Disadvantages of Science. Since the 17th century science has entered into the modern age of its development. Science, which is based upon the knowledge of five senses, has stunned the world with great astonishment. Welcome to the Alchemy Performance Assistant. Dear guest visitor, You tried to visit parts of the Assistant that are only available to subscribers or people with the free trial. If you are a subscriber (full or trial). Recruitment and Selection Process. Recruitment means the overall process of attracting, selecting and appointing appropriate candidates to one or more jobs within an organization, either permanent or temporary.
Recruitment and Selection Process - Free Business Essay. Recruitment means the overall process of attracting, selecting and appointing appropriate candidates to one or more jobs within an organization, either permanent or temporary. The term may sometimes be defined as incorporating activities which take place ahead of attracting people, such as defining the job requirements and person specification, as well as after the individual has joined the organization, such as induction and on boarding. Recruitment can also refer to processes involved in choosing individuals for unpaid positions, such as voluntary roles or training programmers. Selection is the process of interviewing and evaluating candidates for a specific job and selecting an individual for employment based on certain criteria.
- CONTENTSRecruitmentHR Challenges In RecruitmentMeaning Of RecruitmentPurpose & Importance Of RecruitmentRecruitment ProcessSources Of RecruitmentInternal Sources Of.
- RECRUITMENT STRATEGIES MANAGING/EFFECTING THE RECRUITMENT PROCESS By Margaret A. Richardson ABSTRACT Recruitment, as a human resource management function, is one of the activities that impact most critically on the performance.
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Employee selection can range from a very simple process to a very complicated process depending on the firm hiring and the position. Certain employment laws such as anti- discrimination laws must be obeyed during employee selection. FACTORS AFFECTING RECRUITMENTAll organizations whether large a small, do engage in recruiting activities, though not to the same extent.
Factors governing recruitment may broadly be divided into internal and external factors. EXTERNAL FACTORS' Supply & Demand' Unemployment rate' Labour Market' Sons of soils' Political - Social Image. Supply and demand is of specific skills in the labor market.
If the demand of a particular skill is high compared to the supply, than an extraordinary recruiting effort may be needed. If the unemployment rate in a given area is high, the company's recruitment process may get simpler. The number of unsolicited applicants are usually bigger, and the increased size of the labour provides better opportunities for attracting appropriate applicants. On the other side, as the unemployment rate decreases, recruiting efforts must be higher and new sources should be explored. The company's image also matters while attracting large number of job seekers.
Most of the time, it is not the money that is important, it is the appreciation of the job seekers about the company that matters while attracting qualified expected employees. SONS OF SOIL: Preferences are given to people of their respective states in matters of employment.
Our Learning Center includes a bookstore, webinars and other resources on how good governance can shape an organization’s missions, finances and strategic direction. There are several disadvantages to this method. The recruitment of additional volunteers to provide home delivery through use of the proxy system is acceptable. FINAL MANUAL Author: MMcGraw Last modified by: Mike Reeb.
POLITICAL 'SOCIAL IMAGE: The company's image also matters in attracting large no. Generally, internal sourcing is used, as own employees know the company better and can recommend candidates who can adapt to the organization's culture. An organization hiring temporary or part- time employees is less advantageous while attracting sufficient applicants. A major internal factor which can ascertain the success of the recruiting programmer is whether or not the company engages in HRP. In most of the cases, a company cannot attract prospective and qualified employees in sufficient numbers overnight. It takes time to observe the alternatives regarding the appropriate sources of recruits and most dynamic methods for obtaining them.
Once the best alternatives have been recognized, recruiting plans can be made. Successful HRP greatly facilitate the recruiting efforts.
SIZEAnother internal factor is size having its influence on the recruitment process. An organization having one hundred thousand employees will find recruiting less problematic than an organization with just one thousand employees.
COSTAnother internal factor cost that has to be considered. Recruiting costs are calculated as per new hire and the figure is significantly nowadays. Recruiters must, therefore, operate inside budgets. Careful HRP and consideration by recruiters can minimize recruitment costs. One of cost reduction measure, for instance, is recruiting for multiple job openings at the same time. The best solution is to use practical personnel practices to decrease employee revenue, therefore decreasing the need for recruiting.
Apprising the quality, quantity and costs of recruitment convinces that it is efficient and cost effective. STEPS OF RECRUITMENT PROCESSRecruitment refers to the process of identifying and attracting jobseekers so as to build a pool of qualified job applicants. The process comprises of five inter- related stages: ' Planning' Strategy development' Searching' Screening' Evaluation and control RECRUITMENT PLANNING The first stage in the recruitment process is planning. Planning involves the translation of likely job vacancies and information about the nature of these jobs into a set of objectives or targets that specify the (i) number and (ii) type of applicants to be contacted.
Number of contacts. Organizations, nearly always, plan to attract more applicants than they will hire. Each time a recruitment program is contemplated , one task is to estimate the number of applicants necessary to fill all vacancies with qualified people.
Companies calculate yield ratios (YRs), which express the relationship of applicants' inputs to outputs at various decision points. Type of contacts.
This refers to the type of people to be informed about job openings. The type of people depends on the tasks and responsibilities involved and the qualifications and experience expected. These details are available through job description and job specification. STRATEGY DEVELOPMENT Once it is known how many and what type of recruits are required, serious consideration needs to be given to (i) ' make 'or 'buy' employees (ii) technological specification of recruitment and selection devices (iii) geographic distribution of labour markets comprising job seekers (iv) sources of recruitment (v) sequencing the activities in the recruitment process.'Make' or 'buy'Organizations must decide whether to hire less skilled employees and invest on training and education programmes, or they can hire skilled labour and professionals. Essentially this is the 'make' or 'buy' decision.
Organizations which hire skilled labour and professionals, shall have to pay more for these employees. This decision is mainly influenced by the available technology. Technological advancement has made it possible for job seekers to gain better access. Where to look In order to reduce the costs, organizations look into labour markets most likely to offer the required job seekers. Generally, companies look into the national market for managerial and professional employees, regional or local markets for technical employees, and local markets for clerical and blue- collar employees. In the final analysis, organizations recruit where experience and circumstances dictate likely success. Recognizing this, many adopt an incremental strategy in which initial efforts are concentrated in regional or local labour markets and expanded only if these efforts fail to achieve the desired results.
SEARCHING Once a recruiting plan and strategy are worked out the search process can begin. This involves two steps- ' Source activation' Selling. Source Activation. Typically, sources and search methods are activated by the issuance of an employee requisition. This means that no actual recruiting takes place until line managers have verified that a vacancy does exist or will exist.
If the organization has planned well and done a good job of developing its sources and search methods, activation soon results in a flood of applications. The applications received must be screened. Those who pass have to be contacted and invited for interview. Selling. In selling the organization, both the message and the media deserve attention.
Message refers to the employment advertisement. With regard to media, it may be stated that effectiveness of any recruiting message depends on the media.
Selection of media or medium needs to be done with a lot of care. SCREENING Screening of applications can be regarded as an integral part of the recruiting process, though many view it as the first step in the selection process. The purpose of screening is to remove from the recruitment process, at an early stage, those applicants, who are visibly unqualified for the job. Effective screening can save a lot of time and money. The techniques used to screen applicants vary depending on the candidate sources and recruiting methods used. EVALUATION AND CONTROLEvaluation and control is necessary as considerable costs are incurred in the recruitment process.
The costs generally incurred are - Salaries for recruiters ; management and professional time spent on preparing job, description, job specifications, advertisements, agency liaison, and so forth ; Cost of producing supporting literature ; Recruitment overheads and administrative expenses ; Cost of advertisements or other recruitment methods ; Cost of overtime and outsourcing while the vacancies remain unfilled ; Cost of recruiting suitable candidates for the selection procedure. Evaluation of recruitment process. The recruitment process has the objective of searching for and obtaining applications from job seekers in sufficient numbers and quality. Keeping this objective in mind, the evaluation might include - Return rate of applications sent out ; Number of suitable candidates for selection ; Retention and performance of the candidates selected ; Cost of the recruitment process ; Time lapsed data ; Comments on image projected. Method of evaluation of recruitment. The evaluation of recruitment methods might include: ' Number of initial enquiries received which resulted in completed application forms.' Number of candidates at various stages of the recruitment and selection process, especially those short- listed.' Number of candidates recruited.' Number of candidates retained in the organization after six months.
Sources of recruitment. It refers to the methods or sources of recruitment. Before an organization activity begins recruiting applicants, it should consider the most likely source of the type of employees it needs. Generally there are two types of sources from which any organization can look for potential employees.
These sources accordingly may term as internal and external.