1Describe strategic recruitment2Discuss the major internal and external sources of human resources the traditional recruiting methods and their advantages and disadvantages and e-recruiting and the us

and develop a recruitment plan for a specific company or organization

1. Strategic recruitment involves the deliberate and planned process of attracting and selecting the right candidates to fill job openings in an organization. It involves identifying the organization's current and future talent needs, analyzing the labor market, developing a recruitment strategy, and executing that strategy to attract the best candidates.

2. Internal sources of human resources include promotions, transfers, and referrals, while external sources include job fairs, advertising, and recruitment agencies. Traditional recruiting methods include newspaper ads, campus recruiting, and employee referrals, while e-recruiting uses online job boards and social networking sites to attract candidates. Advantages of traditional recruiting methods include their familiarity and cost-effectiveness, while disadvantages include limited reach and lower response rates. E-recruiting and social networking sites offer broader reach, faster response times, and cost-effectiveness, but require more effort to manage and may not be suitable for all job types.

3. The recruitment of women, people with disabilities, older workers, migrants, Indigenous Australians, and LGBTQ workers requires a targeted approach to overcome barriers to employment and ensure diversity in the workplace. This may involve developing specific recruitment strategies, providing training and support to candidates, and creating an inclusive workplace culture.

4. To evaluate recruitment activity, organizations can track key metrics such as time-to-fill, cost-per-hire, and quality-of-hire. A recruitment plan for a specific company or organization should include an analysis of the current talent pool, identification of recruitment needs, development of job descriptions and employment branding, selection of recruitment methods, and evaluation of recruitment effectiveness. The plan should be flexible and regularly reviewed to ensure it meets the organization's changing needs