MEANS:
- to
enroll somebody as a worker or member, or to take on people as workers or
members.
Process of recruitment is a part of organization human resource planning, because people are a major organizational resource and must be managed and properly used.
· Recruitment and training are central to business strategy.
· Organization needs to deploy skills in order to succeed (means according to the need and requirement).
· In most companies recruitment is an on going process, so the composition of the labour force changes slowly.
Overall aim of the recruitment and selection process in an organization is to obtain the quality and quantity of employees required to fulfill the objectives of the organization.
STAGES
OF RECRUITMENT PROCESS: -
1. Defining requirement, preparation of job description, job specification and person specifications.
2. Attracting potential employees.
3. Selecting appropriate people for the job or appropriate job for the people.
DEFINING
RECRUITMENT AND SELECTION: -
Requirement is the part of the process concerned with finding the applicants; it is a positive action by management, going into the labour market (inside or outside) the organization, communicating and information, generating interest.
Selection is the part of the employee resourcing process, which involves choosing between applicants for jobs; it is largely a negative process, eliminating unsuitable applicants.
PERSONS
ENVOLVED IN RECRUITMENT AND SELECTION
Persons involved in recruitment and selection varies from organizations to organizations.
Senior
managers.
Senior managers/directors are obviously involved in recruiting people – from within or outside the organization – for senior positions, but mostly they will not be directly involved and only responsible for human resource planning.
The
personnel/human resource department:
-
Organization employ specialist for recruitment and other activities relevant to human resource, they congregate in a personnel or human resource department.
¨
Assessing needs for human resource.
¨
Maintaining records of people employed.
¨
Keeping in touch with trends in the labour market.
¨
Advertising for new employees.
¨
Ensuring the organization complies with equal opportunities and other
legislation.
¨
Designing application forms.
¨
Liaising with recruitment consultants.
¨
Preliminary interviews and selection testing.
In many cases prospective bosses or line managers also involved in the recruitment process.
¨ In small business he/she (mangers) might have sole responsibility for recruitment.
¨
In
larger organization line managers are responsible for
o
Asking for more human
resources.
o
Advising for
requirements.
o
Final interview and
presented candidates in the personnel department.
For recruitment process some firms get helps from recruitment consultants or agencies, and their task include:
1. Analyzing the requirement – the demand for the post, organization preferences for the qualifications, personality and so on.
2. Helping to draw up or offering advice on, job descriptions, specification, selection and other requirement.
3. Designing job advertisement.
4. Screening application so that unsuitable are weed out immediately.
5. Helping with short-listing for interview.
6. Advising in the procedure for interview.
7. Offering a list of suitable candidates with notes and recommendation.
The decision whether to use consultants or not depends upon the following factors.
· Cost - how much cost will incur
· Level of expertise techniques and knowledge which consultant can bring to the process.
· Level of expertise techniques and knowledge available with in the organization.
· Whether there is a need for impartiality or not.
· Whether the import of outside agent will be regarded as helpful for the in-house staff or not.
· Whether the structure of the organization allow in-house staff to take decision of this kind or not.
· Time – how much time will be consumed, because time is the measure factor.
· Supply of labour – how much the pool of labour force is available.