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[answered] Abstract In this paper I will be reviewing the aspects of s


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Abstract

 

In this paper I will be reviewing the aspects of sourcing and recruiting employees globally, specifically

 

from Europe for the Hilton Hotel chain. I will be going over how to source globally for an organization.

 

Nowadays, it seems as if though companies compete to source and recruit the best talent not just

 

domestically, but also globally. It is becoming a race in this globalizing world. However, more than ever,

 

recruiting executives are having a hard time doing more with less. It is as important to be able to source

 

and recruit via professional social networks as well as via outside recruiting firms in order to attract and

 

obtain the top talent in the world. Approach

 

I will be using the DeVry online library to seek my primary sources for my strategic staffing research

 

paper. I will also be using respected sources such as SHRM, and other professional sources such as

 

company websites. I expect to learn more about the intricate process sourcing, recruiting and hiring

 

globally.

 

Focus

 

I am going to be focusing specifically on how to source and recruit employees from Europe for

 

the hotel chain Hilton. Hilton was named one of the Top Employers of Young People in the UK in 2012

 

and also named by the Sunday Times, the ?Best Companies to Work For? for three consecutive years

 

since 2010 (2015). Therefore, Hilton is well known in Europe, thus making it easier to recruit Europe?s

 

top talent. First, I would begin to source and recruit candidates by advertising the job opportunity on the company

 

website. In addition to that, I would encourage the company?s current employees to take advantage of

 

the referral program and refer their friends over. Word of mouth is the cheapest way to source

 

employees. I would search for potential candidates by searching for LinkedIn connections that can lead

 

to those potential candidates in Europe. In the 4th Annual Report of 2015 Global Recruiting Trends

 

written by Batty, Cruz, Bowley, and Gager (2015, p. 12), they state that professional social networks have

 

proven to be the top source for recruiting top talent globally, which has increased a staggering 75% over

 

the four years.

 

Additionally, I would source and attempt to recruit candidates by advertising the job opportunity on a

 

site such as StepStone. StepStone is a job board that advertises job opportunities for many different

 

countries. StepStone?s job board receives about 50 million visits per month and has been successful in

 

matching the best candidates with the best companies (2015). An organization wants the best of the

 

best; therefore I will also hire a recruiting firm to assist in the sourcing and recruiting process. These

 

recruiting firms are more familiar as to how to recruit the best of the best in the part of the country that

 

the organization is attempting to recruit in. Professional social networks along with outside recruiting

 

firms seem to be the best way to hire top talent.

 

Literature Review

 

According to an article written by Shachar and Hirschl written in the Indiana Journal of Global Studies

 

(2013, p. 73). Olympic citizenship is on the rise. Olympic citizenship is a citizenship-for-talent exchange.

 

Governments are continuously ?picking winners.? These winners are those that can obtain citizenship

 

based on their talents, skills, and abilities and as such can contribute to a country?s economy, growth,

 

and overall international reputation. Countries are promoting citizenship grants to find the cr?me de la

 

cr?me. Of course a return is expected for the citizenship grants. This is all done in attempts to obtain a

 

competitive edge over competitors. The global race for the best and brightest talent is slowing becoming

 

the frontier of a new era (Shachar & Hirschl, 2013, P. 73).

 

In terms of the recruiting and hiring process, Volpe and Tucker (2014, p. 1), talk about the importance of

 

having an outside firm to recruit the best of the best. Most of the time, the best talent is already

 

employed, and that is where the recruiting agency comes in. Those employees that organizations are

 

looking for are called passive candidates. Lets remember that a good recruiting firms stays in contact

 

with all of their potential candidates and because of the information they are privy to when it comes to

 

job opportunities, they have the ability to turn passive candidates into active candidates. Active

 

candidates are those that are actively seeking jobs according to Phillips and Gully (2014, p. 144). Top

 

talent is already happily employed somewhere else and thus not searching job boards. It is important to

 

be able to afford an outside recruiting firm because the results from utilizing job boards have proved to

 

be extremely unpredictable. Author of "Trends 2003: The Human Capital Marketplace," John Sumser,

 

stated that, "...now, more than ever, effective recruiting will focus on the 20 percent of hires that

 

produce 80 percent of the results. These critical hires are not best handled with automated sourcing

 

methods, but depend on successful mastery of time-honored search techniques? (Volpe & Tucker, 2004,

 

p. 2). According to the 4th Annual Report of 2015 Global Recruiting Trends written by Batty, Cruz, Bowley, and

 

Gager, there is a lot of organizational pressure to do more with less (2015). The gap between budgets for

 

2015 and the recruiting volume keeps widening. There is a lot of competition amongst organizations for

 

top talent, and the biggest obstacles to attracting these candidates are compensations and the

 

competitors themselves. Even with that in mind, organizations will still have to do more with less. This

 

report states that it is important to have an active and passive candidate strategy to be able to attract

 

and employ top talent. The majority of professionals globally consider themselves passive candidates,

 

yet only roughly 61% of organizations recruit passive candidates (2015, p. 15). The chart below, also

 

taken from the 4th Annual Report of 2015 Global Recruiting Trends shows a breakdown in percentages of

 

the companies that are recruiting passively. According to SHRM (2013), there are a few practical steps that can be taken into consideration

 

when recruiting employees globally. First, just like when recruiting domestically, the talent recruiters

 

have to be able to discern those job competencies that they are looking for. However, one other big

 

aspect of these competencies is being able to recognize those that can adjust to American culture and

 

adapt easily. An organization wants employees who can assimilate, maybe someone who has worked in

 

other countries. Understanding U.S. visa and work authorizations regulations and laws is also important

 

to consider. Organizations tend to hire the services or immigration attorneys to assist in this process

 

(2013). It is also important to know professional networks? use and limitations. Know the terms and

 

conditions of these sites is very important when it comes to searching for data and using or transferring

 

this information. There very well may be privacy issues involved when using or sharing information from these professional sites. Lastly, it is important to be able to help domestic employees adapt to the

 

cultural change that international employees bring. An organization should offering employees diversity

 

and cultural sensitivity can be a good way to assist in adapting to the cultural change (2013).

 

Results

 

Through my research I learned that sourcing and recruiting globally could be a little more

 

complicated and time consuming than sourcing and recruiting domestically. While most everything is

 

pretty similar in terms of sourcing and recruiting, there are U.S. and the respective country?s laws and

 

regulations that need to be taken into account when sourcing and recruiting globally. Therefore my first

 

suggestion to the organization would be to become informed on expatriation laws as well as hire an

 

attorney to assist and consult in the entire sourcing and recruiting process.

 

A recruiting executive?s job while sourcing for potential candidates is to also ensure that the top talent

 

candidates are those that can easily adapt and assimilate to American ways. Therefore, one of my

 

suggestions to Hilton Hotel would be to ensure that the employees that they plan to recruit to work in

 

the U.S. can speak English, and have either had prior experience working in other countries or in the U.S.

 

For example, in my experience most hotels in Europe have English-speaking employees, therefore it may

 

be an option to transfer a current employee to a position in the U.S. When it comes to sourcing and

 

recruiting those employees, I would also suggest that they use multiple avenues to recruit. Examples are

 

those such as job boards like Monster. Monster has its own page set up for at least 20 different countries

 

in Europe and can be a good sourcing and recruiting tool.

 

Additionally, I would advise the organization to focus heavily on recruiting passive candidates. More

 

professional executives than one would imagine, consider themselves to be passive candidates, meaning

 

that they are open to better opportunities. It is important to have a sourcing and recruiting strategy for

 

both passive and active candidates in order to be truly successful in recruiting top talent globally that can

 

assimilate to a new environment and culture.

 

Conclusion

 

All in all, throughout my research I was able to conclude that sourcing and recruiting globally is a more

 

complex and time consuming process than sourcing and recruiting domestically for an organization. My

 

research will help the organization better prepare themselves in order to create and implement a

 

strategy to source and recruit employees in Europe. It will allow them to make the decision as to

 

whether or not they want to source for passive and active applicants equally to be able to recruit the top

 

talent in the world. My research will also allow them to source and recruit more efficiently by potentially

 

using more than one tool for the process. Additionally, the organization should be able to ensure that

 

the candidates that are selected are able to adapt essentially to a whole new world; to ensure that the

 

top talent that is being recruited can actually function in the new environment. With employees that

 

cannot assimilate, only strife may ensue. Overall, my research will benefit the organization because they

 

now know that sourcing and recruiting globally can be a complicated process, which they will now be

 

able to better prepare for.

 


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