Recruitment has acquired immense importance in today's organizations. Organizations have realized the value of human capital and its role in their development. Recruitment is the first step in the process of acquiring and retaining human resources for an organization. In today's rapidly changing business environment, organizations have to respond to requirements for people. Hence, it is important to have a well-defined recruitment policy in place, which can be executed effectively to get the best fits for the vacant positions.
The magnitude of recruitment and the methods to be used are determined by the human resource plan. Depending on the human resource plan, the organization decides on the number of people to be recruited; the jobs for which they have to be recruited and whether the recruitment is for permanent or temporary staff. Once these decisions are made the modes of recruitment are finalized.
All the decisions are taken in alignment with the recruitment policy of the company and the organization's long term goals. The educational and technical requirements to manage various jobs should be properly analyzed so that right types of persons are employed. After having determined the number and kinds of personnel required, the human resource or personnel manager proceeds with identification of sources of recruitment and finding suitable candidates for employment. Both internal and external sources of manpower are used depending upon the types of personnel needed. Thus recruitment includes only finding, developing the sources of prospective employees and attracting them to apply for the jobs in the organizations.
[...] They are: Government policies Personnel policies of other competing organizations; Organization's personnel policies Recruitment needs Recruitment sources Recruitment cost Selection criteria and preferences etc. ELEMENTS OF A GOOD RECRUITMENT POLICY A good recruitment policy: Complies with government policies on hiring. Provides optimum employment security and avoids frequent lay-offs or lost-time. Assures the candidate of the management's interest in their development. Prevents the formation of cliques which results in the employing the members if the same household or community in the organization. [...]
[...] The company has to do the following in case of using an agency or a consultant Briefing the agency about the requirements, terms and conditions and employment Providing job and employee specifications and helping the Consultant in modifying them FACTORS AFFECTING SELECTION DECISIONS A number of factors affect the selection decision of candidates. The important among them are: Profile matching Organizational and social environment Successive hurdles Multiple correlation PROFILE MATCHING Tentative decision regarding the selection of candidates is taken in advance. [...]
[...] Of % of Responses Responses business and place of work Specification Specification Explanation: From the table it can be inferred that10% of the sample population feels that they should know about the nature and place of work wants to know about the job specification wants to know about the employee specification are interested to know about the remuneration offered by the company of the sample populations are interested to know all of the above What is the Time gap between the Recruitment and the Selection Process? [...]
[...] In the next stage of selection all the applicants are screened to find their suitability for the job and the best one is selected. The third step of placement follows selection and a particular job assigned to the selected person. After that he is introduced to his job and to hi organization so that he may understand the environment in which he has to work. Types of induction program General Induction Program: Induction is a welcoming process The idea is to welcome the candidate, make him feel at home in the changed surroundings and to introduce him to the practices, policies and purposes of the organization. [...]
[...] Recruitment is defined as, process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ the effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient workforce.” According to Edwin B Flippo, “Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organizations.” Dale S Beach observed “Recruitment is the development and maintenance for adequate manpower resources. It involves the creation of a pool of available labor upon whom the organization can draw when it needs additional employees.” According to Yoder Recruitment is the process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting the manpower in adequate numbers to facilitate effective selection and an efficient working force.” In his words, is the process for searching for prospective employees and stimulating and encouraging them to apply for the jobs in an organization. [...]
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