Recruitment
The purpose of recruitment is to find the correct selection of candidates for filling a job vacancy. From the selected group, candidates are narrowed down according to the desired skills, qualifications and job specifications.
Recruiting people who are wrong for the organization can lead to increased employee turnover (refers to the number of percentage of workers who leave the organization and are replaced by new employees), increased costs for the organization, and lowering of morale in the existing workforce.
Recruitment systems should be:
Efficient: cost effective in methods and sources
Effective : producing enough suitable candidates without excess and identities of the best fitted for the job and the organization
Fair : ensuring that decisions are made on merit alone
Getting a good selection of good quality candidates:
The various ways in which a candidate can be recruited are:
Internal recruitment: This refers to the process of a candidate being selected from the existing workforce to take up a new job in the same organization, perhaps as a promotion, or to provide career development opportunity, or to meet a specific or urgent organizational need.
This is a good way to retain valuable employees whose skills can be further enhanced.
Opportunity for the staff to extend their competencies and skills to the benefit of both the organization and the individual, and the enhancement of individual motivation.
Commercial recruitment agencies
Specialist and professional journals
Internet
Local newspaper
Selection techniques:
There are a variety of methods available to help in the selection process like:
Interviews
Tests (practical or psychometric)
Assessment centers
Role plays
Team exercises etc
Usually a range of methods will be used by the organization depending on the type of job to be filled, the skills of the recruiter and the budget for recruitment.
Click to know more:
HR (Junior Recruiter)