Recruitment Process Objectives

Project TitleRecruitment processObjectives- To support the organization such that it is able to get, maintain and improve the best talent and skills. To be certain about the present and future manpower needs of the organization in relation with the planning and job evaluation activities. It is more important thing is that to recruit competent employees who can achieve organizational goals and objectives. To get a lot of candidates so that the management can select the right candidate for the right job from this list. To persuade and get more and more candidates interested to apply for jobs in the organization. It acts as a link between the employers and the job seekers or job hunters and ensures that the placement of the right candidates at

required of the candidates. The next step is recruiting the right kind of people/manpower, with the right skill and at the right time. Recruitment is an UN-ending process. It means that it is an on-going process for an organization. Why do we say that recruitment is an UN-ending process? For the simple reason that some employees resign, some retire and some may die. More importantly organizations diversify, open new branches, launch new products in new markets. Hence new employees are required to join the organization. Recruitment is a set of activities and organization uses it to attract potential job candidates possessing appropriate characteristics to help the organization reach its objectives. MethodologyTemporary resourcing or temporary staffing or temping refers to a situation where the employee is expected to leave the employer within a certain period of time. Temporary employees are sometimes called \"contractual\" or \"seasonal\" or \"freelance\" or \"temps.\" In some instances, temporary professional employees even refer to themselves as \"consultants.\" Temporary workers may work full-time or part-time, depending on the individual

A temporary agency employee is the exclusive employee of the agency, not of the company in which they are placed (although subject to legal dispute). The temporary staff is bound by the rules and regulations of their direct employer. Temporary staff is in a constant state of employment change. Temporary staff is never guaranteed consistent employment, nor are they assured of a solid start or finish date for their assignment. A temporary employee’s assignment can be ended at any time, even in the middle of its projected time frame, without explanation. This causes potential disorder in cases of discrimination, which is usually handled internally between the employee and the agency. Revenue per employee ratio improves as costs of temporary workers are shown as consultancy charges and payroll costs are limited. Time to back fill employees who quit the job is reduced because the staffing agency provides an almost instant replacement as it maintains a bench. Organizations hire temporary resources for non-core areas like reception and transport management. Most temporary resources are experienced, competent and hence focus on executing the job within