Recruitment is a process of acquiring a new staff and appointing existing employees at new positions; this is done by replacing and diversifying people who have left the company. Recruitment and selection are for human resources management; it has various factors that bring long-term success. Efficient recruitment and selection will prove the company has the knowledge, skills, and experience needed to achieve the company’s objectives. The behavior of the employees should be well suited for the company to follow a specific direction. Recruitment and selection of employees are a high potential risk for any company. They must be sure to hire the right people for the job. They must understand that the expertise of their employees will affect the company. Selecting the wrong staff can create a risk for the company. Recruitment is the organization would acquire the staff through a request from sources that are reached to the organization. Selection is the process of choosing the most suitable applicant for the job.
Internal recruitment
If a company is considering hiring someone for a specific post, choosing someone from their existing staff could play a beneficial role. This would save time on training as well as money, and a preexisting relationship will make it easier for the company. On the other hand, the process of recruiting an employee from the existing staff also has some drawbacks. For example, this internal recruiter would not make any essential criticisms, which would benefit the company. Recruiting an employee from existing staff would create a sense of jealousy among other employees, creating a negative environment in the company.
External recruitment
Recruiting employees from an outside organization would help the company to draw talent with different expertise and skills. These external recruiters can give some essential criticism, which can benefit the company. This allows the company to explore new experiences and ideas into their business. The company should have firm knowledge about their employees; otherwise, the organization will hire someone who is less efficient.
A few steps should be followed before recruiting or selecting employees.
Identification of vacancy
Recruitment and selection give an opportunity to the management so they can consider simple initiatives before hiring new staff. If the company has the proper framework to evaluate the organization’s requirements, it would be best for them to divide their workforce and identify where they need more efficient hiring or recruitment.
Job analysis
In job analysis, the company scrutinized the requirements of the company. This analysis includes the designation for the job, a brief description of the responsibilities of the post, and the employee’s role in the company.
Job or position description
The job description specifies the position of employees in the company and explains how the employee will settle into the company. The job description is a critical process in recruitment or selection procedure. This process consists of conducting interviews, evaluating interviews, and selecting suitable candidates for the required post.
Development of recruitment plan
The company must have a proper plan before recruiting any employee. This requires careful planning and design for recruitment procedures; it includes attracting eligible employees that can justify the requirements of the company. This framework consists of placement goals, posting period, resume bank, and additional resources.
Review applicants
After designing a recruitment plan for the employees, there is a phase in which management reviews the application forms; in this reviewing process, HR management will shortlist the eligible candidates or those who meet the criteria of their requirements.
Conduct an interview
HR management plans the interview, which is an essential step in selecting or recruiting. The primary purpose of this interview is to get information about the skills and expertise of all candidates and to decide which candidate suits the most for their required position.
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