Recruitment

• Recruitment is a core function of Human Resource Management.
• Recruitment is the process of identifying, screening, shortlisting, and hiring potential resources for filling up vacant positions in an organization.
• Recruitment is the process of choosing the right person for the right position at the right time.
• Recruitment also refers to the process of attracting, selecting, and appointing potential candidates to meet the organization’s resource requirements.
• Selection is about choosing between job candidates and making a fair and accurate assessment of the strengths and weaknesses of applicants to identify the candidate who is most likely to perform well in the job.
• Recruitment determines the current and future job requirements.
• Recruitment increases the pool of jobs at a minimal cost.
• Recruitment helps in increasing the success rate of selecting the right candidates.
• Recruitment helps in reducing the probability of short-term employment.
• Recruitment meets the organization’s social and legal obligations with regard to the workforce.
• Recruitment helps in identifying the job applicants and selecting the appropriate resources.
• Recruitment helps in increasing organizational effectiveness for the short and long term.
• Recruitment helps in evaluating the effectiveness of the various recruitment techniques.
• Recruitment attracts and encourages applicants to apply for vacancies in an organization.
• Recruitment determines the present future requirements of the organization and plans according.
• Recruitment links potential employees with employers.
• The recruitment and selection process involves a lot of effort and time.
• Appointing the most highly qualified person for the job, rather than the most suitably qualified one, is a common mistake managers make.
• Induction and training are crucial for a new employee to be effective in their role quickly.
• A structure for recruiting and selecting employees includes deciding how to attract candidates, sifting and shortlisting applications, holding selection interviews and/or events, making a decision and offer, and taking up references.
• Throwing new employees in at the deep end on day one to let them find their feet is a good test of character.
• Ignoring the need to take up references can delay the process.
• Managers must take extra care to avoid costly employment mistakes such as looking at the role in isolation, without considering any organizational needs for flexibility and change, leaving the process to chance, believing everything a candidate writes on their application and tells you at interview, and making sure the person you choose has a similar background, education and interests as you do, particularly golf, football.
• The selection method can be through interview alone or using some form of selection test.
• Candidates must impress managers that the image they portray is immaterial.
• Involving the same people throughout the recruitment process helps to achieve consistency and consensus.
• The common choice is between the application form and the curriculum vitae (CV) for recruitment and selection.
• The firm should be careful about the contents and design of the advertisement if it aims to attract people to join the company.
• A person who does not apply in response to any type of advertisement, but rather comes into a company, submits an application and a curriculum vitae, then aspires to get the job is called a walk-in applicant.
• This method forms a strong linkage with colleges and universities to search and eventually hire students who possess the right fit in terms of competencies.
• Professional Organizations provide a source of applicants due to the network of connections.
• Some companies may prefer to hire more familiar people that complete strangers.
• Job Promotion can make perfect sense due to the fact that the potential candidate is already a member of the work team, and managers already know their performance level as well as their good and bad qualities.
• Most companies welcome walk-ins and take the impression that such acts is a sign of strong interest.
• Head Hunters are search firms that help companies fill executive positions.
• Employment Agencies are either public or private businesses that assist companies with their staffing need requirements.
• Labor Unions provide a source of applicants due to the network of connections.
• The referrals may come from their respective social connections.
• Other Companies may pirate competitors’ employees by giving better offers.
• This method assures the company that its current employees will only refer suitable candidates for the vacancy.