Finding the right candidates for a specific job position is one of the most challenging tasks in human resource management. The problems that limit an organization from getting a suitable employee for a given position are associated with lack of integrating innovation in the recruiting process. One of the most effective strategies in finding the right candidate for a job opening involves writing an explicit job description that lists not only responsibilities, duties, and requirements but also states employee value proposition and organizational culture (Bartlett et al., 2016). In the case of finding the assistant general counsel, asking for permission from the hiring manager is the best option to pursue. The re-announcement of the vacancy would incorporate a different approach, which would ensure that the application process is streamlined to match candidates proactively with the job of interest. According to Thew (2018), the lack of information regarding a company’s expectations and job descriptions are some of the significant issues that hinder the recruiting process as witnessed in the case. As such, re-announcing the position with necessary adjustments to job description will assist in filtering of applicants and ensure the office of general counsel receives the best candidate for assistant general counsel position.

Recruiting is at the core of any successful organizations, and as such, there are various considerations in making recruitment decisions. First, the HR department should ensure that the recruitment process is within the available budget. As an HR business partner contracted to carry out the recruiting process, it is essential to provide services that satisfy a client’s need. In this case, re-announcing the vacancy is underpinned by the assumption that writing an explicit job description based on the office of general counsel’s requirement will assist in the vetting process of potential employees. Besides, recommending the hiring manager to reconsider the 12 selected candidates could lead to a lousy hire. Whereas, outsourcing of a recruiting firm to carry out the process would be quite expensive. Therefore, re-announcing option creates a win-win situation as it helps in addressing the needs of all parties and cultivates future relationships, which depend on the client’s trust in HR to solve their problems.

Overcoming recruitment challenges necessitates innovation that incorporates the integration of technology in the recruitment process. The incorporation of technology in the recruiting process can be implemented by the use of LinkedIn Recruiter that help organizations to reduce their search results to potential employees. According to Maurer (2016), LinkedIn filters allow recruiters to sort search results per their connection to employers, aggregate job-hunting behavior, and understand previous recruiting activities. Therefore, the combination of these filters with the current recruiting process can help the HR to prioritize the recruits based on their relationship with the counsel and establish if their proficiency meets the threshold. Furthermore, the HR partner can utilize social media platforms to create individual connections through personalized messaging and interactions with present and past employees to gather sufficient information essential to the formulation of an ideal job description (Weinstein, n.d.). Social media can also assist in branding, which can be implemented in the case of the office of general counsel by sharing information on organizational practices and culture as this will trigger a reaction from potential candidates (Carpentier et al., 2017). Therefore, companies interested in hiring new workers should embrace innovations such as LinkedIn Recruiter to enhance the recruitment process.

It is apparent that filling the opening at the office of the general counsel is a challenging mission that demands updated strategies that incorporate innovative approaches. Among the three options given to the HR business partner, re-announcement of the vacancy proves to be the best choice to explore since it creates an opportunity to combine conventional recruiting strategies with more modern approaches such as technology. Technological use in hiring process involves, tapping into employee networks and establishing an online presence an employer’s brand. Secondly, taking the time to review the needs of the client is another approach that would enhance the HR business partner’s insight to understand factors that matter to the client. Moreover, evaluating the requirements of a recruiter creates an opportunity to customize the services offered by clients for future use. Therefore, working closely with the client and actively maintaining communication is essential in ensuring successful recruitment process.

References

Bartlett, G. D., Kremin, J., Saunders, K. K., & Wood, D. A. (2016). Factors influencing recruitment of non-accounting business professionals into internal auditing. Behavioral Research in Accounting, 29(1), 119-130.

Carpentier, M., Van Hoye, G., Stockman, S., Schollaert, E., Van Theemsche, B., & Jacobs, G. (2017). Recruiting nurses through social media: Effects on employer brand and attractiveness. Journal of Advanced Nursing, 73(11), 2696-2708. doi: 10.1111/jan.13336.

Maurer, R. (2016, October 14). 5 LinkedIn recruiter hacks to save you time. Society for Human Resource Management. Retrieved from https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/5-linkedin-recruiter-hacks-save-time.aspx.

Thew, J. (2018, May 15). Tried these 3 nurse recruiting tactics. HealthLeaders. Retrieved from https://www.healthleadersmedia.com/nursing/tried-these-3-nurse-recruiting-tactics.

Weinstein, M. (n.d.). Recruiting via social media. Training Magazine. Retrieved from https://trainingmag.com/trgmag-article/recruiting-social-media/.

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