This week's presentation focused on the topic of expanding the talent pool,
recruitment and careers, and employee selection within the aspect of human resources,
specifically going in-depth into the diversity and inclusion amongst the social corporate
discussion in the presentation. The presentation focused on key strategies such as global
sourcing, external recruitment methods and the overall significance of realistic job previews
(RPJ). The presentation held significance on the challenges that come with recruitment and
careers, employee selection such as the skilled labour shortage in manufacturing, hard-to-find
qualified candidates and finding ways to handle and overcome any obstacles that occur in an
efficient manner.​​The presentation also discussed the objectives such as ensuring trust in
applications by open communication, promoting Green initiatives, diversity and inclusion
which prevents biases and ensuring the requirements meet the expectations of the applicants.
The detailed aspect I found insightful throughout the presentation is the discussion on
recruitment strategies in relation to global sourcing. The presentation highlighted the
importance of how recruitment should not solely be based on the idea of hiring people to fill
in the positions at the workplace, but instead also reflect on the bigger picture of the
organization's values such as the diversity and sustainability that connects with the
workplace. This is something I found interesting and insightful because it allows me to have
the mindset of incorporating these values into the hiring process which will help the
organization have a good reputation and workforce in society.
The elements I would incorporate in my own practices include the diversity in our
recruitment process. This means I’ll include partnerships with other groups that are in support
of taking part in local events, job fairs and advertisements, to share job opportunities. I also
found the idea of global sourcing a great point in terms of saving money, avoiding the trouble
of relocating employees and increasing productivity. Even though it can be difficult to
manage, it is also beneficial in recurring areas of expansion which can help fill lower-skilled
job positions while other strategies can locate talent for those of higher positions.
Any aspects I might approach differently mentioned in the presentation include, the
diction on using job fairs and a recruitment strategy, in my opinion, I think that along with
job fairs, there should be a substantial focus on the virtual platforms, especially considering
the upcoming years, everything will be depended on technological infrastructure. I think
many of the candidates may prefer online job fairs, this will lead to a broader audience due to
the availability and accessibility of job fairs in an efficient manner.
The significance of the human resource discussed recruitment and selection is that it’s
critical for organizations as they aim to build a diverse, skilled and responsible workforce. It’s
important to understand the challenges, strategies and approaches involved in human
resources, recruitment and selection. The significance of handling issues such as the skilled
labour shortage in manufacturing and the job requirements is essential in attracting and
keeping the talent of candidates and the workforce. Furthermore, these strategies are vital in
adapting to the changing job market, the requirements and the expectations of applications
interested. Overall, the presentation provided some great valuable, insightful and important
key points in the complexities of recruitment, career and selection in HR.