Analysis of Recruitment in an Organisation

Topics: Recruitment, Employment, Recruiter Pages: 7 (1638 words) Published: July 6, 2010
Recruitment refers to the process of attracting, screening, and selecting qualified people for a job at an organization or firm. Recruitment is of the most crucial roles of the human resource professionals. The level of performance of and organisation depends on the effectiveness of its recruitment function. Organisations have developed and follow recruitment strategies to hire the best talent for their organisation and to utilize their resources optimally. A successful recruitment strategy should be well planned and practical to attract more and good talent to apply in the organisation. The objective of the recruitment process is to obtain the number and quality of employees that can be selected in order to help the organisation to achieve its goals and objectives. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. A general recruitment process is as follows: Identifying the vacancy:

The recruitment process begins with the human resource department receiving requisitions for recruitment from any department of the company. These contain: * Preparing the job description and person specification. * Locating and developing the sources of required number and type of employees (Advertising etc). * Short-listing and identifying the prospective employee with required characteristics. * Arranging the interviews with the selected candidates.

* Conducting the interview and decision making.

1. Identify vacancy
2. Prepare job description and person specification
3. Advertising the vacancy
4. Managing the response
5. Short-listing
6. Arrange interviews
7. Conducting interview and decision making
The recruitment process is immediately followed by the selection process i.e. the final interviews and the decision making, conveying the decision and the appointment formalities. SOURCES OF RECRUITMENT

Every organisation has the option of choosing the candidates for its recruitment processes from two kinds of sources: internal and external sources. The sources within the organisation itself (like transfer of employees from one department to other, promotions) to fill a position are known as the internal sources of recruitment. Recruitment candidates from all the other sources (like outsourcing agencies etc.) are known as the external sources of the recruitment.


What is Recruitment Cycle?
Recruitment Cycle consists of many steps. The real time scenario of Recruitment cycle is as follows: 1. Obtaining job requirements from the concerned department / line managers - The first process in recruitment is obtaining the job requirements from the concerned department / line managers. - Different employer will have different requirement. Also, single employer may have different requirements. - Each employer will have their own specification for their job requirements like age, gender, background, subject knowledge, experience etc. - Clear understanding of these requirements is very important as it would spoil the whole recruitment process if misunderstood. 2. Analyzing the job requirements

- This is nothing but Job analysis.
- Perform a job analysis and document the job description.
3. Sourcing the candidates
There are many methods of sourcing like –
Advertisements, a common part of the recruiting process, often encompassing multiple media, such as the Internet, general newspapers, job ad newspapers, professional publications, window advertisements, job centers, and campus graduate recruitment programs; Recruitment Web Portal research, which is the proactive identification of relevant talent who may not respond to job postings and other recruitment advertising methods Recruitment Consultants – basically they are HR recruitment consulting professional who understands the job description...
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