Recruitment Procedure
The recruitment procedure involves different activities through which competent potential candidates are searched as specified by human resource planning, job description, and job specification. The recruitment procedure is shown below.
Evaluation and Control
1)Recruitment Planning
2)Identifying Recruitment Sources :
3)Contacting Sources
4)Recruitment Procedure
5)Application Pool
6)Selection Process
1 ) Recruitment Planning: Recruitment planning is the initial step of the recruitment process. It involves determining the following :
i ) Number of Contacts: Organisations always intend to attract more than the required candidates as they want to make the best choice out of a larger number of candidates. It is also done because many candidates are not willing to join the organization and a few of them may not be fulfilling the selection criteria. So, whenever a recruitment program is thought of, the organization has to think about the number of applications it should get in to fill all its vacancies with suitable candidates.
ii ) Type of Contacts: It involves the type of people to be made aware of the job vacancies according to the job description and job specification.
2 ) Identifying Recruitment Sources: Once a recruitment plan is finalized representing the number and type of potential candidates; they must be attracted in such a way that they offer themselves for employment. Hence, it is essential to identify the sources from which these candidates can be attracted.
3 ) Contacting Sources: After the final decision about the sources of selecting the potential candidate, the procedure of contacting these sources is initiated. Recruitment is a two-way process and there are mainly two parties, i.e., a recruiter and a recruiter. Based on the information about the candidate, a recruiter can select the candidate. Similarly, the recruitee, based on the information about the organization, decides to join the organization or apply somewhere else. Hence, the organization must choose which information is to be shared with the candidates, especially in the case of external sources.
4 ) Application Pool: The final aim is to attract more and more candidates to maintain flexibility in selection, no matter what method of recruitment is used. The organization starts receiving applications from potential candidates as soon as the sources of recruitment are contacted. The type of organization, the kind of jobs, and the conditions in specific human resource markets determine the number of applications.
5 ) Selection Process: The process of classifying applicants, to hire those who are more competent for the job, is called selection Selection process requires extremely specialized techniques. Thus, the selection process involves expert employees who are proficient in using selection tests, conducting interviews, etc.
6 ) Evaluation and Control: It is necessary to enhance the efficiency of recruitment attempts in the future. It should be kept in mind that recruitment is an expensive process, involving costs such as the recruiter's salary, advertising costs, managers ' salaries, and various other costs. It is thus necessary to evaluate the process of recruitment.
