Recruiting Problems: Annotated Bibliography

Kolar, C. (2015, February 16). Future Challenges for Recruiting Trends and Best Practices. Retrieved March 24, 2016, from http://www.rpoassociation.org/blog/future-challenges-for-recruiting-and-hiring

The author of this article, Carrie Kolar discusses different issues recruiters face in today's work force. One of the best challenges that she brings up the simple fact that there are more jobs, because of this it is much harder for a recruiter to hire someone in a field of work and retain them. A huge point that the author brings up as an issue with recruiting is that mobile technology hasn’t capitalized very much yet. Mobile technology is an up and coming thing in the recruiting world and as the author puts it “many recruiters understand the hiring strategies need to change, they aren’t willing –“. Due to the increase of jobs there is often an increase of potential candidates to hire; a lot of hiring managers will keep looking for a candidate with a specific set of skills that is completely unattainable. When a recruiter does hire a candidate (often a low-performing candidate), they are often weeded out affecting the retention rate of a company. Another issue that the author brings up is the increase of social media recruiting and why it isn’t always a good thing for a company to use while recruiting. There are a lot of issues with recruiting on social media, an issue that Carrie Kolar brings up is that it is much easier for a company to get hit with discrimination if they are recruiting on social media as well as using a social media account in general. Her suggestion is very simple, but way underrated: create a social media policy to prevent such issues.

The author brought up quite a few issues on recruiting, such as; mobile technology, social media recruiting, retention, and more jobs. The article is a summary of a few articles from credible sources such as SHRM. Overall, the author did a good job summarizing issues in recruiting.

Sullivan, J. (2014). Extreme Recruiting Approaches Emerge as the Battle for Top Talent Increases. Workforce Solutions Review, 5(5), 4-7.

In this article, the author Dr. John Sullivan is addressing the issues companies see with retention because of aggressive recruiting techniques that recruiters are using to snag their competitors employees for their own businesses. Dr. Sullivan brought up quite a few controversial recruiting techniques, such as yahoo handing out free coffee to google employees while they wait for the google bus to pick them up. Yahoo wasn’t the only controversial recruiter trying to snag competition from google, Roku gave away “gadgets worth between $45 and $100” to google employees. In another section in the article, the author brings up the simple fact that academic scores in college and brain teasing questions during an interview don’t always provide the company with the best hires. In fact- in the article it mentions that some of Googles’ best talent has often never taken a college course. The author also brought up that “silver medalists” or candidates that were the companies’ second choice are being considered more even if they aren’t stand out candidates. Another topic that is brought up is “exploding offers” or sign on bonuses that decrease in value as time increases. The author mentions that companies are using this to help speed up a candidates decision time for a job offer that is made to them. The last topic in the article that I will be summarizing is mobile recruiting. In the article Dr. Sullivan brings up the simple fact that millennials are more inclined to apply to a job if they can apply on their mobile device. Recruiters are using texting as a form of communication to candidates now as well. The simple reason why mobile recruiting can be so successful is because most people carry their mobile phones with them 24/7 which makes recruiting and communication much easier not only for recruiters, but candidates as well.