Recruitment process
The recruitment and lection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organizations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. A general recruitment process is as follows:
Identifying the vacancy:
The recruitment process begins with the human resource department receiving requisitions for recruitment from any department of the company. The contain:
• Posts to be filled
• Number of persons
• Duties to be performed
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• Qualifications required
∙Preparing the job description and person specification.
∙Locating and developing the sources of required number and type of employees (Advertising etc).
∙Short-listing and identifying the prospective employee with required characteristics.
∙Arranging the interviews with the lected candidates.
∙Conducting the interview and decision making
Advertising the vacancy
Advertiments to recruit personnel are ubiquitous, even thought, they typically generates less desirable recruits than direct applications or referrals—and do so at greater expen. However, becau few employers can fill all their vacancies with direct applications and referrals, some form of advertising is usually needed. Moreover, an empl
oyer can take many steps to increa the effectiveness of this recruitment method. The two most important questions to ask in designing a job advertiment are, What do we need to say? Aevenmorelove you so muchnd to whom do we need to say it? Perhaps the biggest problem with most advertiments is that they are often written to be overdemanding in terms of the actual skill requirements that are needed for the work, decreasing the number of legitimate applicant more than necessary. Some have estimated that roughly half of the labor shortage in certain engineering fields can be traced to this problem.
Conducting interview and decision making
Evaluating the quality of a source is most important in decision making, becau there are few rules about the quality of a given source for a given vacancy, it is generally a good idea for employers to monitor the quality of all their recruitment sources. One means of accomplishing this is to develop and compare yield ratios for source. Yield ratios express the percentage of applicants who successfully move from one stage of the recruitments and lection process to the next. Comparing yield ratios for different source
s help determine which is best or most efficient for the type of vacancy being investigated. Data on cost per hire are also uful in establishing the efficiency of a given source.
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1.Identify vacancy
2.Prepare job description and person specification
3.Advertising the vacancy
4.Managing the respon
5.Short-listing
6.Arrange interviews
smile的意思7.Conducting interview and decision making
Sources of recruitment
The recruitment process is immediately followed by the lection the final interviews and the decision making, conveying the decision and the appointment formalities.
Every organization has the option of choosing the candidates for its recruitment proces
s from two kinds of sources: internal and external sources. The sources within the organization itlf (like transfer of employees from one department to other, promotions) to fill a position are known as the internal sources of recruitment. Recruitment candidates from all the other sources (like outsourcing agencies etc.) are known as the external sources of recruitment .In general ,relying on internal sources offers a company veral advantages .First ,it generates a sample of applicants who are well known to a firm. Second, the applicants are relatively knowledgeable about the company’s vacancies, whichamm minimizes the possibilities of inflated expectation about the job. Third, it is generally cheaper and faster to fill vacancies internally. With all the advantages, you might ask why any organization would ever employ external recruiting methods. There are veral good reasons why organizations might decide to recruit externally. First, for entry-level positions and perhaps even for some specialized upper-level positions, there ever not be any internal recruits from which to draw. Second, bringing outsides may expo the organization to new ideas or new of doing business. Using only internal recruitment can result in a workforce who members all think alike and who therefore m
ay be poorly suited to innovation. Finally, recruiting from outsides source is good way to strengthen one’s own company and weaken one’s competitors at the same time.
SOURCES OF RECRUITMENT
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The recruitment function of the organifanzations is affected and governed by a mix of various internal and external forces. The internal forces or factors are the factors that can be controlled by the organization. And the external factors are tho factors which cannot be controlled by the organization. The internal and external forces affecting recruitment function of an organization are:
FACTORS AFFECTING RECRUITMENT
Recruitment policy of an organization
In today’s rapidly changing business environment, a well defined recruitment policy is necessary for organizations to respond to its human resource requirements in time. Therefore, it is important to have a clear and conci recruitment policy in place, which can be executed effectively to recruit the best talent pool for the lection of the right candidate at the right place quickly. Creating a suitable recruitment policy is the first step in the efficient hiring process. A clear and conci recruitment policy helps ensure a sound recruitment process.
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