Should rachel use internal or external recruitment technique

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Reference no: EM132687694

Case Incident - Solving a Potential recruitment Dilemma

Rachel Lucas is the human resources manager of a prestigious accounting firm. Rachel recently attended a local human resources professional s' association meeting where recruitment was the topic up for discussion. At this meeting, all aspects of the recruitment process, including recruitment methods and how to increase diversity using application forms, were to be discussed. Rachel could not wait to apply what she had learned at this meeting to her job.

While listening to the scheduled speaker for the evening, Rachel started to think about the current recruitment initiatives she was dealing with at work. The firm was entering its traditional busy season where many clients would need tax returns completed. This time every year she needed to source and hire quality, qualified candidates to fill 50 tax preparer positions. The partners were relying heavily on her this year to get higher quality candidates because of the complex returns that would have to be completed, and to have them in place within three weeks.

As the speaker was finishing his presentation, Rachel wondered what recruitment process and techniques she should use. What would be the best decisions for the firm?

Questions: 1. Should Rachel use internal or external recruitment techniques to staff these 50 positions?

2. Rachel is hoping to recruit qualified candidates from a variety of diverse demographics. Will she have to use different recruitment techniques to make this? If so, what ones are the most effective to attract these candidates ( older workers, designated group members, and so on)?

3. Rachel plans on hiring recruiters to assist her in staffing these 50 positions. Knowing the company will require recruiters to adhere to the concept of employer branding, describe what steps Rachel should take to orient the new recruiters to the branding process.

Reference no: EM132687694

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