Recruitment and Selection Strategies for Senior Level Employees


Recruitment and Selection Strategies for Senior Level Employees
Student Name:
Par A: Memo
TO: CEO, Human Solutions Software, Inc. (HSS)
FROM: Human Resource Director
DATE: 20th April 20, 2017
SUBJECT: New Recruitment and Selection Strategies of Senior Level Employees
Following the initial meeting and presentation regarding human resource challenges in the company, I have developed strategies to be used in the hiring process, especially that of senior level employees. Upon your approval, my team and I did extensive research on the human resource situation in the company and consulted other sources to elaborate relevant strategies to be implemented in the hiring process of senior level employees in the company. The strategies have been streamlined to go in tandem with the HSS vision, mission, and objectives. An overview of the strategies includes:
●	Adopting new Recruitment Approaches, such as headhunting, referrals, executive professional job boards, and LinkedIn.
●	Selection approaches agreed to include a focus on the organization needs assessment, position requirements, and candidate requirements.
●	Metrics used to measure the effectiveness of the hiring process, which includes time taken to fill the vacancy, interview-to-offer ratio, and offer acceptance rate.
I am looking forward to a scheduled meeting to further expound on the new strategies we formulated. Thank you
Part B: Review of Recruitment and Selection of Senior Employees
Recruitment is a step in the hiring process which involves broadcasting to different platforms, looking for qualified persons to apply for a vacant position in the organization. The selection process follows and entails scrutinizing to find the right employees. It involves interviewing and undergoing other tests to choose an A-level employee for the organization. The hiring process of a senior executive becomes more challenging to the recruiters, owing to the skills and experience a candidate needs to have. It is difficult for the organization to assess an individual’s skills unless robust human resource strategies are crafted to choose the best among the pool of candidates. 
Senior executive recruitment is different from that for the general staff because candidates have specific objectives they want to achieve in the company. For the most senior level employees, the company can head successful executives from other organizations. 
Headhunting is a highly personalized approach toward an individual with high stature in a certain field or company and who can duplicate the same success in the approaching organization. The recruitment technique is most effective for a candidate with a proven track record and who continues to produce results on the current place of work (Guthridge et al., 2008, p. 26).  Headhunting means there should be a motivating factor to warrant the employee to leave a successful organization. Some of the factors include improved remuneration package, and additional benefits, such guaranteed insurance coverage, among others. 
Referral is one of the sure ways to get qualified candidates, especially for the executive role. It entails a recommendation from the company employee and streamlines the hiring process. Referrals at times can be misused by hiring managers to recruit friends and family members (Croteau, 2012). There should be a high stake in the referral process and only qualified candidates need to be selected to the next level of the hiring process.
Executive Professional Job Boards 
The company can use professional job boards tailored for the executive position postings. Job sites like cover a wider view and are not effective. Executive job boards are likely to attract the right candidates based on experience and skills. 
LinkedIn is the professional social network gaining traction as the favorite recruitment platform for most companies (Caswell, 2015). LinkedIn is effective because of its networking algorithms that promote exchange among executives. Its search engine is also effective in specifying the year of experience and skills required for a suitable candidate. 
Executive selection is the most critical part of the hiring process as it determines the most suitable employees. Human resource managers should formulate a working strategy on the selection framework to be used in the selection of candidates within the organization. Some of the things to consider when selection process includes:
Organizational Needs. The organizational needs assessment should be conducted on the candidate to gauge the work environment and factors such as strengths, strategy, needs, and long-term goals should be considered. It entails the understanding of the internal and external environment of the organization (Sessa et al., 1998, p.2). Understanding the organization's culture will drive the goals, core values, and beliefs of the company. The executive's kn 

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