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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