Introduction to Recruitment


Recruitment is an important part of an organization’s human resource planning and their competitive strength. It is a process of finding and attracting capable applicants for employment in order to help the organization to achieve its goals and objectives. 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. The perfect recruitment includes the adaption of the new hire. It is about the definition of the job vacancy, designing the appealing recruitment text and offering the competitive package to the winning candidate. Recruitment needs are of three types – Planned, Anticipated and Unexpected.

Recruitment Process

The recruitment and selection are the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organizations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews. The recruitment process is managed by the recruitment strategy. A general recruitment process is as follows:

1. Identifying the vacancy: The recruitment process begins with the human resource department receiving requisitions for recruitment from any department of the company. These contain:

  • Posts to be filled
  • Number of persons
  • Duties to be performed
  • Qualifications required

2. Prepare job description and person specification : The job description is updated and an employee specification is written. The job description lists the duties of the job whilst the employee specification gives details of the experience, skills and abilities needed to carry out the job.

3. Advertising the vacancy : A vacancy advertisement is written and is circulated to newspapers, internet recruitment sites.

4. Managing the response : Application forms are sent out along with copies of the job description and employee specification and must be returned on or before the closing date that has been set.

 5. Short-listing : A shortlist is compiled of applicants who are going to be invited to attend for interview. This is done by the recruitment panel who compare each application form with the requirements of the employee specification.

6. Arrange interviews : Interviews are held. The panel will use the same set of questions with each interviewees.

7. Conducting interview and decision-making : The recruitment process is immediately followed by the selection process i.e. the final interviews and the decision-making, conveying the decision and the appointment formalities.

Recruitment Strategy : 

The recruitment strategy is a key success factor for the process. It defines the competitive advantage of the organization on the job market. The company has to choose the right mix of the recruitment sources, recruitment agencies and recruitment messages. A successful recruitment strategy should be well planned and practical to attract more target groups, and the underlying analysis has to identify the right ways to reach them. For formulating an effective and successful recruitment strategy, the strategy should cover the following elements:

1. Identifying and Prioritizing jobs: Requirements keep arising at various levels in every organization; it is almost impossible to fill all the positions immediately. Therefore, there is a need to identify the positions requiring immediate attention and action.

2. Candidates to be targeted : The recruitment process can be effective only if the organization completely understands the requirements of the type of candidates that are required and will be beneficial for the organization; such as skills, performance, experience etc.

3. Source of recruitment : The strategy should define various sources (external and internal) of recruitment.

4. Trained Recruiters involvement : The recruitment professionals conducting the interviews and the other recruitment activities should be well-trained and experienced to conduct the activities.

5. How to Evaluate : The various parameters and the ways to judge them i.e. technical interviews, HR interviews, written tests, psychometric tests etc.

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