Recruitment pertains to searching, interviewing, selecting and appointing appropriate and eligible staff for the required positions within the organization. Recruitment can be done by the in-house managers of the concerned organization or externally through; recruiting agencies; search consultancies or through advertisement. The use of internet services for recruitment is considered very effective and popular tool (Mitchell and Gamlem, 2012). Once the sources of recruitment have been decided then the process of hiring is undertaken for the required vacancies. This involves receiving applications of the candidates, choosing the most suitable applicants, calling the selected candidates for tests or interviews, selecting candidates according to the established recruitment strategies of the organization, checking the references and background of the selected
After the identification of objectives, the next step of the recruitment and selection process deals with the job advertisement. A vacancy announcement is essential for every HR best practice model. In order to create a job ad, the organisation has to analyse the required skills, education and experience for this vacancy. Then, the position has to be described, requirements for the vacancy have to be written down and contact details have to be stated (Cable & Yu, 2014, pp. 279-280).
Recruitment means to estimate the available vacancies and to make suitable arrangements for their selection and appointment. Recruitment is understood as the process of searching for and obtaining applicants for jobs, from among whom the right people can be selected. A formal definition states “It is the process of finding and attracting capable applicants for the employment. The process begins when new recruits are sought and when their applicants are submitted. The result is the pool of applicants from which new employees are selected”.
Introduction Employees are crucial to any business, and so it is extremely important for an organisation to have a great understanding to the recruitment and selection process. This process is used to make sure the right candidate is chosen for the job. The aim of the research is to create a better understand of the recruitment and selection process and what takes organisation to recruit new employees. The recruitment and selection process has so many different elements to think about, and this essay reflects on how the organisation searches for possible candidates to recruit. Recruitment and selection process is dealt with mostly the human resource (HR) department, although in many organisations it is common for other heads of department to be involved in the process to make sure that technical considerations are assessed during recruitment and selection so that no faults are made.
This essay is going to discuss the benefits of internal hiring in contrast to external hiring. Human Resource Management involves different approaches of recruiting candidates which are itself a huge challenge for human resource department of any organization and it should be done in the right way as the future of an organization depends on the recruiting and selecting the best candidate among better applicants (Branine, 2018, pp497-513). Recruitment of candidate refers to the process where employers select an appropriate person among a group of many individuals for any vacant position in an organization (Tippins and Farr, 2010, p1). Enrollment is very significant step of successful management of human resource which results to find the right
Stages involved in planning human resource recruitment Application review Application review is when each application has applied for the job vacancy, then when organisation check whether the candidates has met the require qualifications needed for the job. it will be then separated into those candidates who will be interviewed and who will be retained on hold for a period of time. Testing candidates Testing candidates ascertains their job skills or knowledge to determine whether the candidate is qualified for the position. Tests might include a personality test, a skills test and a physical test. Test results enable the company to create a shortlist of possible applicants.
P2) Explain the Strengths and weaknesses of different approaches to Recruitment and Selection Recruitment and Selection Recruitment can be defined as searching for and obtaining a pool of potential candidates with the desired knowledge, skills and experience to allow an organisation to select the most appropriate people to fill job vacancies against defined position descriptions and specifications. (Ref-Green, Paul C. Building Robust Competencies: Linking Human Resource Systems to Organizational Strategies. Jossey-Bass, 1999.) External recruitment brings new blood, new face to the organization. Which means organization will get new ideas from new candidates and must be wide benefits.
Recruitment is the process of identifying that the organisation needs to employ someone up to the point at which application forms for the post have arrived at the organisation. Selection then consists of the processes involved in choosing from applicants a suitable candidate to fill a post. Training consists of a range of processes involved in making sure that job holders have the right skills, knowledge and attitudes required to help the organisation to achieve and reach its objectives. Recruiting individuals to fill particular posts when business can be done either internally by recruitment within the firm, or externally by recruiting people from outside. The advantages of internal recruitment are that: 1.
The effectiveness of recruitment process leads to maximum extent. Recruitment is the process of attracting and selecting capable applicants for the right employment (Kumari, 2012). The importance of diversity should be taken into account at each stage of the recruitment process to ensure the hidden bias is removed and the most integrated applicant is not being blocked from entering and organization. Hence, it is a vital activity and those who involved in the recruitment process have to equip with the appropriate knowledge and skills. In order to increase the efficiency of recruitment, it is recommended that following steps are followed by the organization.