RECRUITMENT

Recruitment is an important part of an organizations human resource planning and their competitive strength. Competent human resources at the right positions in the organisation are a vital resource and can be a core competency or a strategic advantage for it. The objective of the recruitment process is to obtain the number and quality of employees that can be selected in order to help the organisation to achieve its goals and objectives. With the same objective, recruitment helps to create a pool of prospective employees for the organisation so that the management can select the right candidate for the right job from this pool. Recruitment acts as a link between the employers and the job seekers and ensures the placement of right candidate at the right place at the right time. Using and following the right recruitment processes can facilitate the selection of the best candidates for the organization

Purpose & Importance Of Recruitment

The Purpose and Importance of Recruitment are given below: Attract and encourage more and more candidates to apply in the organisation. Create a talent pool of candidates to enable the selection of best candidates for the organisation. Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities. recruitment is the process which links the employers with the employees. Increase the pool of job candidates at minimum cost

 Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants. Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time. Meet the organizations legal and social obligations regarding the composition of its workforce. Begin identifying and preparing potential job applicants who will be appropriate candidates. Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants

There are two types of Recruitment. 1. Internal Recruitment:-fill the vacancy by promotion of employee. 2. External Recruitment:-fill the vacancy by external source. There are four popular method of External Recruitment.

a)Job Center b)Job Advertisement c)Recruitment Agency d)Personal Recommendation

Types of Recruitment and Selection
1. In most organizations, recruitment and selection utilizes several outlets: internally, externally or an internal promotional selection. In most cases, a company will allow current employees to apply for the position before posting the position externally.

Internal Recruitment
2. When a position opens in an organization, it is typically posted on the company's intranet and in common areas, such as cafeterias, break rooms and departmental information boards. If an employee is interested in the position, she is normally required to go through a similar process as an external candidate. The employee will submit her resume and cover letter to human resources, and if she is qualified, the employee will be scheduled for an interview with human resources and the hiring manager.

External Recruitment
3. If no internal candidates are selected for an open position, the company will post the position externally on Internet job boards, local newspapers and ask its employees for referrals. In most cases, employee referral programs are established and if an employee refers an outside candidate that is hired, the employee will receive a cash bonus. Human resources will screen resumes of candidates that applied, and select resumes that are qualified for the position.

Selection Methods
4. After an organization selects candidates qualified for the position, it typically contacts them for interviews and testing. Interviewing and testing are determined by the company's guidelines and procedures. In most cases, several candidates are selected and will be screened on a phone interview by human resources and asked to take assessments. Assessments can include personality, technical aptitude or academic assessments depending on the position requirements. Most organizations will require internal candidates go through the required assessments and interviews, even if they were required to take those assessments when they were originally hired. After the initial phone screens and assessments, candidates are selected to interview with hiring managers and human resources. In most cases, candidates will be required to meet with several members of the department that they will be working in and can include managers, peers and employees the candidate will be supervising. This ensures the candidate will be a fit for the organization and department she will be working in. In most cases, candidates will be brought back for additional interviews as the hiring team narrows its selection. The hiring team will then meet and make a collective decision on which candidate it would like to hire. Normally, human resources will contact the candidate and make a verbal offer.

Additional Insight
5. The recruitment and selection process may take several weeks or months, which can be frustrating for the candidate applying for the position. Although the process can take time, it ensures the right candidate is being hired. This is important to many companies because hiring and training new employees can be costly. Most organization's hiring and training costs can average $7,000 to $30,000 for each new employee, depending on the position. Additional guidelines are put into place for employee retention.