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1.

INTRODUCTION:

1.1. MEANING:
Recruitment is an important part of an organization’s human resource planning an
d their competitive strength. Competent human resources at the right positions i
n the organisation are a vital resource and can be a core competency or a strate
gic advantage for it.

THE OBJECTIVE OF THE RECRUITMENT PROCESS:


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 emplo
yees 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 organisation.

In this is competitive global world and increasing flexibility in the labour mar
ket, recruitment is becoming more and more important in every business.
Therefore, recruitment serves as the first step in fulfilling the needs of organ
izations for a competitive, motivated and flexible human resource that can help
achieve its objectives.

1.2. PURPOSE AND IMPORTANCE OF


RECRUITMENT:
The Purpose and Importance of Recruitment are given below:
• Attract and encourage more and more candidates to apply in the organizat
ion.
• Create a talent pool of candidates to enable the selection of best candi
dates for the organization.
• Determine present and future requirements of the organization in conjunc
tion 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 selec
ted will leave the organization only after a short period of time.
• Meet the organizations legal and social obligations regarding the compos
ition of its workforce.
• Begin identifying and preparing potential job applicants who will be app
ropriate candidates.
• Increase organization and individual effectiveness of various recruiting
techniques and sources for all types of job applicants.

1.3. RECRUITMENT PROCESS:

Recruitment process involves a systematic procedure from sourcing the candidates


to arranging and conducting the interviews and requires many resources and time
. A general recruitment process is as follows:
• Identifying the vacancy:
The recruitment process begins with the human resource department receiving requ
isitions for recruitment from any department of the company.
These contain:
• Posts to be filled
• Number of persons
• Duties to be performed
• Qualifications required
• Preparing the job description and person specification.
• Locating and developing the sources of required number and type of emplo
yees (Advertising etc).
• Short-listing and identifying the prospective employee with required cha
racteristics.
• Arranging the interviews with the selected candidates.
• Conducting the interview and decision making

1. Identify vacancy
2. Prepare job description and person specification
3. Advertising the vacancy
4. Managing the response
5. Short-listing
6. Arrange interviews
7. Conducting interview and decision making

The recruitment process is immediately followed by the selection process i.e. th


e final interviews and the decision making, conveying the decision and the appoi
ntment formalities.
1.4. SOURCES OF RECRUITMENT:

Every organisation has the option of choosing the candidates for its recruitment
processes from two kinds of sources: internal and external sources. The sources
within the organisation itself (like transfer of employees from one department
to other, promotions) to fill a position are known as the internal sources of re
cruitment. Recruitment candidates from all the other sources (like outsourcing a
gencies etc.) are known as the external sources of recruitment.

SOURCES OF RECRUITMENT
1.5. FACTORS AFFECTING RECRUITMENT:

The recruitment function of the organisations is affected and governed by a mix


of various internal and external forces. The internal forces or factors are the
factors that can be controlled by the organisation. And the external factors are
those factors which cannot be controlled by the organisation.
The internal and external forces affecting recruitment function of an organisati
on are:

FACTORS AFFECTING RECRUITMENT

2. RECRUITMENT POLICY OF A
COMPANY:
2.1 INTRODUCTION:
In today’s rapidly changing business environment, a well defined recruitment pol
icy is necessary for organizations to respond to its human resource requirements
in time.
Therefore, it is important to have a clear and concise recruitment policy in pla
ce, which can be executed effectively to recruit the best talent pool for the se
lection of the right candidate at the right place quickly.
Creating a suitable recruitment policy is the first step in the efficient hiring
process. A clear and concise recruitment policy helps ensure a sound recruitmen
t process.
It specifies the objectives of recruitment and provides a framework for implemen
tation of recruitment programme.
It may involve organizational system to be developed for implementing recruitmen
t programmes and procedures by filling up vacancies with best qualified people.

2.2. COMPONENTS OF THE RECRUITMENT


POLICY:
• The general recruitment policies and terms of the organization
• Recruitment services of consultants
• Recruitment of temporary employees
• Unique recruitment situations
• The selection process
• The job descriptions
• The terms and conditions of the employment
2.3. A RECRUITMENT POLICY OF AN
ORGANISATION SHOULD BE SUCH
THAT:
• It should focus on recruiting the best potential people.
• To ensure that every applicant and employee is treated equally with dign
ity and respect.
• Unbiased policy.
• To aid and encourage employees in realizing their full potential.
• Transparent, task oriented and merit based selection.
• Weightage during selection given to factors that suit organization needs
.
• Optimization of manpower at the time of selection process.
• Defining the competent authority to approve each selection.
• Abides by relevant public policy and legislation on hiring and employmen
t relationship.
• Integrates employee needs with the organisational needs.
2.4. FACTORS AFFECTING RECRUITMENT
POLICY:
• Organizational objectives
• Personnel policies of the organization and its competitors.
• Government policies on reservations.
• Preferred sources of recruitment.
• Need of the organization.
• Recruitment costs and financial implications.