DEMANDS OF INTERNATIONAL ADMISSIONS PROCESSES

Meeting the Demands of International Admissions Processes



Meeting the Demands of International Admissions Processes

Human resource was not known until 1900 in higher education. Since then institutions of higher education started to initiate its practices similar to the industry and business. Then personnel management continued to develop. The importance of human resources started being recognized by institutions of higher education, and administrators started focusing on its functions. The No Child Left Behind Act, understood the importance of having qualified employees, especially teachers in all classroom, since then, recruitment policies have been created to meet these standards (Webb and Norton, 2009).

According to Langan (2007), there is a crisis that businesses are facing in their attempts to recruit qualified employees. The organizations have been impacted by this crisis where they cannot meet the growing demand of their services and meet deadlines. Langan states that many of these organizations develop staffing strategies but unfortunately the workforce planning is unsuccessful (para. 1). On the other hand studies tells (Magnusen, M., Mondello, M., Kim, Y., and Ferris, G., 2011) that recruiting efficiency has a lot to do with individual potentials and characteristics of the person who works recruiting .

Researchers in job processes (Hsiao and Kleiner, 2002) show that recruiting mix is mostly used in many organization, they suggest that advanced qualified candidates can be finding by employees referrals, promoting from within, advertising in the classifieds, job fairs, or using personnel services businesses. The employer should also consider rehiring previous employees. These employees are already familiar with the business and will require less training.

As mentioned in previous studies; “the people process, like all other processes, is subject to communication breakdown, bottlenecks, faulty hand-offs, and inefficiencies” (Espersen, 2009). The author states the importance of human resource engagement on training, on managing the process risk, and training application in order to be successful on the recruiting process.

This reviewed literature outlined the importance of recruiting process and also evaluates what experts on the field have to say (Craig, 2009). To find qualified employees human resources need to be creative, use process techniques such as innovative questionnaires, interview questionnaires, and observation. As mentioned in previous studies, the literature indicates that it is possible to have an efficient recruiting process but it all depends on human resources skills (Krichels, 2005; Espersen, 2005, and Hsiao and Kleiner, 2002).

According to Webb and Norton (2009), the recruitment process involves several steps that human resource should follow such as: “Establishment of Goals, Assessment of Needs, Job Analysis, Preparation of Job Description, and Internal and External Recruiting” (p. 80). The establishment of goals is important because perhaps the open position is no long in need. When the vacant position is determined as important to be filled, human resources need to write the job description, such as employee characteristics, and skills to perform the duties for the open position. Once the job description is created, human resources will need to see which candidate best fits the position to be filled ...