Recruitment and Human Resources Management

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According to Edwin B. Flippo, “recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation”. Recruitment is the activity that links the employers and the job seekers. In other words, it is a process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applications from which new employees are selected. Flippo Edwin B.(1984)

Recruitment Procedure
In today’s scenario, the recruitment procedure varies depending upon the nature of the requirement. These procedures require the placement of the right talent at the right place, thereby making the association mutually beneficial for the employer and the employee. There are usually two types of recruitment processes.

Recruitment Processes: External and Internal

Internal recruitment – The term internal recruitment is defined as the practice of choosing amongst current company workers to fill a position that falls vacant over time. This may include a change in profile on the part of the employee. Internal recruitment is more economical and less time consuming for the company.

External recruitment – In contrast, external recruitment has to do with external candidates applying for an available position. Once the staffing requirements are determined, an organization has to ensure that there are appropriate recruitment systems in place to attract and select candidates of the right caliber. This requires identifying and focusing on each of the critical stages of the recruitment process. Naturally, the resources spent for the overall selection process are more.

The Human Resources Department (HRD) team plays a significant role in the recruitment process steps of every organization. Whenever a vacancy arises in an organization, it is the responsibility of the HRD to place the information in the public domain through the various media, such as newspapers and various job sites. However, it is of utmost importance that the advertisement designed clearly defines the designation, job profile and the concomitant skill set required.

Filtration and Selection of Relevant Resumes
As the organization will float the advertisement for the Vacancy, the jobseekers will start applying for the position. After receiving an adequate number of responses from job seekers, the scrutiny process of the resumes begins. This step play an essential role in the recruitment selection process, because selecting the correct resumes that match the job profile, is very critical. Generally, it is done by a competent person who understands all the responsibilities associated with the designation in its entirely. Candidates with the given skill set are then chosen and further called for interview.

Preliminary Selection Techniques
Now a days, Online employment screening is a technique employed by certain employers. This technique saves a lot of time and money for the employer. It is an efficient method to assess the skills and knowledge of the candidate with regards to the required skill set. Assessment center technique is another method that includes lots of exercises on problem solving, presentation, aptitudes test and many more. In this process, employers usually check the different skills of a person. After a candidate has cleared these tests, there is usually a formal round of interview with the HRD, where the discussion that includes salary expectations and subsequent negotiations takes place.

Recruitment Interview
Job interviews play an important role in the entire recruitment process. It is very important to put the candidate at ease, so as to eliminate initial nervousness and to break the ice. It is better to start with general questions to the candidate, so that he feels relaxed. Queries should be job related, objective and understandable to the candidate. In this step only...
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