Recruitment TSF
- 2. Human Resource is the combination of quantitative and qualitative assessment of human beings in the society. It does not mean only the number of people working in the organization; but it is the aggregate of employees, employee skills, knowledge, ability, talents, aptitude, and creativity. The success and failure of an organization depends to an extent as to how much efficient, experienced, and capable employees are procured and recruited 2
- 3. RECRUITMENT Recruitment forms the first stage in the process, which continues with selection and cease with placement of the candidate. Recruitment makes it possible to acquire the number and type of people necessary to ensure the continued operation of the organization. In simple terms Recruitment is understood as a process for searching and obtaining applicants for jobs and internship, from among the available recruits. 3
- 4. RECRUITMENT PROCESS 1. Planning 2. Strategy Development 3. Searching 4. Screening 5. Evaluation and Control 4
- 5. PLANNING The first stage in the Recruitment Process is planning. Planning involves the translation of likely job vacancies and information about the nature of these jobs into a set of objectives is targets that specify the number and type of applicants to be planned.. STRATEGY DEVELOPMENT Make or Buy Employees. Technological Sophistication of Recruitment and Selection Devices. Geographic distribution of labour markets comprising job seekers. Sources Of Recruitment Internal sources External sources. 5
- 6. SEARCHING Source Activation: Source Activation takes place when a job vacancy exists in the organization. If the organization has planned and well and done a good job of developing its source and search methods, activation soon results in a flood of application. Selling: In selling the, both the Message and Media deserve attention in the organization. Message refers to the employment advertisements. Media refers to the source of any recruiting message. For example, Employment Exchanges, Advertises in Business magazines SCREENING The purpose of screening is to remove from the recruitment process at an early stage, those applicants who are visibly unqualified for the job. Effective screening can save a great deal of time and money. Care must be exercised to assure that potentially good employees are not lost. 6
- 7. EVALUATION AND CONTROL It is necessary as considerable costs are incurred in the recruitment process. Statical information should be gathered and evaluated to know the suitability of the recruitment process. 7
- 8. REFERENCE AND BACKGROUND CHECKS Many employers request names, address, telephone numbers or references for the purpose to verify information and gaining additional background information of an applicant. Selection has been regarded as the most important function of HR department. It ensures the organization that; it has right number, right kind of people at the right place and at the right time. Meaning and Definitions: “It is the process of differentiating between applicants in order to identify (and hire) those with the greater likelihood of success.” SELECTION 8