Strategic Sourcing Essay

The recruitment and selection process can affect the efficiency and effectiveness of any organisation so it is crucial that the right person is employed for the job. The selection process also involves the image as an employer and its ability to attract quality staff. When an individual is applying for a job, he/she will need to undergo some steps.

ASOS is an international fashion retailer, which offers an extensive line of products, varying from high street to

The availability of manpower or suitably qualified staff is an important factor in the recruitment process and overall approach to talent planning. If the company has a demand for more professionals / specialised staff and there is limited supply in the market, then the company may have to depend upon internal sources by providing them special training and development programs. This will in turn impact on retention for the company. The company may want to have a more detailed retention policy if they have to invest heavily in staff.

Recruitment refers to hiring a best qualified person for a job opening in a cost efficient and timely manner. This process comprises evaluating the job requirement, attracting the candidates, screening and short listing the qualified applicants, employing and incorporating them with new teams. Talent is the most important assert for any business. Talent Management, which includes recruitment, is a crucial part for any organization’s growth (Limor, 2013).

Identify and assess at least four ways that affect the organisations approach to attracting talent

* Supply and demand; Organisation will have to look at supply of the talent. If the supply is low and demand high use of internal resources will be necessary by forward planning, supply of specialist training

Depending on the nature of the business, organizations will require various sets of talents (skill, knowledge and capabilities) that contribute towards the their growth and success. Markets in general have high supply of some talents and low of others. Based on the talent requirement of the organization and the market in which it operates, it will have to alter its approach towards attracting the required talent. This may involve adjusting factors like remuneration, long & short-term benefits, career prospects, trainings, etc.

While it is certainly important to acquire new talent for the organization, it is worthwhile investigating what talent is already available within the organization and if these can be used

It is essential for every organisation to understand the recruitment trends as by attracting the best talent, organisations will have an advantage over their competitors. When talent planning, organisations should promote a career opportunity, not a job opportunity as this gives a whole new outlook to any potential employee.

For an organisation to attract talent successfully, as part of the talent planning policy it needs to identify and assess what factors affect its approach to attracting talent. For example:

Internal recruitment can be done relatively cheaply and quickly; the vacancy can be advertised through staff notice boards, company intranet or company-wide emails.

Internal sourcing often lies at the core of an organization’s recruitment system and a lot of times current employees are usually considered first when a job becomes available particularly for organizations whose talent philosophy supports promotion from within, such as the company I work for, therefore making internal sourcing more effective than external sourcing. Due to the fact that current employees can quickly grasp the concept of the skills and information needed for the position once hired, a lot of companies try

The case study shows that the company has a very poor recruitment process. The customer service supervisor was not experienced in the interviewing, and hiring. Had the recruitment been well monitored the customer service supervisor would have been required to follow the guidelines to the latter. Following the guidelines specified for the position the supervisor would have conducted much better interviews and selections.

Global sourcing refers to sourcing employees across the world. This process requires developing, implementing, planning, and evaluation staffing strategies on a worldwide basis in order to make sure that organizations met their goals and objectives. Recruiting refers to an organization’s decisions and practices that affect the quantity or quality of candidates willing to apply or accept job offers. Nowadays, organizations use the term “human capital” that makes executives realize that the way they compete to recruit talents can make or fail their businesses. Moreover, the capacity to source (identify) and recruit (attract is very advantageous). In my paper, I will discuss some recruiting sources and sourcing methods, benefits and challenges. Global sourcing method has an external sourcing option called “Outsourcing” that is said to be the best solution for recruiting. Therefore, I will discuss what outsourcing is, its benefits and disadvantages.

Talent acquisition is defined as the “strategic approach to identifying, attracting and onboarding top talent to efficiently and effectively meet dynamic business needs” (Erickson, 2012). Talent acquisition has the unique role of ensuring job applicants not only have the right credentials for the job, but also have the right mentality for the job. In other words, the person who ultimately will be offered the job needs to ‘fit’ within the firm’s structure and culture.