Analysis of Effectiveness of a Recruitment Process in an Organisation Essay Example
ANALYSIS OF EFFECTIVENESS OF A RECRUITMENT PROCESS IN AN ORGANISATION
CONTENT
1. Introduction 3
2. The recruitment process 3
3. Recruitment strategy 5
4. Posting vacansies 5
5. Recruiting from internal sources 6
6. Recruiting from external sources 7
7. On-line application / recruiting on the internet 9
8. College recruitment 11
9. Job fairs 12
10. Conclusion 13
11. References 14
INTRODUCTION
This article gives introductory guidance. It provides advice to help improve the effectiveness and fairness of your recruitment process and documents the stages of the recruitment and selection processes. It also comments on the use of external recruitment services.
Having the right person, in the right place, at the right time, is crucial to the performance of the organisation. Recruitment is a critical activity, not just for the HR team but also for line managers who are increasingly involved in the selection process. According to Jeff Kaye, president and chief operating officer of Kaye/Bassman, an international management recruiting company, “The demand for talent has never been higher, and the supply has never been lower” (Egger, 1999).
THE RECRUITMENT PROCESS
Recruitment is described as „the set of activities and processes used to legally obtain a sufficient number of qualified people at the right time and place so that the people and the organisation can select each other in their own best short and long term interests“(Schuler, Randall S.; 1987).
Succesful recruitment involves the several processes of:
1. development of a policy on recruitment and retention and the systems that give life to the policy;
2. needs assessment to determine the current and future human resource requirements of the organisation. If the activity is to be effective, the human resource requirements for each job category and functional division/unit of the organisation must be assessed and a priority assigned;
3. identification, within and outside the
CONTENT
1. Introduction 3
2. The recruitment process 3
3. Recruitment strategy 5
4. Posting vacansies 5
5. Recruiting from internal sources 6
6. Recruiting from external sources 7
7. On-line application / recruiting on the internet 9
8. College recruitment 11
9. Job fairs 12
10. Conclusion 13
11. References 14
INTRODUCTION
This article gives introductory guidance. It provides advice to help improve the effectiveness and fairness of your recruitment process and documents the stages of the recruitment and selection processes. It also comments on the use of external recruitment services.
Having the right person, in the right place, at the right time, is crucial to the performance of the organisation. Recruitment is a critical activity, not just for the HR team but also for line managers who are increasingly involved in the selection process. According to Jeff Kaye, president and chief operating officer of Kaye/Bassman, an international management recruiting company, “The demand for talent has never been higher, and the supply has never been lower” (Egger, 1999).
THE RECRUITMENT PROCESS
Recruitment is described as „the set of activities and processes used to legally obtain a sufficient number of qualified people at the right time and place so that the people and the organisation can select each other in their own best short and long term interests“(Schuler, Randall S.; 1987).
Succesful recruitment involves the several processes of:
1. development of a policy on recruitment and retention and the systems that give life to the policy;
2. needs assessment to determine the current and future human resource requirements of the organisation. If the activity is to be effective, the human resource requirements for each job category and functional division/unit of the organisation must be assessed and a priority assigned;
3. identification, within and outside the