendation....................................................................................................................2
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
Managing people plays a significant role in the business organization which is look over
by the Human resource department of enterprise. Human Resource Management (HRM) can be
defined as a process of increasing employee's performance so that they can achieve their strategic
objectives along with that of organization (Dowling, 2008). By considering the above scenario,
this present report has been prepared on HiTec International which is one of the fastest growing
organizations in the world which deals in computer hardware and software solutions. This
present report will focus on choosing the best recruitment strategy so that venture gets the best
employees for conducting their business operations.
TASK
Organization strength
Cited organization has their operations around the globe and their revenue and profits are
increasing year-by-year. They also are giving effective services to the corporate clients so that
the use of internet gets maximized. Further, HiTec gives varied range of standard equipments
with different attractive packages to clients who influence their mind towards organization’s
products and services. Further, after selling the product, firm also has effective after sale service
team who looks over the maintenance of software. Firm is dominating in their field and giving
tough competition to their major competitors in same sector. Research and Development (R&D)
department also plays a crucial role in increasing the brand image and goodwill of the firm.
Further, being a public limited company, they give share to their employees at discounted rates.
Moreover, organization also pays top salaries to their multi skilled and talented employees along
with different benefits like pension, health and life insurance. By giving all these remunerations,
staff retention is not a major problem for the business organization.
Organization problem
HiTec is growing rapidly but their main problem comes in recruiting talented personnel.
With so many benefits given to employees, cited firm is not able to find sufficient employees
who are multi skilled and possess desired knowledge for functioning tasks and duties of the
business venture. Along with this, the industry in which they are working is fast moving and is
very difficult for venture to have less experience and thereby there is requirement of large period
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for providing effective training (Shipton, H. and Birdi, 2005). Moreover, the time they have got
specific knowledge or skills, technology moves on and the things go waste.
Further, with so much of intense competition, HiTec emphasizes on recruiting personnel
from competitor’s companies as well because they have vast experience in their working and
also by recruiting them with attractive package will lead to the development of business venture.
However, organization felt that it is a bad practice because it can generally spoil their business
relationships with those firms. Moreover, their two major sources of recruitment are
advertisement in the national newspaper and approaching headhunters directly.
Recommendation
HiTec is a global company which is operating its business operations in many countries.
Further, being a reputed company in IT sector, their market share and goodwill are constantly
increasing year by year (Bush, T. and Middlewood, 2013). Further, the main role of the HR
manager along with top level management is to maintain the decorum and standard possess by
them. Moreover, organization has to solve their major problem of finding the talented personnel
and in order to overcome that, they can take various measures. Some of them have been
discussed as follows:
Recruitment process
Recruitment process generally differs from one organization to another. It is the method
of choosing the most suitable candidates who possess all the relative skills and knowledge
(Recruitment & Selection Hiring Process, 2015). In order to find the best individual, HR manger
has to prepare job description and specifications statement. With the help of that, they will get
response from only those candidates who fulfill the job description statement along with
knowledge required which has been described in the job specification. Further, HiTec can grasp
dominating candidates from both internal and external sources as well.
Internal sources: Organization chooses best of the employees within the organization only. This
involves various sources such as promotion, transfer and present employees. Promotion- It is generally shifting of individual from lower position to the higher one
with some better prestige, responsibilities and increase in pay. Promotion is a
motivational tool which drives employees to work with best of their efficiency in order to
achieve their desired goals and objectives (Gask and Green, 2006).
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 Transfer- It is shifting of individual from one position to the other. Organization usually
shifts person so that they get an idea of working in different fields as well. Present employees- Existing staffs have knowledge of the vacant position and can
recommend their relatives and persons who are there in contact. The person who is in
search of job will be able to know about the requirement of vacant post in the company
through that recommendation and will apply accordingly.
External sources: This source of recruitment plays a crucial role in fulfilling the vacant position.
HiTec needs to be majorly depended on this only in order to find the best personnel for the
business venture (Recruitment & Selection Hiring Process, 2015). Some major external sources
are: Advertisement in newspaper- HiTec is usually following this policy to recruit personnel
by giving advertisement in newspaper or professional journals. Further, this attracts
candidate to a great extent. This helps HiTec to receive application from the interested
individuals. Consultancy firms- These firms are regulated by HR professionals who have contact
with firms who find talented and prosperous dedicated candidates for the business
ventures. This generally reduces the cost of organization in conducting recruitment and
selection program. However, HR consultants charge some amount of fees from the
business venture (Oertig and Buergi, 2006). Headhunters also perform the same service
and are hired by organizations to meet the job requirements. They have employees who
are experienced with not less than 10 years. HiTec also uses this technique in some
situations. Campus recruitment- Mentioned organization can focus on recruiting candidates from
educational institution for specific vacant position. Being an IT company, HiTec can
conduct campus recruitment in various IIT firms. Here, the students are hired at the
course of their studies only. Organization gives them some sort of training in order to
become specialized in specific field. Casual Callers- Individuals who casually come to the HiTec can be also attracted for the
vacant position. In advancing countries like India, USA, this process is quite common. Central applications- CV's which are rejected earlier can be rechecked by HiTec so that
they may contact to those who had come for interview earlier (Shee and Pathak, 2006).
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 Former employees: Employees who have left their own or laid off by HiTec can be
retain back if they are interested in joining the concern again. This will help mentioned
company to save the cost which generally incur for giving training and development.
From all the above sources, HiTec can recruit best of the candidates according to
organization’s profile. Further, this is generally focusing on recruitment of multi skilled and
talented employees because cost to train these employees is relatively less as compared to those
who are less qualified (Riley and Thompson, 2010). Further, organization believes on a concept
of making employees work according to their comfort and benefit rather emphasizing and
unnecessarily delegating work on them. .
Further, after recruiting possible candidates, organization can conduct employee selection
process and under this, different tests are conducted which judges candidate’s efficiency and
productivity. HiTec can focus on following steps in choosing the best of candidates for their
operations:
 Inviting applications
 Receiving application
 Scanning application
 Conducting written test
 Personal Interview
 Reference check
 Medical examination
 Final selection
 Placement
This selection process will play a crucial role for HiTec as with the help of this, they will
be able to scrutinize the candidates who have been selected at an earlier stage. At last,
organization will come up with the selection of best candidates who possess all the necessary
skills in performing the task and duties as required by the cited firm (Oertig and Buergi, 2006).
Organization will give them appointment letter in order to join venture on a specific date.
Further, this letter will also comprise the post for which he/she is recruited along with the salary
and responding authority (Landy and Conte, 2009). At last, placement is done and employees
have to perform all their duties with the best of their strengths and capabilities to achieve their
goals and objectives.
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CONCLUSION
From the above report, it is concluded that the HiTec is an IT company which is
operating worldwide. Further, they have immense goodwill in the industry in which they are
working and focusing on to increase their revenue year by year. Further, this report showcases
that organization is facing problem of recruiting talented personnel and is becoming a major
drawback for them. Furthermore, this report concluded with various recommendations suggested
which will help HiTech to operate its business operations more efficiently and effectively.
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REFERENCES
Journals and Books
Bush, T. and Middlewood, D., 2013. Leading and managing people in education. Sage.
Dowling, P., 2008. International human resource management: Managing people in a
multinational context. Cengage Learning.
Gask, L. and Green, G., 2006. Evaluating STORM skills training for managing people at risk of
suicide. Journal of advanced nursing. 54(6). pp.739-750.
Landy, F. J. and Conte, J. M., 2009. Work in the 21st century: An introduction to industrial and
organizational psychology. John Wiley & Sons.
Oertig, M. and Buergi, T., 2006. The challenges of managing cross-cultural virtual project teams.
Team Performance Management: An International Journal. 12(1/2). pp.23-30.
Riley, M. and Thompson, A., 2010. Managing people. Taylor & Francis.
Shee, H. K. and Pathak, R. D., 2006. Managing people and technology for enhancing
competitiveness: Software industry perspective. Journal of Transnational Management.
11(1). pp.63-80.
Shipton, H. and Birdi, K., 2005. Managing people to promote innovation. Creativity and
innovation management. 14(2). pp.118-128.
Online
Recruitment & Selection Hiring Process. 2015. [Online]. Available through:
<https://hr.ucr.edu/recruitment/guidelines/process.html>. [Accessed on 25th February,
2016].
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