RECRUITMENT PLANNING
Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the company. Selection procedure involves a system of functions & devices which match the candidate’s specifications with job specification. (Kusu & Balaji, 2020).
Job Description
A job description defines what job holders are required to do in terms of activities, duties or tasks (Armstrong, 2004) . They are prescriptive and inflexible, giving people the opportunity to say: ‘It’s not in my job description’, meaning that they only need to do the tasks listed there. They are more concerned with tasks than outcomes and with the duties to be performed rather than the competencies required to perform them (Armstrong, 2004, p.444).
Example of Job description (Armstrong, 2004, p.451).
Taking
into consideration the conditions necessary in this process and adopting the
principle of justice, equality and equal opportunities for all candidates, and
that selection be made on the basis of merit and merit, and there must be a
type of control when selecting employees, as the right person is in the right place (Mohammad, 2020).
Recruitment Process
Recruitment is the process of searching the suitable candidates for employment and stimulating them to apply for jobs in the organization (Biswas, 2012). In both professional and non-professional fields, employment will attempt to identify a diverse group of applicants with the necessary qualifications and capabilities and inform them of available job opportunities. There are various methods of recruitment but for the simplest analysis, they have been categorized under two broad categories (Kumari, 2013).
Internal recruitment
The HR people publish the circular on notice board and online portal to invite the deserving employees who are already working within the organization to participate in the interview via they can also upgrade their position level and enhance their career growth. In this case, employees refer their resume personally and sometimes by their internal communication portal (Mohammad, 2020). This process may not be followed in many companies and organizations, for example in the education sector (Rahman, 2011). There are few advantages for the company by using this process of recruitment. Those employees are already familiar with the organization and its members, a promotion will make loyalty & inspiration greater effort among organization members and it is usually less expensive to recruit/promote within the company than outside (Mohammad, 2020).
External recruitment
Many vacancies are filled from outsiders. Even existing employees promote into another position there will be vacant position for the internal transfer, which should be filled externally. (Yaseen, 2015).
There are some set of challenges related with recruitment process are controlled by the administration of the company. It can be sorted out into five main steps (Rahman, 2011).
- Identification of the vacancy & its requirements
- Time taken for the recruitment
- Fulfil the requirement of the relevant department related with recruitment
- Recruitment budget
- Sources/ attraction of suitable candidates
References
- Kusu, R. & Balaji, S. (2020) A study on recruitment and selection. Malaya Journal of Matematik, S(2), pp.783-784.
- Michael Armstrong. (2009) Armstrong’s handbook of human resource management practice (11th ed). United Kingdom, Kogan Page.
- Mohammad, A. (2020) A Review of recruitment and selection process. A review of recruitment and selection process, p.01.
- Biswas, N. (2012) Recruitment and selection process at Viyellatex group. BRAC University, p.43.
- Kumari, N. & Malhotra, R. (2013) A Study of the Recruitment and Selection process: SMC Global. ZENITH International Journal of Multidisciplinary Research, 3(2), 244-254.
- Rahman, S.(2011) Recruitment and selection process of Robi Axiata Ltd. BRAC University, p.40
- Yaseen, A. (2015) Recruitment and selection process of higher education sector and its impact on organizational outcomes. International Journal of Human Resource Studies, 5(4), 79-94.
Great Post Kasun. Further, Since most external recruiting options come with commission fees, information about possible applicants is shared without a suitable first screening, which increases the turnover rate, internal alternatives are now responsible for selecting the necessary skills (Duggan & Croy, 2004). The selection of external or internal candidates for the necessary set of abilities and talent to fill the post has also discovered a substantial association with the cost of recruiting (Beardwell & Holden, 2001). Further, the open invitation from the organization and guarantees equal access to all presently employed staff (Slonim, 2013).
ReplyDeleteThanks for the comment Romeda. External recruitment allows the employer to have access to a larger pool of candidates. There may be numerous possible hazards to take into account, even while employing people from outside the company means allowing in new ideas and skill sets. Even the top external candidates might not fully comprehend the business and culture of the company (Sims, 2002).
DeleteAgreed. An organization's overall resourcing strategy, which identify and secure the people required for an organization to survive and prosper in the short to medium term, include recruitment and selection as a key component (Elwood & James, 1996).The recruiting and selection process includes finding applicants through advertisements or other means, evaluating and interviewing possible candidates, choosing candidates based on the test or interview results, and on-boarding to make sure the candidates can successfully perform their new responsibilities (Montana and Charnov, 2000).
ReplyDeleteThanks for the comment Ranga. Further, employees recognize organizational needs and strive to meet them, effective recruitment and selection strategies greatly affect organizational performance and development (Anand, 2018).
DeleteAgreed with the content. further, The thing about recruitment is that it's a process with a few key phases that all work together to increase your chances of finding the finest candidates who are available for any posted position. The campaigners must maneuver through a variety of colorful stages and duties, as well as a variety of colorful rounds of interviews, in order to be named. Sometimes, only two candidates are selected for the final round of interviews the other candidate is eliminated(Gomathy, 2022).
ReplyDeleteThanks for the comment Prabuddha. additionally, recruitment is the process of seeking and attracting a pool of people from which qualified candidates for job vacancies can be chosen (Byers & Rue, 2006).
DeleteGreat One, One of a company's most essential resources is its workforce, thus it's critical for businesses to have a methodical hiring and selection procedure. Identification, attraction, and selection of the best candidates to fill open positions in an organization's human resource department are all parts of the recruitment and selection process.
ReplyDeleteHowever at the present time applicants similarly select their future employer by making decisions as to how much further they wish to pursue their original employment enquiry (Torrington, Hall, Taylor & Atkinson, 2014). The successful conclusion of both processes is the creation of a legally binding agreement between the employer and the employee, setting out the rights, obligations and expectations of both parties (Armstrong, 2006).
Thanks for the comment Mohamed. Further, an integral part of an organization’s Human Resource Management and planning process lies within the recruitment and selection process. It is the most important operation in HRM, designed to get the best out of an employee’s strength, talents, and skills to meet the strategic goals of an organization. The workforce or in other words the people of the organization are vital as they offer unique perspectives and values to an organization and by creating processes and policies to help manage these effectively would be a great asset and benefit to the organization (Ekwoaba, et al., 2015).
DeleteWell explained blog content Kasun, furthermore according to Rivai (2004), recruitment is the process of getting several qualified human resources to occupy a position or job in a company. Whereas, according to Hasibuan (2010), recruitment is an important problem in the procurement of labor. If the recruitment is successful, it means that many applicants enter their application, the opportunity to get good employees is wide open, because the company can choose the best among the good ones. Furthermore, Dessler (2009) suggests that recruitment is a process of determining the position to be filled in the organization, and how to fill it.
ReplyDeleteThanks for the comment Nilusha. Further, organizations invest funds and resources to design policies and procedures for their successful execution to achieve business goals because they understand how crucial they are to the success and survival of organizations (McDowall & Saunders 2010).
DeleteThanks for the comment Rayan. Additinally, many companies are adopting the modern techniques for recruitment & selection process to find the best suitable candidates (Ensher et. al, 2003).
ReplyDeleteThanks for the comment Christeena. further, the core of very business function solely relies on an organization’s greatest assets, its workforce, its human resource, thus, its human resource has the significant responsibility for the success and failure of an organization (Waal, 2007).
ReplyDeleteGreat article Miyuru, Forecasting the organization's demand and supply for human resources in the present and the future is known as human resource planning, Finding and attracting the best and most qualified applicants to fill open positions in the organizational structure is known as recruitment, No organization can succeed and develop without good human resource planning and employment laws, The company will be notified by the human resources planning if a position inside the organization becomes vacant for whatever reason (Sarwary, Faizi and Banayee, 2022).
ReplyDeleteThanks for the comment Ann. Additionally, many companies are adopting the modern techniques for recruitment & selection process to find the best suitable candidates (Ensher et. al, 2003).
DeleteGreat article. Bellionardi and Pujiarti (2013) explain the implementation of a recruitment model to hire the right people and improve the competitiveness of the company. Human resources are an important factor in achieving a company’s business targets and the competitiveness of an organization will be enhanced through appropriate recruitment patterns and the needs of the organization. Implementation of recruitment patterns using internal and external factors. Internal factors use several considerations consisting of employee needs, company policy, company resources, position requirements, vision, mission and the corporate objective.
ReplyDelete