RECRUITMENT: Recruiting is the discovering of potential applicants for actual and anticipated organizational vacancies. In other words, it is a `linking activity' bringing together those with jobs and those seeking jobs.
DEFINITIONS: Recruitment is defined as,” the process of discovering potential candidates for actual and anticipated organizational vacancies “.- Yodel. Recruitment is defined as,” the process of searching for prospective employees and stimulating them to apply for jobs in the organization”.
-Edwin B.Flippo
FACTORS INFLUENCING RECRUITMENT
• Strategic plans:
The steps most commonly used in developing an HR strategy: 1.Setting the strategic direction
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Employment at Factory Level – This a source of external recruitment in which the applications for vacancies are presented on bulletin boards outside the Factory or at the Gate. This kind of recruitment is applicable generally where factory workers are to be appointed. There are people who keep on soliciting jobs from one place to another. These applicants are called as unsolicited applicants. These types of workers apply on their own for their job. For this kind of recruitment workers have a tendency to shift from one factory to another and therefore they are called as “badli” workers.
2. Advertisement – It is an external source which has got an important place in recruitment procedure. The biggest advantage of advertisement is that it covers a wide area of market and scattered applicants can get information from advertisements. Medium used is Newspapers and Television.
3. Employment Exchanges – There are certain Employment exchanges which are run by government. Most of the government undertakings and concerns employ people through such exchanges. Now-a-days recruitment in government agencies has become compulsory through employment
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• Preliminary interview:
The object of this interview is to see the candidate personally to ensure whether he is physically and mentally suitable for job.
• Application blank
The printed applications contain the details desired by the employer from the candidate with sufficient space for the candidate to furnish the particulars.
• Tests
A test is a sample measurement of a candidate’s ability and interest for the job.
• Final interview
An interview is a face to face oral examination of a candidate by an employer.
• Back ground verification
The background verification is done to check the honesty and integrity of the candidate.
• Final selection
If the employer is satisfied with the candidate, then the selection will be made.
• Physical examination
It is important that a person selected for the job must also be medically fit to perform it.
• Placement
If the employer is satisfied with the medical report of the candidate, he may place in the concern.
THE STUDY CONDUCTED ON RECRUITMENT AND SELECTION PROCESS AT BIOLOGICAL-E LTD CONDUCTED BY MANIK RAO IN THE YEAR
The realistic recruitment message has advantages and disadvantages. The message informs applicant’s exactly what the job entails. This can lead to higher job satisfaction and lower turnover. Providing applicants with realistic details of the job allows them cope with the demands of the job (Heneman, Judge, & Kammeyer-Mueller, 2006, p. 224). However, the message can also lead applicants to not apply for a position or to withdraw from the recruitment
The second year of the college recruitment program, Marianne wisely sought the advice of others experienced in successful recruiting from college campuses. By following the advice to reduce the schedule, identify job descriptions, develop questions specific to positions as well as focused interview forms to be completed along with incentives linked to performance pay the college recruitment efforts should be more successful.
Recruitment strategies for the company will be arranging the group interaction with talented and interested candidates, handpicking the dream candidates, actively searching the profiles of each candidate, attracting the candidates through different attractive offers (Cohen, & Cohen, 2007).
Therefore, the question evaluates if the applicant has communication skills, works well with others, and if it’s able to maintain a good relationship with coworkers.
A test to see exactly what type of job people qualify for, or their MOS, Military Occupation Specialty, gets a better job.
On this paper we are going to discuss the effectiveness of the interview as a method of selection. However we are also going to look at the problems facing the interviews, and also how we can improve them. They are so many types of interviews that the employers can use to interview people, for example screening interviews. These interviews are conducted in person, over the phone, or via video. Another example of an interview is one on one interview which involves face to face talking and also focuses on questions to assess the interviewee skills and knowledge. However there is also another type of an interview which is panel interview. These involve three or more people, or it’s more like group interview were they
The University of Queensland Recruitment and Selection Manual. (n.d.). Retrieved from The University Of Queensland Australia: http://www.uq.edu.au/shared/resources/personnel/recruitment/RecruitmentandSelectionManual.pdf
Psychometric tests are designed to measure the behaviour and capabilities of possible employees. (Johnstone, 1999). Employers use these tests to measure two categories of qualities – abilities and preferences (Mills et al., 2011). This provides an effective and efficient way to find the best person for the job as the tests give a true reflection of how an employee can accomplish assigned tasks which is completed online as part of the application process. Candidates are chosen for the next stage of the process through the comparison of test scores, resulting in grouping candidates into high and low percentile scoring categories. The higher scoring applicants are put through to the next stage of the process. This would normally be the interviewing stage. The lower scoring applicants would be declined. This is a form of filtering down the number of applicants, although the interviewing stage provides the means of selection, despite its subjectivity the tests provide a uniform set of standards to measure one candidate objectivity against another (Johnstone,1999). Psychometric
Recruitment is a serious issue for an organization and one that ought to be afforded a considerable amount of planning in order to successfully achieve desired outcomes. Recruitment is a costly process for an organization and poorly executed recruitment can result in selecting candidates that are not appropriate for the organization. A poorly executed recruitment can also reflect negatively on the organization’s reputation, which can cost the organization solid future candidates. Due to the cost both in time and in resources, a recruitment process deserves a solid training program that covers a variety of issues. Thought should be given to the topics to be covered in a training program, aids or materials recruiters will need, practical skills to be covered in the training, the person most appropriate to conduct the training, and any additional needs to be considered to ensure the training is most effective in achieving the goal of developing strong recruiting skills.
The Effectiveness of Selection Interviews Evaluate the relative effectiveness of selection interviews as an indicator of likely candidate suitability in the case of a selected business, making recommendations for improvements in procedure. D1 The interview is the final stage of the Recruitment and Selection process. Candidates can be classified as the applicants for a vacancy that they have seen advertised. The chosen business for this question is M&S.
Human Resource management (HRM) can be defined and simplified in various ways. One definition is that HRM is to “get the right people on the bus, the wrong people off the bus, and the right people in the right seats” (Collins, 2001). The People theory is a theory in HRM that includes Recruitement and selection- two major subjects in the HRM function which concerns people and their way to a job for them.This essay will treat and discuss these two topics, recruitment and selection and their importance to the HRM function.
...anization. As outlined in the “Devanna Model” the interrelatedness of all principal HR functions would lead to costly consequences for the organization as a result of unsuitable applicants being chosen in the selection process. While the selection processes available are versatile, including models of probation, random selection, quota systems, empirical considerations, and intrinsic attributes, there are several common characteristics which are often found when selecting external candidates. These include CV screening, preliminary interviews, application forms, psychometric testing, assessment centres, interviews, medical examinations, and reference checks. As each method has a different validity and reliability, it is important for HR officers to use a combination of different methods to objectively predict and select the most suitable workers for the job.
Recruitment and selection process are important and essential in the human resource management. Human resource management is a functional process that focuses on the management and recruitment of workers in an organization, also giving directions to workers in the organization. The purpose of recruitment and selection process are helping an organization to find the right person for the right position in a job, employees can know which person is suitable and needed in that specific position through the recruitment and selection process. Recruitment and selection process are about how an organization hire and choose workers during this process, employees are going to choose the most suitable workers and organize the most suitable work for them. (Gedaliahui & Shay, 1999)
• Interviews. The assessment interview is very similar to a regular job interview but focuses more directly on your personality.