Friends, we have already learned about the sources of recruitment in previous post. Today I am going to focus on some common recent trends of recruitment we see all around us.
Interns are temporary workers who fill entry-level positions in businesses. These workers may not be paid for their work, as the objective of an internship is to learn on the job and gain experience. The overall purpose of an intern recruitment plan is to increase the likelihood that a greater number of people will apply to an internship program and therefore fill open positions within the company. Even though an intern recruitment plan has benefits for a company, one takes time to create. Continue reading
The recruitment function of the organizations 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 organization. And the external factors are those factors which cannot be controlled by the organization.
The internal factors that affect an organization’s recruitment functions and can be controlled by the organization are:
The recruitment policy of an organization specifies the objectives of recruitment and provides a framework for implementation of recruitment programme. It may involve organizational system to be developed for implementing recruitment programmes and procedures by filling up vacancies with best qualified people. 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. Continue reading
Creating a suitable recruitment policy is the first step in the efficient hiring process. A clear and concise recruitment policy or code of conduct ensures a sound recruitment process. It specifies the objectives of recruitment and provides a framework for implementation of recruitment programme. It may involve organizational system to be developed for implementing recruitment programmes and procedures by filling up vacancies with best qualified people. Continue reading
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.
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: Continue reading