Thursday, 19 November 2015

Process of Recruitment


Recruitment process passes through the following stages:
o   Recruitment process begins when the personnel department receives requisitions for recruitment from any department of the company, The personnel requisitions contain details about the position to be filled, number of persons to be recruited, the duties to be performed, qualifications expected from the candidates, terms and conditions of employment and the time by which the persons should be available for appointment etc.
o   Locating and developing the sources of required number and type of employees.
o   Identifying the prospective employees with required characteristics.
o   Developing the techniques to attract the desired candidates. The goodwill of an organisation in the market may be one technique. The publicity about the company being a good employer may also help in stimulating candidates to apply. There may be others of attractive salaries, proper facilities for development etc.
o   Evaluating the effectiveness of recruitment process.
According to Famularo, personnel recruitment process involves five elements, viz., a recruitment policy, a recruitment organization, a forecast of manpower, the development of sources of recruitment, and different techniques used for utilising these sources, and a method of assessing the recruitment programmed. The explanation of these is described below:
1. Recruitment Policy: It specifies the objectives of recruitment and provides a framework for the implementation of the recruitment programmed. It also involves the employer’s commitment to some principles as to find and employ the best qualified persons for each job, to retain the most promising of those hired, etc. It should be based on the goals, needs and environment of the organization.
2. Recruitment Organization: The recruitment may be centralized like public sector banks or decentralized. Both practices have their own merits. The choice between the two will depend on the managerial philosophy and the particular needs of the organization.
3. Sources of Recruitment: Various sources of recruitment may be classified as internal and external. These have their own merits and demerits.
4. Methods of Recruitment: Recruitment techniques are the means to make contact with potential candidates, to provide them necessary information and to encourage them to apply for jobs.

5. Evaluation of Recruitment Programme: The recruitment process must be evaluated periodically. The criteria for evaluation may consist of cost per applicant, the hiring ratio, performance appraisal, tenure of stay, etc. After evaluation, necessary improvements should be made in the recruitment programme.

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