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Attracting Talent

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1.0 Introduction
This report identifies and assesses factors that affect an organisation’s approach to both attracting talent and recruitment and selection. It also explains organisational benefits of attracting and retaining a diverse workforce, as well as methods for recruitment and selection. 2.0 Findings

2.1 Factors Affecting an Organisation’s Approach to Attracting Talent

2.1.1 Attracting Talent
An organisation needs to consider the current supply versus demand for a role in the marketplace. If demand is very high and supply of talent is low, an organisation might choose to structure a remuneration package likely to attract the type of candidate sought. In addition the terms of the employment offer could be tailored to suit a certain type of candidate.

An organisation might also look at new channels to attract talent such as via social networks or encourage and reward referrals from existing employees.

2.1.2 Recruiting Talent
If as the previous example suggests, there is a shortage of candidates in the marketplace, an organisation might look to utilise the services of specialist headhunting firms to identify and take the first steps in the recruitment process.

2.1.3 Talent Selection
An organisation may decide to expand into a new business market. The organisation will need to look at their business strategy and think about what type of candidates they will require for the new role, and where they are going to find them.

2.2 Organisational Benefits of Attracting and Retaining a Diverse Workforce

2.2.1 Introduction of New Ideas and Processes
Organisations that attract a diverse workforce will have access to a wide talent base. New employees within an organisation may bring with them fresh and new ideas and process, as well as cultural and educational experiences which can benefit the workplace.

2.2.2 Encouraging Staff Movement Within the Hierarchy
A diverse workforce provides more opportunities for staff movement within an organisation, this will lead to a higher retention of staff, staff morale will improve along with productivity.

2.2.3 Reduces the Risk of Discrimination Claims
If an organisation has strategies in place when attracting new talent and for existing staff, they will reduces the risk of discrimination claims. Organisations will need to become familiar with and introduce the equality act 2010 to their working procedures.

2.3 Recruitment Methods

2.3.1 Internal Recruiting
This is when a job vacancy is filled from within the business, where existing employees are selected rather than employing someone from outside. A business might decide that it already has the right people with the right skills to do the job, particularly if its training and development programme has been effective. Internal vacancies are usually advertised within the business via, staff notice boards, intranets or even staff meetings.

2.3.2 Recruitment Agencies
A recruitment agency acts as an intermediary between a company that is looking to recruit someone and an individual who is looking for a job. A recruitment agent’s main function is to source the most suitable person for a job vacancy that they have been asked to fill.

2.3.3 E-Recruiting
This is the process of personnel recruitment using electronic resources, in particular the internet. Companies and recruitment agents may decide to use this method when recruitment so as to improve the speed by which job candidates can be matched with vacancies.

2.4 Selection Methods

2.4.1 Interview
An interview with the candidate is the most common practise when recruiting. The candidate may be interviewed by a panel, or one to one interviewing.

2.4.2 References
References supplied by the candidate may also be used as a selection method. Usually references are supplied by previous employers of the candidate.

2.4.3 Test Centres
Candidates may be required to undergo assessment tests which may include aptitude tests, ability tests, group tests or personality tests.

3.0 Conclusion

It is important for an organisation to employ a number of methods for recruiting and selecting candidates. Organisations who are less flexible in their recruitment process could lose talent to those who are more flexible and adaptable in their approach.

Attracting and retaining a diverse workforce is paramount to today’s organisations. It enables organisations to find and keep the right employees for their business, and it also reduces the risk of discrimination claims.

To be competitive, organisations need everyone who works for them to make their best contribution. Increasingly, employers are recognising the importance of diversity in recruiting and retaining the skills and talent they need and the importance of designing appropriate and fair people propositions to be successful. Creating open and inclusive workplace cultures in which everyone feels valued, and respects colleagues, is recognised as key.

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