Concept Of Recruitment

Recruitment is an vital function of an organization because it clutchs together manager and worker.

An essential part of the gaining component of human resource management, it is the procedure of judgment right people for right positions at the right time. It is concerned with classifying and attracting a pool of capable candidates to fulfill human resource requirements of an organization.

Recruitment should place and attract a suitably large pool of qualified candidates for job vacancies. The more the applications received the better is the chance of recruiting “right” Person.

·         Resource of Recruitment

Recruitment seek out to generate a pool of right candidates for job vacancies.

There are two main source of recruitment.

1.    Internal Source of Recruitment

2.    External Source of Recruitment

                                                                                                                  

1.  Internal Source of Recruitment

     potential qualified candidates are found within the org to fill up job vacancies. Many Organizations follow the practice of recruiting from internal sources. Promotions And transfers serve as key sources for internal recruitment.

Advantages                    Disadvantages

Better Selection                               Limited choice

Morale Building                               In breeding

Adaptability                                      Preference

Mgmt. Dev                                         Limited Opportunities

Cost Effective                                     Superiority based

 Obligation

2.   External Source of Recruitement

     Competent candidates are involved to apply for job position. This Source is commonly used to make recruitment for entry level jobs and skilled jobs.

Advantages                           Disadvantages

Better Selection                                        Limited choice

Morale Building                                         In breeding

Adaptability                                                Favoritism

Mgmt. Dev                                                  Limited Opportunities

Cost Effective                                               Seniority based

          Commitment

·        Methods of Recruitment

1.   Internal Methods

          Job posting

Employee appointment

Human resource

Record search

2.   External Methods

Marketing

Employment exchange

 Appointment

Trade unions

Labours service provider

1.  Internal Methods of Recruitment

JOB POSTING

This involves announcing job opening to all current employees. Position, location, pay scale & qualification are described. The means used for announcing the job vacancies can be:

Bulletin boards

Newspaper

Circular

E-mails

EMPLOYEE REFERRAL

This is nomination by superiors. Supervisors generally recommend best qualified candidates for the vacant jobs. This recruitment by “word of mouth” .

Advantage 

Temporary or casual employees can also be referred by permanent employees.

Disadvantage

This method may confuse friendship with job performance competence.

Human Resource Inventory Search

It is a search of skills account of human resources currently employed in the organization. The information included in the inventory about each employee is:

Personal: Name,age,Sex,marital status

Educational qualification/professional qualification

Training undertaken/special skills

Employment experience/current position held/superiority

Performance ratings

Salary level

Potential

Languages spoken

Job and location preferences

External Methods of Recruitment

Promotion

The most common method for external recruiting, advertising, reaches a much wider audience through carious media

Advertising Medias:

Print-newspaper, magazines, internet

Visual-billboard poster

Audio: visual-radio,tv

Employment Exchanges

They maintain a databank of job seekers and job vacancies. They furnish a list of appropriate candidates to prospective employers, such employment exchanges are funded by the state.

Employee Referrals( word of mouth recruiting)

Current employees suggest their friends and relatives from outside the org for “hard to find” job skills. Such applicants tend to be better qualified fir the jobs.

Trade unions

Trade unions serve job referrals for recruitment of semi skilled workers. They maintain a databank of unemployed members.

Labour service provider

Labour service provider serve as the substitute source of recruitment of workers. They charge commissions for their services.