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  • Subject Name : Management

Effective Hiring Plan

Here are the two different hiring plan which can be effective in terms of attracting both effective as well as uncomplaining candidates for the post of a domestic fashion purchaser:

  • Social Networking Sites- It is considered to be one of the simplest techniques to attract the attention of suitable candidates for a vacant position in the organization. Hence, organizations can make use of the different social networking websites to recognize skillful candidates and also to share about the concerned vacant position in their organization. Also, social networking sites can be used as medium through which the employers can interact with the prospective candidates. But in order to use this particular strategy, it is significant for an organization to have a powerful existence in the social media and then only it will be able to drive the interest of the right kind of candidates (Fusar et al., 2016). Active candidates will always stay hooked to social networking sites to search for great opportunities, hence it would prove to be a great platform to drive good talents in the organization and that also in a short span of time. Also, uncomplaining candidates can by the way come across the job and the post might just drive their interest.
  • Posting of Job Vacancies- If an organization is posting about the vacant position in their organization, the post should be framed very carefully, as this will be the most initial thought about the organization that the applicants will frame in their minds. Hence, this will also serve to be a great means of driving the interests of both effective as well as non-complaining candidates for the organization (Gërxhani et al., 2015).

Significance of Active & Passive Applicants

An effective applicant includes those individuals who are constantly in quest of good prospects and can start working as soon as they are selected for the concerned position. Hence, as per the hiring strategy outlined for the global fashion brand, such active applicants can immediately take the place of the employee was serving in the position of a domestic fashion purchaser for a span of 20 years. So, such candidates will be an advantage for the concerned global fashion company. However, there are candidates who are very much passive in nature, they are not in constant quest for great opportunities. But if they are provided with a chance to shift to better opportunities, they will take up the challenge (Nemat et al., 2015). Such candidates can also be significant in the context of the global fashion brand, because of their uncomplaining nature and their initiative to take up new challenges.

References for Suitable Recruitment Strategy

Fusar-Poli, P., Schultze-Lutter, F., Cappucciati, M., Rutigliano, G., Bonoldi, I., Stahl, D., ... & Woods, S. W. (2016). The dark side of the moon: meta-analytical impact of recruitment strategies on risk enrichment in the clinical high risk state for psychosis. Schizophrenia bulletin, 42(3), 732-743. Retrieved from https://academic.oup.com/schizophreniabulletin/article/42/3/732/2413936

Gërxhani, K., &Koster, F. (2015). Making the right move. Investigating employers’ recruitment strategies. Personnel Review. Retrieved from https://www.emerald.com/insight/content/doi/10.1108/PR-12-2013-0229/full/html

Nemat-Nasser, S. C., & Smith, A. T. (2015). U.S. Patent No. 9,158,962. Washington, DC: U.S. Patent and Trademark Office. Retrieved from https://patents.google.com/patent/US9158962B1/en

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