Recruiting

This assessment has greatly helped with our view on recruitment because the Human Resource Professional we interviewed had a practical approach to recruiting and she showed us real life situations and how to manage them. Making hiring decisions is a lot of responsibility. Erica has all the control on what her company, Liberty Paper, has for a recruiting process. It is her job to make sure that the paper mill has the employee capital to make the mill successful.

Erica always suggests posting internally first and we completely agree. It motivates employees to do well and gives them incentives to perform well. It is even gratifying for the employers to see their own employers develop and succeed as their career grows within the company. There should be a lot less turnover if the employees feel like putting in their time can eventually pay off. Additonally the positions will get filled faster and reuire less training if they can be filled internally. If a management position can get filled from a lead, a lead postion can get filled by a regular crew member, then the only osition open would be a regular crew member and that should be the easiest to train and hire for. A Forbes article states “Employers underestimate the time it takes for workers to get up to speed, says Bidwell. After two years, the performance reviews of the external hires caught up to the internal promotes. But sometimes an employee has already moved on, or gotten laid off, before hitting that mark.” Many times an outside hire catches on much slower than an internal hire and this slows down company growth, production, and efficiency.

Her suggestions regarding where to find candidates was helpful were sensible and logical. She posts the lower level jobs on their internet job board and public internet job boards. As for the key positions, she uses outside recruiters.  She determines key positions by asking if they didn’t have that position filled would if affect the business in an adverse way. I...