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Analysis of Recruitment in an Organisation

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RECRUITMENT Recruitment refers to the process of attracting, screening, and selecting qualified people for a job at an organization or firm. Recruitment is of the most crucial roles of the human resource professionals. The level of performance of and organisation depends on the effectiveness of its recruitment function. Organisations have developed and follow recruitment strategies to hire the best talent for their organisation and to utilize their resources optimally. A successful recruitment strategy should be well planned and practical to attract more and good talent to apply in the organisation.

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The objective of the recruitment process is to obtain the number and quality of employees that can be selected in order to help the organisation to achieve its goals and objectives. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. A general recruitment process is as follows: Identifying the vacancy: The recruitment process begins with the human resource department receiving requisitions for recruitment from any department of the company.

These contain: * Preparing the job description and person specification. * Locating and developing the sources of required number and type of employees (Advertising etc). * Short-listing and identifying the prospective employee with required characteristics. * Arranging the interviews with the selected candidates. * Conducting the interview and decision making. 1. Identify vacancy 2. Prepare job description and person specification 3. Advertising the vacancy 4. Managing the response 5. Short-listing 6. Arrange interviews 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. SOURCES OF RECRUITMENT Every organisation has the option of choosing the candidates for its recruitment processes from two kinds of sources: internal and external sources. The sources within the organisation itself (like transfer of employees from one department to other, promotions) to fill a position are known as the internal sources of recruitment.

Recruitment candidates from all the other sources (like outsourcing agencies etc. ) are known as the external sources of the recruitment. SOURCES OF RECRUITMENT RECRUITMENT LIFE CYCLE: What is Recruitment Cycle? Recruitment Cycle consists of many steps. The real time scenario of Recruitment cycle is as follows: 1. Obtaining job requirements from the concerned department / line managers – The first process in recruitment is obtaining the job requirements from the concerned department / line managers. Different employer will have different requirement. Also, single employer may have different requirements. – Each employer will have their own specification for their job requirements like age, gender, background, subject knowledge, experience etc. – Clear understanding of these requirements is very important as it would spoil the whole recruitment process if misunderstood. 2. Analyzing the job requirements – This is nothing but Job analysis. – Perform a job analysis and document the job description. 3.

Sourcing the candidates There are many methods of sourcing like – Advertisements, a common part of the recruiting process, often encompassing multiple media, such as the Internet, general newspapers, job ad newspapers, professional publications, window advertisements, job centers, and campus graduate recruitment programs; Recruitment Web Portal research, which is the proactive identification of relevant talent who may not respond to job postings and other recruitment advertising methods Recruitment Consultants – asically they are HR recruitment consulting professional who understands the job description from the employer and help to identify the right candidate accordingly. Employee Referrals – This is one of the best methods where the employer seeks the help of his own employees to fill up the job vacancies. As a token of appreciation, some employers offer an attractive cash incentive to those employees who help the employer to find a suitable candidate through his reference. Word-of-mouth referrals – This is obtained through friends, relatives and other known people.

This also helps to a large extent. 4. Screening and filtering – This is one of the critical and time-consuming processes. The complete data base has to be screened and the profiles which fit the relevant job description need to be filtered. – Factors for filtering are age, background, experience, subject-knowledge, communication skills, achievements in the past etc – Possibilities are there that most matching profiles might be ignored by oversight, unfit profiles might be filtered for lack of adequate knowledge. Hence, adequate care needs to be taken in this process. 5.

Interaction with candidates – This is a step whereby the recruiter comes to know more about the candidate through direct conversation through phone conversations, mail exchanges, and face-to-face discussions. – This basically helps the recruiter to know about their strength & weakness, capability & inability. 6. Arranging Interview – After ensuring that the filtered profiles match the relevant job requirements and also the fact that the concerned candidates are interested in attending the interview, the recruiter arranges for the first round of technical interview. This also involves confirming the availability of the concerned line-manager who is going to interview the candidates. – Some organizations have the policy of conducting a preliminary written / online test before the interview. Preliminary tests mostly are in the format of objective type questions with multiple options and the candidate has to select the right answer. 7. Feedback of the interviewer – After the interview is over, the recruiter has to obtain the opinion of the interviewer. – At this stage, the opinion of the interviewer is very important as the chances of rejection happen if he doesn’t like the performance of the candidate. . Short-listing the candidates If the interviewer rates the candidate positively, then the recruiter has to mark the concerned profile as short-listed. Then, inform the candidate accordingly. 9. Arranging final round of interview with managers A final round of technical interview with the concerned reporting manager is compulsory. Here, the mentality of both the interviewer and interviewee travels in the same path that they might work together if the situation goes well. 10. Arranging HR round of interview to finalize the terms

Here comes the stage whereby the recruiter obtains a ‘go-ahead’ from the interviewer. Then, discussing the terms like date of joining, salary package and other perquisites, joining formalities etc. 11. Issuing the offer letter At this stage, after mutual consent, the recruiter issues a formal offer letter to the selected candidate. It takes the form of either signed hard copy or scanned signed copy. This will help the concerned candidate to put in his resignation letter to his current employer. 12. End of Recruitment Cycle:

Recruitment cycle will not be considered as complete without the candidate actually joining duty. It’s not that all candidates who accept the offer joins the organisation. The candidate cannot guarantee that he would join the organization for the reasons like – – he might have gotten some other offer or – using this offer letter, would have negotiated with his company for salary increment or – he would have changed his mind about the job-shift. Hence, it becomes the responsibility of the HR division to ensure that the candidate who has been issued offer letter joins duty on the committed date.

Also, the HR managers should be able to keep alternate solutions during situations when the candidate does not join the duty. RECRUITMENT LIFE CYCLE FLOW CHART Obtaining job requirements from the concerned department / line managers Analyzing the job requirements Screening and filtering Interaction with candidates Arranging Interview Sourcing the candidates Issuing the offer letter Arranging final round of interview with managers Short-listing the candidates Feedback of the interviewer End of Recruitment Cycle

NO YES NO YES NO YES NO YES NO YES NO YES NO YES NO YES NO YES NO YES Rejection of the candidate FACTORS AFFECTING RECRUITMENT The recruitment function of the organisations 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 organisation. And the external factors are those factors which cannot be controlled by the organisation. The internal and external forces affecting recruitment function of an organisation are:

PURPOSE AND IMPORTANCE OF RECRUITMENT The Purpose and Importance of Recruitment are given below:? Attract and encourage more and more candidates to apply in the organisation.? Create a talent pool of candidates to enable the selection of best candidates for the organisation.? Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities.? recruitment is the process which links the employers with the employees.? Increase the pool of job candidates at minimum cost. | ? Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants. Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time. ? Meet the organizations legal and social obligations regarding the composition of its workforce. ? Begin identifying and preparing potential job applicants who will be appropriate candidates. ? Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants . RECENT TRENDS IN RECRUITMENT ? E-RECRUITMENT Many big organizations use Internet as a source of recruitment. E-recruitment is the use of technology to assist the recruitment process. They advertise job vacancies through worldwide web. The job seekers send their applications or curriculum vitae i. e.

CV through e mail using the Internet. Alternatively job seekers place their CV’s in worldwide web, which can be drawn by prospective employees depending upon their requirements. ADVANTAGES OF RECRUITMENT are: * Low cost. * No intermediaries * Reduction in time for recruitment. * Recruitment of right type of people. * Efficiency of recruitment process. http://www. accessmylibrary. com/article-1G1-156732610/stages-recruitment-process-and. html http://www. scotland. gov. uk/Publications/2007/11/19142654/2 http://www. allfreeessays. com/topics/literature-review-of-recruitment-process/0 http://www. bignerds. com/tag/literature-review-on-recruitment-process/1/

Cite this Analysis of Recruitment in an Organisation

Analysis of Recruitment in an Organisation. (2018, May 03). Retrieved from https://graduateway.com/analysis-of-recruitment-in-an-organisation-essay/

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