MERCADO SUPERMARKETS

Report Style Assignment: Changing Recruitment at Mercado Supermarkets



Executive Summary

A data-driven recruiting strategy will help to ensure that the time spent on recruiting is spent wisely, is spent on the most effective tactics and resources. There are other recruiting metrics that offer a clearer, fresher picture of the organization's recruiting process. Mercado can plan for the organization's recruiting future with much more confidence. Mercado can plan for the organization's recruiting future with much more confidence. Companies choosing not to have a social presence could be sending mixed signals to their audience. As more companies incorporate social recruiting into their strategy, job seekers will want to make their professional profiles more employer-friendly. Mercado will face new challenges and complexities when transitioning from local to global recruiting. A strategic global recruitment plan is essential to meet international compliance laws, expand unified talent pools internationally, and support growing recruitment needs through in streamlined, automated processes to ultimately win the war for top talent.

Report Style Assignment: Changing Recruitment at Mercado Supermarkets

Introduction

Making a great hire ultimately comes down to the intangible qualities, but getting to that point relies on a lot of data. A data-driven recruiting strategy will help to ensure that the time spent on recruiting is spent wisely, is spent on the most effective tactics and resources (Selden & Orenstein, 2011; Garcia-Izquierdo et.al, 2010). Relying on what Mercado has always done before, or what Mercado has done in the past, doesn't always work unless there are numbers to back up those gut feelings. Below is more on a data-driven hiring strategy, and other RPO news from the past week:

Open requisitions and source of candidates were the top two metrics that staffing agencies were to check every day or every week (Tong, 2009; Sylva & Mol, 2009). The least common metrics were market share and candidate satisfaction. Client satisfaction came in second to last. It's odd that the satisfaction metrics aren't checked more often, especially since they have a direct impact on client retention and revenue.

There are other recruiting metrics that offer a clearer, fresher picture of the organization's recruiting process. These metrics include employer brand strength, key position vacancies, and forecasted unemployment rates and labor costs (Pande, 2011; Mareschal & Rudin, 2011). What sets these metrics apart from the normal ones is that they indicate more places where Mercado can improve the organization's recruiting process and the candidate experience, instead of just filling positions and keeping costs down.

There are three keys to a data-driven hiring strategy and they are generational hiring and employment trends, employee satisfaction, and retirement forecasts and reviews. By using this data, Mercado can plan for the organization's recruiting future with much more confidence (Thompson et.al, 2012). For example, by following the trends, Mercado can gauge what the upcoming candidate demographic will look like and adjust accordingly. If Mercado typically hire 20-somethings, but recent college graduates are going to be in short supply over the next few months, then looking at older professionals to fill the organization's open positions ...