Monday, 16 May 2011

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.

3 comments:

Tutorialoutlet said...

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Stepherd said...

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viji said...

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