Recruitment Term Paper

Background
Selecting the right employees remains a major challenge for police service organizations. Recruiting the right people is a source of service excellence in law enforcement. The NSW Police Department is planning to undertake a recruitment drive. The police organization is planning to attract more diverse personnel in order to better serve the multicultural community it serves. The reality is that recruiting diverse personnel is a critical aspect of 21st policing. The organization needs to tweak its campaign in way that allows it to attract the right diverse candidates. The knowledge, skills, and abilities embedded in a police organization’s employees contribute to its ability to carry out its mandate.

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The effectiveness of a police organization is based the ability to provide high quality services. Without doubt, the need for effective recruitment is even more important in the era of community policing. Law enforcement organizations have a challenge recruiting from diverse communities. The ongoing intense competition for qualified personnel has increased the need for the organization to understand where to focus their resources in order to recruit the right people.

The report covers three aspects of an effective recruitment practice for the NSW Police Department. The organization aims to improve its recruitment campaign in order to get the right people. It will use recruitment theories to develop critical success factors that the company can use to enhance a scheduled recruitment campaign. The information for the report will be obtained from human resource literature from academic journals.

Problem Definition
Recruiting the right people for the right job is a major challenge for security organizations. The NSW Police Department seeks to review and revitalize its recruitment needs in order to attract new officers who are more attuned to reflect the community they reserve.

The NSW Police Department requires candidates who reflect the diversity community it serves. The organization needs to tweak its recruitment campaign to ensure the recruitment of diverse candidates. Besides, the organization needs to recruit officers who have the soft skills necessary for policing a diverse community. The employee attrition rate is higher than industry average. The police department has been suffering from a high turnover because some of the people recruited have not been able to cope with the demands and pressure of being a police officer.

Recruitment Campaign
Social Media Platform
A social media campaign can be used to show diversity candidates that they have a bright future with the NSW police organization (Spitzer, 2014). Social media is an effective branding platform that can be used to shape the perception of an organization. Social media sites such as Facebook, Twitter, and LinkedIn can be used to engage the target audience (Spitzer, 2014). Social media is an important brand communication platform. Storytelling can be used to connect a brand with a specific target audience (Kaur, 2015).

Social media will provide the NSW Police Department with new opportunities for improving recruitment. A study by Girard, Fallery, and Rodhain (2014) found that social media provides HR managers with a more significant role in the recruitment process. Social media provides more dynamic and relational recruitment tools (Girard, Fallery, & Rodhain, 2014). Social networking sites will, help the HR manager to connect with candidates from different backgrounds. The informality of social media will improve the campaign and help relate with the diverse candidates.

Social media improves the speed of recruitment. According to Blacksmith and Poeppelman (2014) social media provides easy and quick access to qualified applicants. In the current fast-paced environment, the speed of recruitment matters. In the past, business organizations relied on agencies and print advertisement to reach potential candidates. The traditional modes of recruitment took a longer time than social media recruitment (Blacksmith & Poeppelman, 2014). Clearly, the traditional method is less responsive to the immediate recruitment needs of employers.

Social media has proven to be more effective than face-to-face recruitment. Research by Blacksmith and Poeppelman (2014) maintained that social media is more strategic and personalized. Social media allows for more effective targeting (Blacksmith & Poeppelman, 2014). As such, social media improves the ability of HR to recruit the right person. LinkedIn is the most popular choice for recruiters because it enhances targeting. Facebook and Twitter are also popular recruitment platforms.

Social media enhances communication between potential candidates and an employer. Recruitment is a mutual negotiation between the employer and employee (Melanthiou, Pavlou, & Constantinou, 2015). Social media eases the recruitment process by providing both the candidate and the employer with an opportunity to negotiate. Recruitment is improved by real time communication.

Targeting Diversity Recruiting
The NSW Police Department needs to tweak its recruitment campaign to reflect the diversity community it serves. Effective recruitment relies on targeting the right pool of candidates (Breaugh, 2017). A recruitment campaign can only be effective if it is well targeted. Well written job advertisements help to attract candidates who are more qualified for the job position (Khan, 2015). The goal of recruitment is getting the right person for a given position. Furthermore, targeting the message to a specific group of potential candidates narrows down the target market (Nankervis, Baird, Coffey, & Shields, 2016).

A good job description will improve the targeting of the NSW recruitment campaign. The reality is that the job market is highly competitive. Non-targeted recruitment is ineffective and time consuming (Gibbs, MacDonald, & MacKay, 2015). Using general job boards such as Monster.com is no longer an efficient way of getting the right employee. Targeting a specific group of people improves the recruitment process. In addition, targeting enables a recruitment company to use the right communication channels to reach the desired pool of candidates.

Targeted advertisements will improve the quality of candidates recruited by the NSW Police Department. According to a study by Chalikias et al. (2014) understanding the recruitment needs of the company allows HR to develop effective strategies. It is important to include the person-organizational fit in the recruitment messaging (Chalikias et al., 2014). Audience demographics also play an important role in improving recruitment. The content and advertising should appeal to the target audience. For instance, messages targeted to candidates should reflect diversity.

Social media is important because it helps to filter data from applicants. The HR manager can target the specific candidates they seek for a given position (Spitzer, 2014). LinkedIn, a popular HR social site profiles candidates based on their skills interests and experience (Spitzer, 2014). A recruiter can make targeted searches that yield a high number of diverse candidates on LinkedIn. A majority of job seekers post their resumes on social media. Without doubt, social media has become a bona fide recruitment platform for diverse candidates. Social media searches help to narrow down the search to specific demographics (Spitzer, 2014). Social media has become an effective recruitment platform because it provides immediate access to a qualified pool of candidates (Spitzer, 2014).

A Realistic Job Preview
A realistic job preview is used to communicate both the positive and negative aspects of a job. The purpose of a realistic job preview is to provide potential candidates with better description of the organization and the job (Baur, Ronald Buckley, Bagdasarov, & Dharmasiri, 2014). It is important to provide candidates with a clear desorption of what it would take to become a police officers. The profession is also highly rewarding. Policing is also a demanding and dangerous job. It requires candidates who are able to operate calmly under a great deal of pressure. The recruitment toll allows candidates to review their application and to ensure they are capable of handling the negative aspects of the job (Bilal & Bashir, 2016).

A realistic job preview is an important tool when it comes to law enforcement personnel recruitment. It allows applicants to ensure that they are prepared for the role of a police officer. Banerjee (2016) argued that realistic job preview improves the quality of candidates recruited by an organization. The job preview explains the basic eligibility criteria and allows the candidates to check their eligibility before responding to the recruitment campaign.

Realistic job previews ensure that there is a good fit between the NSW Police Department and the candidate. Employees who are employed after going through a process which includes the provision of wholesome information about the job are more likely to be a good fit (Pietersen & Oni, 2014). Their internal value system is likely to match that of the organization. The recruitment tool ensures a match between the expectations of the employer and applicant.

They have an impact on employee turnover (Bilal & Bashir, 2016). Job previews change the unrealistic expectation of employees. The provision of accurate information creates a situation where the expectations of the employer and applicant match. Realistic job interviews have an impact on job satisfaction (Bilal & Bashir, 2016). Job satisfaction is directly related to the retention rate.

Realistic job previews enhance the credibility of a recruiting campaign. A study by Banerjee (2016) claimed that a realistic job preview is a persuasive communication tool that can be used to shape the attitudes of candidates. People recruited through the realistic job review have an accurate view about the organization (Bilal & Bashir, 2016). As such, it is easier to maintain employees who joined an organization with realistic expectations.

Conclusion
The critical success factors that should be included in the NSW Police Department recruitment campaign are social media, target diversity recruitment, and realistic job previews. Evidence indicates that social media provides new opportunities for recruitment. Social media improves the speed of recruitment. Social media is important because it helps to filter data from applicants. Targeting can help the police organization to target diversity employees. Effective recruitment relies on targeting the right pool of candidates. Realistic job previews enhance the credibility of a recruiting campaign, improve person-organizational fit, and reduce turnover.

Recommendations
The three strategies should be used to improve the notable challenges of recruitment in the highly competitive environment. It is recommended that the NSW Police Department recruitment campaign includes the following strategies:

– Social media campaign: The use of Facebook, Twitter and LinkedIn to engage the target audience;
– Targeted Recruitment: Targeted advertisements and job descriptions;
– Realistic job previews: The provision of accurate information to manage exceptions and ensuring that there is a good fit between the agency and the candidate.

References
Blacksmith, N., & Poeppelman, T. (2014). Three Ways Social Media and Technology Have Changed Recruitment’. TIP: The Industrial-Organizational Psychologist, 52(1), 114-121.
Bilal, S., & Bashir, A. (2016). Effects of the realistic job previews on employees job satisfaction and met expectations. International Journal of Business and Management, 11(4).
Banerjee, P. (2016). Attracting job-seekers through online job advertisements: Application of RJPs, blogs and video podcasts. International Journal of Technology and Human Interaction (IJTHI), 12(3), 1-17.
Breaugh, J. A. (2017). Recruitment. The Wiley Blackwell Handbook of the Psychology of Recruitment, Selection, and Employee Retention, 12.
Carrillat, F., d’Astous, A., & Morissette Grégoire, E. (2014). Leveraging social media to enhance recruitment effectiveness: a Facebook experiment. Internet Research, 24(4), 474-495.
Chalikias, M., Kyriakopoulos, G., Skordoulis, M., & Koniordos, M. (2014). Knowledge management for business processes: employees’ recruitment and human resources’ selection: a combined literature review and a case study. In Joint Conference on Knowledge-Based Software Engineering (pp. 505-520). Springer, Cham.
Chehade, H. M., & El Hajjar, S. T. (2016). An empirical study to examine the effect of realistic job preview on expectancies, personal goals and performance. International Journal of Business and Management, 11(2), 164.
E. Baur, J., Ronald Buckley, M., Bagdasarov, Z., & S. Dharmasiri, A. (2014). A historical approach to realistic job previews: An exploration into their origins, evolution, and recommendations for the future. Journal of Management History, 20(2), 200-223.
Gibbs, C., MacDonald, F., & MacKay, K. (2015). Social media usage in hotel human resources: recruitment, hiring and communication. International Journal of Contemporary Hospitality Management, 27(2), 170-184.
Girard, A., Fallery, B., & Rodhain, F. (2014). Integration of social media in recruitment: a delphi study. In Social Media in Human Resources Management (pp. 97-120). Emerald Group Publishing Limited.
Kaur, P. (2015). E-recruitment: A conceptual study. International Journal of Applied Research, 1(8), 78-82.
Khan, S. S. (2015). Strategic Diversity Management Through Recruitment And Selection: A Communication Based Perspective.
Melanthiou, Y., Pavlou, F., & Constantinou, E. (2015). The use of social network sites as an e-recruitment tool. Journal of Transnational Management, 20(1), 31-49.
Nankervis, A. R., Baird, M., Coffey, J., & Shields, J. (2016). Human resource management: strategy and practice. Cengage AU.
Pietersen, C., & Oni, O. A. (2014). Employee turnover in a local government department. Mediterranean Journal of Social Sciences, 5(2), 141.
Spitzer, B. (2014). HR in the digital age. Workforce Solutions Review, 5(1), 15-17.