Dimunge Wasantha Premakumara.
Esoft Metro Campus,
Student # 00098180,                                        

 Human Resource management. 

                                                          Recruitments,

                                                    

                                                                               

 

What is recruitment?

Recruitment is the process of actively seeking out, finding and hiring candidates for a specific position or job. The recruitment definition includes the entire hiring process, from inception to the individual recruit’s integration into the company.

 

In the words of Dale Yoder, (2019), Recruitment is the process to “discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force.”

 

Kempner writes, “Recruitment forms the first stage in the process which continues with selection and ceases with the placement of the candidates.”

In personnel recruitment, management tries to do far more than merely fill job openings. As a routine the formula for personnel recruitment would be simple i.e., just fill the job with any applicant who comes along.

Joseph J. Famularo has said, “However, the act of hiring a man carries with it the presumption that he will stay with the company-that sooner or later his ability to perform his work, his capacity for job growth, and his ability to get along in the group in which he works will become matters of first importance.” Because of this, a critical examination of recruitment methods in use should be made, and that is the purpose of this chapter.

Recruitment is the process of finding and attracting suitably qualified people to apply for employment. (Glueck,1979)

Recruitment is the process of generating a pool of qualified applicants for organizational jobs. ( Mathis and Jackson,2000)

Importance of Recruitment 

The quality of HR in an organization heavily depends on the quality of job applicants attracted. The quality of job applicants heavily depends on successful performance of recruitment

 To acquire a pool of suitably qualified job seekers, not over qualified or underqualified.

To acquire this pool at the lowest possible cost To reduce the likelihood that an applicant, once hired, would leave the organization after a short time

1.   Identify job vacancies

From HRP and specific requests made by managers

Staffing table –vacancies to be filled for a particular period

Sudden vacancies from managers ( e.g. unexpected resignations, deaths etc.)

HR Requisition form/sheet

 

2. Ascertain job requirements

From Job analysis information and managers’ comments

Assess job characteristics and qualifications and qualities to be possessed by the needed person to perform the job

Job description and Job specifications

 

 

Internal & External Recruitment. vantages	Disadvantages
No need of providing Inductions/orientation
Increase the moral & motivation level of the employees
Can retain the current employees
Low cost of recruitment
Filling the job vacancies at a shorter time
Conflicts can arouse among the members
Prevents the flowing new ideas and knowledge in to  the organization
Avoids new blood and retained blood

  

4. Prepare Job Application Form

Not applicable to all the jobs

Prepared by the organization to collect information about job applicants in an uniform way

The better practice is to prepare a separate application form for managerial employees and a separate application form for non managerial employees

 

 

5. Select the Method(s) of Recruitment

External

 

Employee Referrals (internal)

Employee Referrals (external)

Pre-applicants (walk-ins and write-ins)

Past employees

Educational Institutions

Employment agencies

 

Internal

Simple word of mouth

Job posting and Bidding

Skills Inventories and Management Inventories

Intranet Succession plans

6. Implementation

Decisions taken in the above steps are implemented.

Involves that people apply for job vacancies and the organization receives the applications from those individuals

 

 

7. Evaluate Recruitment Effort

Indices that can be used to evaluate effectiveness of a method of recruitment

Number of recruits per method

Number of recruits within a particular duration

Cost per recruit ( calculate?)

Ratio of qualified recruits to unqualified recruits

Job performance and tenure of recruits by method

 

 

Recruitment Officer

A personnel management/ human resource management specialist specializing in recruitment.

references.

1. Werther & Davis, ‗Human Resources And Personnel Management‘, Mc Graw Hill Inc, 1996. 

2. De Cenzo & Robbins, ‗Human Resource Management‘, John Wiley, New York 1994 

Thank you !