Business Management -> Human resource management: recruitment and selection
Recruitment and selection
Once the Human Resources Manager has determined the demands of future employment, the actual process of recruiting these staff members must commence. The HR Manager must now determine from where the prospective staff member(s) will be sourced. These sources of employment may be in-house or outsourced.
The medium of this source may be one or more of the following:
- advertising - newspapers, journals, radio, television, billboards, noticeboards, brochures, and leaflets
- Internet and on-line resumes
- interviews at educational institutions
- word of mouth; networking
- referrals
- lodged applications on file; waiting lists
- government agencies
- employment agencies
- professional associations
- competitors
The HR Manager must weigh up the relative advantages and disadvantages of employing a person using internal as opposed to external sources.
The prospective applicants will post, e-mail or deliver their letters of applications and resumes and the Human Resource Manager will need to select those applications that are to proceed to the next stage in the recruitment process. The screening process will eliminate those applications that do not highlight the necessary skills or qualifications required for the specific job advertised. A short list of prospective employees will then be drawn up. All applicants should be contacted and told of the outcome of the screening process. Some of the prospective employees may be suitable employees at a later date and it is important to keep these people on-side. The prospective employees may be required to complete an interview form before the actual interview process in order to obtain additional information.
Animation - Stages in the selection process
Selection criteria
Testing
Selection of interview area
The interview
Discussion
Selection
Referee check
Letters
The successful applicant should then be informed of the next meeting, which will be arranged to discuss remuneration and terms and conditions of employment. Once this discussion has taken place and an amicable arrangement agreed upon, the prospective employee should sign the appropriate documentation and be provided with a starting date with the organisation.
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I think, it is well understand that Selection is prior to the process because if you can not identify proper candidates for the position then the performance of poorly selected candidates will affect the progress of organization.
there are times that the only qualified people are the one notified by the HR Manager to proceed to the next level until the right one comes along
More than I realized are completed in reference to the recruitment and selection, the ones I missed are letters, reference checks, testing, and selection interview area. Have always taken for granted that the HR office took care of these.
Recruitment refers to the process of attracting potential job applicants from the available labor force. Every organization must be able to attract a sufficient number of the job candidates who have the abilities and aptitudes needed to help the organization to achieve its objectives. Ultimately without the recruitment, there is scope for selection process. All the candidates who are invited in the recruitment, may not be selected because candidates have to go through selection process to prove their talent. Basic contents of Recruitment notification; It contains brief about an organisation which is recruiting. Contains number of posts/jobs lying vacant in an organisation. Contains number of jobs in reserved category. (especially in government organisation jobs are allotted to reserved category). Contains information about gender needed for the jobs. (For example: Male or female) Contains information about educational qualification needed to qualify for applying to job. Contains information about work experience needed. (points from 2 to 6 are nothing but called as Job specifications, it is a statement that describes about specifications needed by a candidate to have qualified for a applying said job) It contains most important information that is, Job description, which is the statement of information about duties and responsibilities of the job. Contains information about salary particulars, employee benefits and other allowances to be provided. Selection tests which must be passed by candidates so as to have job. Terms and conditions if any. Sources of recruitment may be internal recruitment or external recruitment. Advantage of internal recruitment Morale of promotee Better assessment of abilities Lower cost for some jobs Motivator for good performance Causes a succession of promotions Have to hire only at entry level. Disadvantage of internal recruitment: Inbreeding Possible morale problems of those not promoted "Political" infighting for promotions Need for management-development program Advantages of external recruitment New "blood" brings new perspectives Cheaper and faster than training professionals No group of political supporters in organization already May bring new industry insights Disadvantage of external requirements: May not select someone who will "fit" the job or organization May cause morale problems for internal candidates not selected Longer "adjustment" or orientation time.
The recruitment process is rarely more than paperwork for lower salaried positions. Higher paid jobs often employ headhunters and serious networking to ensure that the 'right' candidate is selected.
I think ranking all the applicants in the order of preference is really useful. some of the applicants will be chosen and some will fail the interview but maybe in the future the company may face some unexpected situations in which it needs more HRs. then the HRM can refer to the list of failed applicants and choose the most appropriate one for the needs of the company.
Resources demands commence determine outsourced advertising educational applications Manager relative employing deliver resumes stage eliminate highlighted qualifications advertised applicants outcome process employees prospective interview actual process obtain additional
in every managements, they always follow there policies and promises to build there product.. by that cycle they can achieve what they want to achieve in the job
we should notice that :Recruitment is the process of identifying that the organisation needs to employ someone up to the point at which application forms for the post have arrived at the organisation. Selection then consists of the processes involved in choosing from applicants a suitable candidate to fill a post.
It is expedient for an HR manager to attract individuals on a timely basis, with the right qualifications to apply for available Jobs in an organization and as well choose from the group of applicants those best suited for the available positions.