Optimizing Recruitment: Overtime, Onshoring, and Selection

Posted on Mar 22, 2025 in Business Administration and Innovation Management

Overtime and Onshoring in Recruitment

Overtime is a common alternative to recruitment, especially for short-term fluctuations in workload.

Onshoring involves moving jobs to lower-cost cities within the US. While some companies may prefer offshoring, government regulations may require onshoring for certain financial, health, and defense data.

Global Implications for Recruitment

Outsourcing, offshoring, and reshoring are three global activities that significantly affect recruitment. Outsourcing is hiring an external provider to perform tasks previously done internally.

Offshoring involves relocating significant parts of development or service delivery to a company in another country.

Reshoring is the reverse of offshoring, bringing jobs back to the United States or the country of origin.

Employee Selection: Significance and Process

Selection is the process of choosing the best individual from a group of applicants for a specific position. Properly matching people with jobs and the organization is the goal.

Selection Process

Generally, using more screening tools to assess an applicant increases the likelihood of making a good selection decision.

  1. Recruited Individual
  2. Preliminary Screening. The primary purpose of preliminary screening is to eliminate candidates who obviously do not meet the position’s requirements. This can involve a brief interview, test, or review of the application.
  1. Review of Applications and Résumés. A résumé is a goal-directed summary of a person’s experience, education, and training, used in the selection process. A well-designed application form can be helpful because it includes essential information in a standardized format. Managers compare the information in the application to the job description to determine if a potential match exists.
    1. The information provided on the form needs to be accurate. Employers will likely reject candidates who make false claims.
    2. The form should include a statement allowing the employer to check the candidate’s background and references.
    3. The résumé should present the applicant positively but without exaggeration.
    4. Dates of employment should be accurate.
    5. The résumé should not contain grammar or spelling errors.
    6. Frequently sought skills include problem-solving and decision-making.

■ Oral and written communication

■ Customer service or retention

■ Performance and productivity improvement

■ Leadership

■ Technology

■ Team building

■ Project management

■ Bilingualism

Selection Tests

Tests are essential components of employee selection.

Preliminary Considerations

These tests evaluate factors such as aptitude, personality, abilities, and motivation, allowing managers to choose candidates who fit the open positions and corporate culture.

Advantages and Disadvantages of Selection Tests

Selection tests are an efficient way to gather information, leading to better-qualified hires. They can accurately predict an applicant’s ability to perform the job.