Week 6 Assignment Research: Retention / Recruitment

Week 6 Assignment: Retention/Recruitment
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In an article by Myers & Dreachslin, (2007) the researchers focus on the retention and recruitment strategies of health care organizations in the face of changing workplace demands. The changing demographics in the U.S with the baby boomer generation retiring means that the organizational leaders need to identify strategies retain some of the workers and transfer knowledge to new recruits. The HR management in any organization prioritizes the recruitment and retention of top talent to maintain competitiveness (Burkholder, Edwards, & Sartain, 2004). Diversity management is increasingly receiving attention, and organizations have used diverse strategies to manage the workforce that is increasingly diverse.
Recruitment is done through formal and informal approaches, where recruiters use formal activities and platforms unlike informal recruitment that focuses an organization’s reputation, informal social networks and employee referrals. In the workplace managing a diverse workforce begins with the hiring process, but education opportunities affect the pool of candidates available (Zajac, 2011). In my experience, while working in organizations, managers and leaders have focused more on what is available and to a less extent diverse management workforce. Even though, health care organizations may be involved in community engagement, this not necessarily translates into recruitment and retention of a more diversified workforce.
Informal recruitment strategies that rely on social networks inevitably focus on candidates from similar backgrounds. Typically, such groups are segregated and homogenous, while they organizations are unlikely to be diverse if they use this strategy. Regardless of the recruitment strategies, the recruiters should seek to attract top talent first irrespective of their background, but also ensuring that there is effective diversity management. The recruited workers ought to function within the dynamics of groups, and the HR personnel consider this while recruiting (Burkholder, Edwards, & Sartain, 2004).
Candidates are attracted to organizations because of the working conditions and the rewards, while the recruiters identify the profile of an ideal candidate. Additionally, commitment to diversity influences the decision of individuals in certain fields and organizations given that social dominance and teamwork preferences (Myers & Dreachslin, 2007). The risk of hig...