Recruitment Response 1

Need a reply that is at least 250 words for the following post.  Response must support assertions with at least 2 scholarly citation in APA format. Each reply must incorporate Scriptural or Biblical principles and experience. Any sources cited must have been published within the last five years. Acceptable sources include the textbook (attached) and scholarly articles. 
Targeted Recruitment
            Today’s global marketplace is competitive and diverse.  The global marketplace is evolving and constantly changing to meet the demands of the economy.  One of the biggest shifts is in the demographics of the workforce that is rapidly changing at a faster pace than was expected. Many of today’s organizations are faced with challenges of recruiting and staffing while trying to meet the needs of their business and industry. The shift caused by technology and globalization has increased the need for a stronger more efficient workforce to help organizations reach objectives and maintain or gain an advantage. A quality workforce is not only an important source of competitive advantage, financial gains, but strengthens the organizations performance and value.  A business is just an operation, but it is the people the human capital that make it an organization.
            Because of the scarcity of top talent many organizations have chosen to use targeted recruitment as a strategy.  Organizations have turned to targeted recruiting to not only help strengthen their workforce but to balance their needs as they continue plan and strategize.  Is targeted recruitment fair?   They are fair when they are done to meet the sole needs of the organizations balance of diversity and sustainability. The topic of targeted recruitment has its share of supporters and there are some experts who will argue it puts individuals at a disadvantage.  It is important to understand and point out we are all targeted in marketing strategies, in health care strategies, on social medial platforms, and through search engines just to name a few of the frameworks. Today human resource management is experiencing a dramatic change in work patterns. Modern employees do not commit to a job forever, instead, they seek out growth-oriented roles, they look for new opportunities every two to five years consistently (Michailidis, 2018). Because the workforce has not only changed but so has recruiting becoming more of a digital format through social media and networking platforms.
Everyone has a digital footprint or fingerprint.  We are a society that relies on analytics, forecasts, and data mining this not new although it has become more visible. It makes sense that workforce analytics has become a very popular and an evolving measurement approach in human resource planning and strategy implementation (Buttner & Tullar, 2018). For years, many industries have targeted certain segments of the population, although they did not use the phraseology.  For example, for years the fast-food industry targeted the moms to work in the 9-2 shifts to get through lunch and the high school student to work the 4-10 shifts to get through the dinner hours.  Using these groups, allowed the industry to utilize an untapped workforce, it was a winning strategy until there was an economic shift in multiple directions.  Another transition into targeted recruitment came in the form of staffing organizations, and then job boards like Monster .com, Career Builders, Indeed. Com, to name a few.  These organizations use a combination of targeted recruiting and open recruiting. The platforms also provide useful data to help organization with data for their workforce planning.  Workforce planning is a key factor of human resource management and is recognized as a critical part of the strategic planning process of high performing industry leading organizations (Buttner & Tullar, 2018).
            Targeted recruitment can achieve the same results of inclusion as open recruitment but through a different framework (Heneman & Judge, 2015).  Open recruitment provides inclusiveness by asking for everyone to apply, whereas targeted recruitment seeks out specific sectors of the workforce that might not otherwise apply. Open and targeted recruitment can be used together and in some cases are recommended.  Experts agree that it is not necessary just to use one strategy.  Organizations can opt to use both open recruitment approach that essential to its performance measures and targeted approach for those employees that need highly specified KSAO’s (Heneman & Judge, 2015). Before an organization decides to recruit, they should devise a plan to examine the needs of organizations workplace needs, what type of roles need to be filled, full-time part time what time spans they many need to cover, what skills are needed to perform the jobs that need to be filled.  One a plan is devised that can begin to strategies and as to how they want to approach recruiting.  If they decide that targeted recruiting is their direction, they need to consider which groups to target, and which job skills.  
Biblical Integration
 Targeted recruiting if used properly and orderly can provide positive results to both the organization and the participant.  As Christians we serve a God of order “But all things should be done decently and in order” (1 Corinthians 14:40 ESV).  Order is an essential component because it will influence all parties and cause reactions if not done properly.  To ensure there is order we devise a plan of action to help navigate the path and to meet our objectives.  Much like God has a plan for us and he navigates our path when we are in order with him, trusting in him, believing in him God our Father.  “For I know the plans I have for you, declares the Lord, plans for welfare and not for evil, to give you a future and a hope” (Jeremiah 29:11 ESV).
References
Buttner, E. H., & Tullar, W. L. (2018). A representative organizational diversity metric: a dashboard measure for executive action. Equality, Diversity and Inclusion: An International Journal, 219-232. http://dx.doi.org.ezproxy.liberty.edu/10.1108/EDI-04-2017-0076.
Heneman, H. G., & Judge, T. A. (2015). Staffing Organizations. New York: Pangloss Industries, Inc.
Michailidis, M. P. (2018). The challenges of ai and blockchain on hr recruiting practices. The Cyprus Review, 169. http://ezproxy.liberty.edu/login?qurl=https%3A%2F%2Fwww.proquest.com%2Fscholarly-journals%2Fchallenges-ai-blockchain-on-hr-recruiting%2Fdocview%2F2193108119%2Fse-2%3Faccountid%3D12085.

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