Recruitment Plan in Cable TV Industry

This paper examines the many issues that human resources departments in the cable TV industry need to address in their recruitment effort, both industry-specific issues such as changing workforce demographics, rapid technological change, the tendency of media companies to form conglomerates, and the changing face of organizations, as well as industry-related issues like candidate evaluation and tracking, recruitment media, and the overall recruitment process. The overall recruitment process needs to reflect synergy between the components of the subprocesses and accommodate the demands of rapidly changing organizations.

Recruitment for the cable TV industry needs to accommodate a number of industry-specific issues, such as changing workforce demographics, rapid technological change, the tendency of media companies to form conglomerates, and the changing face of organizations. In addition to these industry-related concerns, the human resources (HR) department also needs to consider HR-related recruitment issues, such as candidate evaluation and tracking, recruitment media, and the overall recruitment process. The need to integrate all of these factors into HR's recruitment paradigm makes recruitment a complex matter.

One of the issues HR must face with recruitment is that of changing workforce demographics. As demographics change, this can throw off diversity quotas, change the focus of the benefits package, and

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ess environment, preferably without a great deal of direct supervision. Recruiting for boundaryless organizations requires new recruiting techniques, as well. One of these is the realistic job preview (RJP), which presents the candidate with both positive and negative aspects of the job so that the candidate's wants can be assessed for a match with the organization's climate (Nelson, 39). With all of these requirements and caveats for candidate selection, HR has more work to do in evaluating candidates than ever before. Candidates that are brought on board and who are later found to be unsuitable represent a cost to the company in terms of both time and money, so it is important that everyone brought on board conform as closely as possible to the many requirements identified in this paper. This makes candidate evaluation especially problematical and labor-intensive, and HR will likely want to use evaluation tools to simplify the evaluation process. Personality testing, technical testing, and such interviewing techniques as group or panel interviews may be considered as part of the overall evaluation process. However, even more important is successful experience in a job situation with similar parameters another technology j

Category: Business - R