essay on recruitment

275 Recruitment Essay Topics & Examples

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🔝 Top-10 Recruitment and Selection Research Topics in 2024

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Recruitment and selection are the key factors in building a strong and effective team. In your recruitment essay, you might want to focus on the importance of this processes. Another option is to concentrate on their purposes. Whether you need recruitment topics for a thesis, research paper, presentation, discussion, essay, or a different project, our article will be helpful. In it, you will find everything you might need to write an essay on recruitment. Topics for research papers and essays are collected here together with writing tips.

• Recruitment and selection processes and their importance
• Recruitment process: the factors of success
• Recruitment and selection: compare and contrast
• The role of selection process
• The key methods of selection in HR
• Recruitment and selection: external factors
• The main types of recruitment
• Various models of recruitment and selection
• Measuring the success of recruitment strategies
• Recruiting and its stakeholders
• Recruitment and Selection Process of Apple Company Management is a broad practice that entails the organization and harmonization of activities and practices in a firm especially in regard to the organization’s policies, plans, and objectives.
• Recruitment and Selection in Hospitality Management The process involves reviewing the job and needs for the job identifies the existing gaps in the organization and the need for them to fill.
• Planning Recruitment and Selection in Human Resources Management Human resource management is a very essential function in every organization as it enhances overall efficiency and effectiveness of the organization through smooth running of all the activities and operations that are carried out in […]
• Recruitment and Selection Report Example The core purpose of recruitment and selection is to ensure that only the right person is appointed for the right job.
• Toyota Motor Corporation: Strategic Human Resource Planning and Strategic Recruitment Strategic human resource management has been described as the process of linking the human resource function in an organization with the strategic objectives of the organization with the aim of improving performance.
• Recruitment and Selection Process of Emirates Airlines – A Case Study To deliver sustained service excellence and effectively manage its staffs, Emirates Airline recognizes human assets as the most crucial and important facets in any service industry. Moreover, the frontline service and general staffs are regarded […]
• Amazon Firm’s Personnel Recruitment and Selection Practices However, it is the responsibility of the junior workers to take specific actions, in line with the policies set by the superiors, meant to facilitate the success of the firm.
• Recruitment and Selection Strategies for Coffee Shop To get the best employees, the organization must focus on communicating the vision and the mission of the business to the potential applicants.
• Harrods HR Management: Recruiting and Retaining Employees The training and development initiatives at Harrods lead to career progression as employees feel more comfortable in their work roles due to the internalization of the right mix of skills and abilities.
• Impact of Organizational Image on Recruitment Process However, the problems of attracting the best people in the market to apply for the jobs that arise have not been fully investigated to determine how the image of the recruiting organisation influences potential applicants […]
• Kentucky Fried Chicken Restaurant’s Recruitment Framework The first theory is the person-position theory, which matches the personal and professional qualities of the candidate with the required position.
• Recruitment Challenges in the UAE As a result of the increased competition in the UAE and with every organization competing to meet the world class standards, UAE selects the best human resources mostly non-nationals.
• Coca-Cola Company Recruiting Mechanical Engineers The process will consist of various strategies to ensure the hiring of the right and competent candidates. The aptitude test will be in form of a proficiency exam or a set of questions on various […]
• The Recruitment and Selection Process at the Law Enforcement Agency As a result, the selection and recruitment process is a challenge for the agencies to hire qualified human resources who can respond to the requirements of the police services and the provided standards.
• Selection and Recruitment in the School Sector For teachers, the strategy entails the creation of a Priority Placement Pool that is centrally maintained and given preferential consideration for all openings.
• HR Department Selection and Recruitment Functions The job description entails trying to give the purpose of the job, tasks involved in the job, and the entire scope of the job.
• Employee Recruitment in Educational Institutions In organizations, the purpose of the recruiting and selection processes is to identify and hire the best-qualified candidates to fill vacant jobs.
• Action Plan for Recruiting Teachers The spreadsheet has columns that indicate the goals set at the beginning of the years and the actual performance of the teachers at every juncture.
• The Beefsteak: Recruiting and Selecting Therefore, it is vital to construct and implement recruitment strategies to ensure the employment of the best candidates for managerial and staff positions. The recruitment strategy for the candidates for positions at the restaurants should […]
• HR Managers Challenges: Recruiting Expatriates It is possible to note that, when it comes to training concerning the use of some machinery, software, tools and so on, expatriates can be very effective irrespective of their cultural competence, so-to-speak.
• Nepotism in Recruitment and Hiring The main problem in the firm is nepotism, which is evidenced by the hiring of Mary Smith, a daughter of the firm’s boss, as an administrative assistant even though she does not have the skills […]
• Abu Dhabi Accountability Authority Recruitment Process As a result, the manner in which the process is carried out is paramount and may have a significant impact on the overall output of the human resource department.
• Technology in Recruitment and Communication This paper looks at the use of technology in recruitment and also examines the significance of technology based recruitment to the study of organizational communication.
• Recruitment Techniques in HRM The use of the right recruitment technique enables an organization to reduce recruitment costs, find the best talent and reduce the time needed to hire new employees.
• Recruitment & Selection. Sales Manager Job Analysis Following are the key functions to be performed by the company’s sales manager: The sales manager will be the link between the company and its customers.
• Coffee Shop’s Recruitment and Staffing The progress of the coffee will be a great determinant in the subsequent employee recruitment plans that the company would probably seek to adopt.
• Employee Recruitment & Selection Process Job description entails what the office should achieve, roles and responsibilities of the occupier of the office, the person the officer in that office will be answerable to and the remuneration that the office caries.
• Southwood School: Recruitment and Selection The selection process arrangement used by Southwood School to select the most appropriate candidates is the combination of interviewing method, testing and the teaching methods.
• E-Recruitment The appeal of E-recruitment is that if not only increases the productivity of HR personnel but it also significantly cuts the cost of the recruitment process and saves time. The CIPD elaborates that e-recruitment necessitates […]
• Introduction Interviews and Staff Recruitment These areas include the role of the interview panel, the relevance of the interview process and the aspects of the interviewee which are going to be analyzed.
• Deloitte Company Recruitment Process for Graduate Program This has been advantageous because it has been able to grab desirable candidates from the schools before they reach the job market. This has made it easy for the firm to select desirable candidates in […]
• Recruitment of Foreign Nurses and the Effect on Healthcare Systems The issues revolve around the rights of the nurses as individuals, the effects of brain drain caused by the relocating nurses to the country of origin and whether a developed country like the United States […]
• “Reengineering the Recruitment Process”: Summary The article appeared in the March–April 2021 issue of Harvard Business Review. It raises an acute topic of recruiting under the current conditions, including COVID-19.
• Expatriates’ Recruitment in Saudi Arabian Companies Based on the attitude, perceptions and expectations of organizations and foreign workers, this paper seek to establish perceived organization support and organization identification of expatriate workers in Saudi Arabia.
• Recruiting an Employee: Procedure and Requirements When asked the respondents were asked about the relevance of academic portfolios in the recruitment process, most of them stated that it enabled them to assess applicants’ knowledge and skills effectively.
• E-Recruitment Strengths and Weaknesses Most companies in the world have moved their recruitment process to online since now, a large population of people has access to the internet, whereby they can use the search engines to follow advertisement link […]
• Human Resource Management: Recruitment Process in Healthcare Regardless of the power to hire and fire, the nursing staffs in the institution are cognizant of the financial implication of being dismissed from the institution.
• First Impression in Recruitment The presentation of the applicants documents are used to create an impression of the kind of a person the applicant is.
• Problems Facing Police Departments in Recruiting and Retention People think that as the time goes along, no or little increase in the salary does not satisfy the employees of police departments and compel them to leave the job.
• Employee Recruitment Through Social Media The only thing that the employers need to do to reach the potential employees is to post the jobs on the social media sites.
• The Impact of Recruitment and Selection on Staff Retention It contains the job title, the rank of the employee, and a description of the employees’ roles and duties. The impact of recruitment on screening The term recruitment refers to the procedure of identifying the […]
• Billing Clerk Job Description and Recruitment The essential duties of the billing office in the hospital will include the following: Process the bills settled by the customers, collect the payments from the customers and do a billing report to the management […]
• Analysis of Recruiting at Bowles Hollowell Conner & Co Based on the education and work experience of the applicants, the report provides the top three people who are the best suited for the company.
• Recruitment and Retention of Correctional Staff Unfortunately, most of the prisons in the United States are facing numerous challenges that have the potential to disorient their objectives.
• Equal Opportunity Policy in Recruitment and Selection It has therefore become essential for The British government to recruit nurses from Africa, Asia and the Caribbean in order to substitute the already ageing population of indigenous nurses.
• Human Resource Management: International Recruitment Basic assumptions indicate that every employee contribute towards organization growth, hence development of organization culture.
• Analysis of Recruitment Strategy in Ya Kun’s Organization The primary mission of HR is to determine the sincerity and honesty of the recruit and their attitude towards work shifts.
• Talent Management: Recruiting the High Potentials This does not only keep the organisation on the competitive edge but also help to encourage the talented employee to achieve the goals of the company.
• ABC marketing Company Recruitment and Selection Processes According to Huselid, It should however be noted that, a number of companies that fail in the process face a lot of difficulties and rather than inviting success for the company or organization, the recruitment […]
• Recruiting and Maintaining Top Talent Moreover, the book emphasizes the need for managers to harmonize the interest of employees from different generations and align them with the culture and practices of the company.
• Job Analysis and Recruitment Process Moreover, he personnel has to define the time frame, establish the tools for measurement of success of the exercise, establish other players in the recruitment process, define the skills and knowledge specific fro the job, […]
• Concept of Recruitment Model in HRM First, job analysis has to be done which involves the following; establishing the relevance of the job analysis, listing the characteristics of the personnel to be hired, selecting the job in question for analysis, gathering […]
• Artificial Intelligence for Recruitment and Selection As a result, the hiring process has changed considerably, and it is crucial to comprehend how social media and technology affect it. In conclusion, technology and social networking have had a big impact on both […]
• Java Corp’s Recruitment and Selection Plan When a company is examining several applicants for this important position, the right recruiter could be a huge advantage and a helpful partner in the talent acquisition process.
• Diversity Recruiting in Multinationals The workforce will also involve a cultural and social mix of people that promotes employee engagement and retention. The multinational will be better placed to understand and observe cultural, legal and social differences.
• Recruiting Strategies in the Technology Industry Once I have identified the type of candidates I need and which will fit best within the organization’s culture, it is time to start looking for them.
• Recruiting and Retaining the Nursing Staff Although the techniques’ intentions are admirable, it was determined that none are vital due to the lack of information on the relative costs or efficacy of different staffing tactics and the scant proof of their […]
• Recruiting, Hiring, Training, and Evaluating a New Administrative Assistant In the context of the assistant’s evaluation, it is also necessary to use the correct frequency of the assessment and the use of incentives for meeting the given criteria.
• Virtual Recruiting Operations and Tools However, virtual recruitment is limited by a surplus of unqualified applicants, difficulty in measuring effectiveness, informality, stiff competition in the labor market, and the ability to attract fraudulent and wrong candidates.
• Digital Recognition for Top Talents Recruitment Therefore, launching a platform that will recognize talent and attract them to work in the company can be in great demand.
• The Exxon Mobil Firm’s Recruitment Methods The Exxon Mobil Corporation works in the energy sector and produces and develops natural gas and crude oil. Exxon’s recruiting methods are fair and in keeping with the economic and political circumstances of the modern […]
• The Internationally Educated Nurses Recruitment The recruitment of IENs offers a suitable and long-lasting solution to the nursing requirements in Canada and relevantly meets the healthcare delivery goals of the country.
• Recruitment and Orientation in Medical Office Once hired to the organization, it is vital to offer training and ensure they have a perfect orientation to the organization, other workers, and their duties.
• Current Recruitment Strategy at WeCare As a general rule in human resource management, an employee retention rate of 90% or higher is considered good for an organization, which implies that the turnover rate should have a maximum of 10%.
• Employee Recruitment and Retention Factors To develop a robust benefits program, knowing what the employees need and want is good. There is a need to provide benefits that make employees see some growth potential in the organization.
• Expatriate Recruitment and Selection That is why the managers sent to the Zurich office will need to carefully review the plans for their work trip and demonstrate active participation in implementing them.
• Employer Recruitment’s Role in Organizational Success This paper discusses the strategies associated with the recruitment of employers, how training and development of activities contribute to the success of an organization.
• Silicon Valley Company Recruiting and Selecting Employees Despite the fact that the company was intended to hire employees in various countries and aimed at the residents of each, the results show that the majority of them are the United States citizens who […]
• Nurses’ Recruiting and Retaining One of the burdens of the nursing profession is the need to work long hours, some of which sometimes take up half of the entire day.
• Analysis of Meta’s Recruiting Options When the company opens new branches in other locations, it uses recruitment agencies to find suitable candidates for the open positions.
• The Supreme Court Chief Justice Position: Recruitment Plan Afterward, the Chief Justice of the Supreme Court must be appointed by the President, with the following approval by the Senate. As a result, fairness and the absence of bias in court judgment will be […]
• Recruitment Sources and Their Pros and Cons The major advantage of the source is that numerous people use social media, and the vacancy will be seen by numerous specialists. For this reason, it is critical to consider the advantages and disadvantages of […]
• Recruiting Team Members: Motivational Manager To attract an appropriate candidate for the position of Motivational Manager, it is essential to evaluate motivational techniques and theories that may help perceive a vacancy as desirable, develop a job posting promotional introduction on […]
• Prevalent Concerns in the Recruiting Process Nevertheless, fairness or diversity, attracting the right candidates, the establishment of a strong employer brand, engaging qualified candidates, and efficiency are prevalent concerns in the recruitment process.
• Negligent Recruitment in McDonald’s Legal Case If a McDonald’s fails to vet a worker before hiring them thoroughly and they cause harm to others, the corporation may be held accountable for their conduct.
• Federal Judges: Recruitment and Appointment of Judges The U.S.senior judges refer to the retired professionals who wish to continue their services to serve the law. If the Senate does not approve the nomination, the candidate returns to the president for a re-nomination.
• Diverse Healthcare Workforce: Employee Recruitment, Selection, and Retention From the perspective of employee recruitment, selection, and retention, it can be addressed through the particular attention to college students who will work in the field of healthcare in the future.
• “Problems Recruiting Volunteers” by Hager & Brudney As the authors of the article state, “motivation to volunteer is the individual question; recruitment of those volunteers is the organizational one”.
• Personnel Recruitment: Research Project The employer needs to conduct a complete study of the cost of labor, supply, and demand for highly skilled workers of the right profile, changes in work motivation, and other factors in the movement of […]
• LIFEbeat: Recruiting and Training Volunteers The preventive interventions in the form of talks are supposed to help young people resist negative influences, the urge, and potential pressure to participate in risky behaviors.”Touring, Talking, and Taking Action” is the slogan that […]
• Internet Recruiting and Job Posting: Amazon, Schneider, Indeed, Simplyhired and CapraTek This presentation assesses the various job postings and sites overview of such companies as Amazon, Schneider, Indeed, Simplyhired, and CapraTek.
• Demographic and Technological Factors in Recruitment Companies can use technology to improve productivity and collaboration practices in the workplace. Communication breakdowns in the workplace can lead to delays, errors, and inefficiencies within the organization.
• Social Networks and Recruitment The phenomenon of recruiting new employees through social networking both targeted at building work relationships and non-related to business has attracted researchers’ interest.
• Innovative Recruiting Approaches As a result, the level of competition for talents in this industry is high, and HR managers need to adopt rather unique and innovative strategies and approaches in order to attract professionals.
• Replacing the Police Chief: Spanning’s Recruitment Plan Thirdly, due to the political and non-reforming nature of some of the council members, Spanning had another advantage of performing proper background vetting and presentation of the appointee to the council.
• The Social Networking Sites: Drawbacks in Recruiting As most of the experienced staffs rarely use social networks, organizations using it for recruitment may not have a chance to get them.
• Criticism of the Police Recruitment Method This paper will criticise the police recruitment process and the criteria used in the selection of police officers, particularly the use of background investigation to determine a participant’s integrity and personality testing using psychological tests, […]
• Roles of Organizations in the Recruitment of Nurses in Saudi Arabia There are some questions that have been asked time and again in the world of nursing, and the role of this research, is to try and bring the answers to the minds of people, who […]
• Recruiting and Social Networking The main themes of the article identified in the memo can be summarized into three distinct points: Legal issues Authenticity of information available Personal profile management and self-marketing The first theme derived from the article […]
• Hiring Employees: Modern Recruitment Practices to Consider My recommendation is that a candidate’s credentials should be examined carefully and the recruiters should be professionally trained in order to handle the recruitment process efficiently.
• Police Recruiting and Hiring in Jurkanin’s Article He likens police work to sports because it requires officers to be highly dedicated to their duties. Police officers need to acquire advanced skills to help them deal with different crimes that happen in areas […]
• Recruitment in Health Care Industry Applications for the post should be given a deadline and measures taken to ensure there is equality and objectivity in receiving the application.
• Corrections Recruitment and Retention The recruitment of correctional officers is faced with several challenges as a result of retention of the qualified and experienced staff is of great importance.
• Recruitment and Selection Principles and Stages It means that planning the further expansion or the functioning of the firm, managers should possess a high level of awareness of the existing pool of specialists to guarantee that there are no employees with […]
• Recruitment Scenarios: Experiences This ensures the firm hires quality staff who will meet the client’s demands and ensure the continuity of the business in years to come.
• Employee Recruitment and Selection: Bonuses for Work and Compensation Method In this case, the job analysis done for the position of an operational processes manager will be the guide to creating the perfect and balanced pay plan for the right candidate for the position.
• Recruitment Steps of Administration Finally, an organization performs an evaluation and assessment task of all the possible strategies that can be applied in the specific recruitment process.
• Outback Steakhouse: Recruiting, Selection and Retention This process is essential to Outback steakhouse because the best candidates are selected through this process thus enabling the company to stay ahead of competition. Outback steakhouse restaurant has been successful in the recruitment and […]
• Employment Recruitment Process: Red Hot Chilli Restaurant They will be writing down the orders for either food or drinks and passing them to kitchen. They will be collecting meals from the kitchen and taking them to the correct table.
• Recruitment and Selection: Child Employment A school aged child is any child under the age of 16 years. A child of this age or below can only work under a written permission of the parent.
• Approach to Job Description for Effective Recruitment The overall purpose of having an analysis of the job is to establish the relatedness of the job and several procedures involved e.g.training, selection, compensation and appraisals.
• Recruitment Procedure for Oceana Air The recruiting sources depend on the type of the job, company guiding principle, availability of qualified candidates, and cost of the recruiting process.
• Friendly Financials: Recruiting, Selection, Retention After hiring the best, it is up to the company to make sure that the best stays with the company for a longer time.
• U.S. Military Transformation History: Recruiting From 1776 to Nowadays The transformations in recruitment under a diversified program have also worked to improve opportunities for the minorities within the society Another major factor that led to widening the diversity of military personnel was the need […]
• Terrorist Recruitment Process: Who Joins and Why The September 11th attack in the New York marked a turning point for the approach towards terrorism both for the terrorist organizations and the United States; and indeed the world.
• Payroll: Recruitment and Selection The author also provides the framework for the assessment of those skills and capabilities of the candidate which will be considered while taking decision on this position.
• Staffing Levels: Recruitment and Selection The objective of the staffing review is to identify the need for staff and to decide the qualities and skills required for the post and to make recruitment and selection processes.
• Recruitment Strategies and Organizational Culture Illustrating the recruitment strategies used by the United Technologies Corporation and Trilogy companies it might be assumed that the recruitment in each of them is not just a priority, but it is a mission of […]
• Shortfalls in Recruiting and Retention: New York Police The primary purpose of the trade union is to conclude a collective agreement and then overhaul employment relations between police officers and employers.
• Recruitment Practices Types and Effectiveness The human resource policies of firms have a direct impact on the business and they are essential for achieving the business goals.
• How Terrorist Have Financial and Recruitment Growth Since 1980 Before searching for the source of financial and recruitment growth of terrorists since 1980, it will be important to identify the most notorious terrorist groups. The story of Hezbollah and the Iranian government teach this […]
• Recruitment and Selection Survey, Methods of Attracting Applicants Sourcing from within would be good for the department because the recruited candidate will not need to be oriented about the company and its organizational culture, and thus save the department a lot of resources […]
• Employees Recruitment in Companies Review: A review of the staffing plan, the budget, skills required and whether the job is permanent or temporary should be done.
• Liberty Engineering Recruiting Recreational Vehicle Surveyors This paper seeks to analyze the case of recruiting employees for a government project by Liberty Engineering Co after the company won the bid knowing afterward that it is difficult to recruit the needed employees […]
• Discrimination in Recruiting & Promotional Aspects: Tanglewood Company As required, the writer has assumed the role of an independent consultant retained by the Board of Directors Of Tanglewood Co.to examine and report on aspects of professed racial bias in the Company and suggest […]
• Recruitment Agencies and Graduate Job Seekers This methodology will test an idea that might get the recruitment agencies to be more interested in assisting students to get a job through them.
• ABC Services: Recruitment and Selection The most common problem faced by assisted living facilities in the US is paradoxical because the number of assisted living facilities is increasing in the country and the number of personnel required as a staff […]
• Selection Strategy in Recruitment of Animators However, given the complexity of the position and the role of the prospective employee in the film’s success, it would be best to use several strategies to ensure a balanced assessment.
• Employees Recruitment and Selection: Personality Tests It is different from the attainment tests because it helps to predict the performance of the person, whereas the attainment tests focus on the person’s achievement in the past.
• Recruitment and Retention in the Australian Context When the right people are not placed in the right positions the organization faces the problem of a higher employee turnover ratio.
• Solving the Supreme Problem: 100 Years of Selection and Recruitment The article “Solving the Supreme Problem: 100 Years of Selection and Recruitment at the Journal of Applied Psychology” provides a summary of the research into recruitment and selection over the journal’s history.
• Talent Recruitment at Marks and Spencer To fulfill this goal, good practice in talent recruitment and the current approaches in place in Marks and Spencer will be analyzed, and recommendations for improvement will be provided based on results. Some of the […]
• Effective Recruitment and Retention Program Such models encourage HR managers and leaders to implement powerful recruitment and retention measures that resonate with the changing demands of both the industry and the identified individuals.
• Recruitment Ethical Issues: Jeffrey Lay’s Case The bank is interested in the deployment of its organizational capabilities, which is directly related to the success of a new team.
• Google Inc.’s Talent Recruitment and Retaining It represents a variety of personal qualities that contribute to the quality, productivity, and timeliness of the provided service. Stands for communication skills and the ability to present a point to others in an efficient […]
• Monitoring & Control Center’s Creative Recruitment First of all, MCC is responsible for management, organization, and utilization of the “systems of monitoring and control devices in vital places, facilities, and public and private establishments as well as analyzing the data provided […]
• Strategies for Recruiting of Practice for Disability Employment The primary goal of the authors is to discuss the role of HR specialists in the process of “enhancing the employment rate of people with disabilities” and to consider approaches to recruiting, engaging, and retaining […]
• Recruiting New Staff: Criteria and Guidelines The number of errors made during the manufacturing process should be seen as the first ground rule to establish in the context of a manufacturing firm.
• Musanada Company’s Recruitment Practices and Ethics The line manager conducts the interview with the assistance of the director of the related department and the recruitment specialist. When the interview panel approves the candidate, the recruitment specialist calls the candidate to request […]
• Designing a Recruitment Program for the WA Police This is one of the advantages that this strategy can bring to the recruiters. This is one of the arguments that can be advanced.
• Human Resource Recruiting, Testing, and Selection The HR strategy is tightly connected to the mission and vision of the organization. The number of lawsuits is likely to decrease, as the employees work more efficiently and make the customers satisfied.
• American University in the Emirates’ Student Recruitment To discover the specifics of the AUE student recruitment strategy. To discover the competitive advantage of the AUE.
• Recruiting vs. Retraining in Hospitality Industry To compare recruitment and retraining of staff in the hospitality industry, the paper looks at various aspects associated with the merits and demerits associated with any of the approaches adapted A firm might consider recruiting […]
• Recruitment Officer: Professional Development It is possible to distinguish the following communication methods that can be applied by an HR professional. It is possible to focus on the following areas.
• Recruitment Strategies and Workforce Planning The recruitment agency is the last identified recruitment strategy in the matrix used by the health care organizations to ascertain and employ personnel.
• Job Analysis, Recruitment and Selection Techniques This means that every measure taken in the process of optimizing the work of employees should be adjusted to the duties and terms of the work of a definite employee.
• Information Technology Position: Recruitment Plan A resources plan as part of the job analysis process at BITTCORE.com can identify arising issues related to factors like the growth of the job holder, the value of the job, the effect of the […]
• Parsons Brinkerhoff Firm Recruiting Construction Manager To attract a large number of applicants, the company will advertise the position in the newspaper. To be successful, the company will take into consideration the existing laws in the foreign labor market.
• Recruitment and Retention in the Healthcare Sector The article discusses best practices for the recruitment and retention of employees in the health care sector. Besides, it is important to make changes in the delivery of health care services.
• The Office Assistant Company’s Recruitment Strategy It helps everyone on the interviewing panel to understand the goals of the organisation and how recruiting can have an impact on the organisation.
• The Internet as the Recruitment Platform In addition, the online recruitment saved the job applicants the cost of recruitment in terms of transport, meals, and other expenditures.
• Recruiting, Developing and Retaining Staff The experience of a given teacher is considered to create appropriate teams capable of supporting the learning needs of the children.
• Management of Recruitment and Retention In this paper, special attention will be paid to such ideas as the establishing of flexible work schedules, employee empowerment through life-long learning, and communication encouragement for managers to succeed in recruitment and retention of […]
• Organizational Policy for the Recruitment Process One of the positives of the implementation process is in the encouragement of workers to shift roles within the company or department provided the move is in line with their career plans and they have […]
• Poverty as a Factor of Terrorist Recruitment In spite of the fact that there is no evidence to state that the relationships between poverty and terrorist recruitment are positive, direct, and causal in their nature, researchers still pay much attention to analyzing […]
• Blossom Children Nursery Recruiting Foreigners The essence of the legal requirements is to ensure that the institution employs individuals with legitimate qualifications, and to meet the various legal requirements because the company takes the responsibility of the conduct of the […]
• Human Resource Practices: Recruiting and Staffing The area of recruiting and staffing was chosen for the analysis of recent trends and subsequent provision of recommendations for change.
• Employing an Intern: Recruitment and Training When recruiting an intern to work in the HR department, the job description and specification suggested below can be utilized. Duties of the Intern: Renewal of job descriptions and requirements;
• Recruitment and Selection Techniques For any company, and especially those working in highly competitive environments, it is crucial to ensure that the people who are selected to become part of the firm are reliable, capable of performing duties, and […]
• Discrimination During the Recruitment Process The recruitment stage is the point at which employers evaluate candidates and make decisions on the acceptability of the individual in the labor market.
• Suitable Recruitment Methods for Company One of the challenges during the expansion of a company is the recruitment of new staff. The three effective recruitment methods recommended for the company are internship recruitment, graduate recruitment and open public recruitment.
• Manufacturing Division’s New Recruitment Methods The first aspect should involve the appraisal of the resources of the department, including the HR staff available for the recruitment.
• Midwest Education Inc. Recruiting Software Developers According to the head of the HR department of the division, there is an urgent need to find employees who would be simultaneously highly professional software developers and creative individuals; there is also the requirement […]
• Talent Planning, Recruitment, and Selection Finally, business-specific operational features can also trigger the search for new talents; seasonal production peaks, new projects, and business expansion will require new employees to be recruited.
• Motors and More Company’s Recruitment and Retention Plan Therefore, it is possible that some members of the team will be unable to adapt and will leave the rapidly progressing company.
• Tyson Foods Company’s Discriminating Recruitment In the meantime, in order to avoid additional expenses associated with the trial procedures, it agreed to pay the compensation to the involved parties.
• Graduate Employees Recruitment in Aviation Industry The current study is limited to the review of the selection and recruitment of graduates in the aviation industry. Employers in the aviation sector adopt a number of strategies to select and recruit graduates.
• Afya Hospital’s Recruitment of Volunteers One of the processes that need improvement in Afya Hospital is the management of the recruitment of volunteers. The third objective is to streamline the process of empowering volunteers to perform well in the hospital.
• Management Positions and Proper Recruitment In particular, an individual who is to be hired in a museum company in the current operating environment must have credible knowledge of the maintenance and expansion of cash collections.
• Universities’ Recruitment Strategies The starting point in linking organizational culture with recruitment is making an inventory of the nature of candidates that the university wants to have.
• Volunteers Recruitment and Managment
• Teachers Recruitment in Impoverished School Districts
• The Effectiveness of Recruitment and Selection Strategy
• Google Company’s Recruitment and Retention Strategies
• Job Study: Recruitment and Selection
• Labor Law: MEGAQUIPMENT Company’s Recruiting Techniques
• Google’s Innovation and Recruitment Management
• UAE Recruitment Agency’s Business Plan
• The Bearing & Noodles Company: Human Recruitment in China
• Recruitment and Selection: HR Competency Models
• Recruitment: Why Men Still Get More Promotions Than Women?
• How Is Political Recruitment Gendered?
• Recruitment and Selection Process Analysis
• E-Recruitment Implementation in Saudi Arabia
• Staff Recruitment and Retention in Healthcare Management
• HR Management: Legal Selection and Recruitment
• Recruitment Strategies – Global Business Management
• Human Resource Management: Recruitment
• Recruiting and Retaining Student and Talented Employees
• Human Resources Recruitment Strategies in the Education Sector
• Management of Human Resources: Sound Recruitment and Selection Systems
• E-Recruitment: Analysis of Current Trends
• Are Social Networking Sites Good Recruitment Sources
• Change Management in Recruitment
• The Recruitment of Employees and Discrimination
• Final Selection and Recruitment
• HRM Practices at Atkins: Training, Development, and Recruitment
• Recruitment and Selection Strategies
• HR Approach in Recruiting Senior Managers
• Recruitment and Selection Strategies Recommendations
• Stephen Taylor and Emma Perry on Online Recruitment
• Recruitment Concept in an Organisation
• Recruitment Process Stages
• Recruitment in Israel vs. the UAE
• Recruiting in Al-Andalus School
• Recruitment and Selection Process
• Recruitment and Selection in management
• E-recruitment Advantages and Drawbacks
• Web-Based Recruiting Practices and Benefits
• E-Recruitment Advent: Pros and Cons
• International Student Recruitment Program
• How Can the Objective of Equality at Work be Promoted through Recruitment and Selection?
• Effective Recruitment and Transnational Managers
• Social networking sites for recruiting and screening job candidates
• Models and Concepts of Recruitment
• An Innovative approach to recruitment and selection
• Recruiting Job Applicants
• Recruitment Practices: Different Levels of Qualifications
• Recruitment and selection practices at Sunshine Steel (China and Australia)
• How and Why the Notion of ‘Psychological Contract’ Can Be Applied To an Employer’s Recruitment and Selection Process
• Procedures of the Recruitment Process
• Explore the Process of Recruitment and Selection of Staff in Casinos, in Las Vegas
• Implications of the Credit Crunch on Recruitment and Selection, and Training and Development
• HR Management in the Hospitality: Recruitment Process
• Talent Management and Recruitment
• Standard life’s recruitment & selection procedure
• E-recruitment Development and Process
• Melbourne: Army Recruitment
• Employee Recruitment: Information and Recourse Management
• People Resourcing: Fairness During the Recruitment
• The Role of Social Media in Recruitment
• Rio Tinto Company Recruitment Programs
• Human Resource Planning and Recruitment
• Recruitment, Selection and Onboarding
• Personnel recruitment and Retention
• Management Team Recruitment and Selection of Employees
• The Internet as a Method of Recruitment
• Recruiting a Manager for a New Organization
• Concepts of Match on Recruitment
• Forecast Staffing Requirements and Develop Recruitment Tools
• Internet Recruiting
• Recruitment and Staff Selection Recommendations
• Organizational Psychology Role in Recruiting
• What Is Meant by Recruitment?
• What Are the Seven Steps of Recruitment?
• What Are the Types of Recruitment?
• Why Are Recruitment and Selection Important?
• What Are the Three Phases of Recruitment?
• What Is a Good Recruitment Process?
• What Are the Two Sources of Recruitment?
• Can Recruitment and Selection Methods be Chosen to Promote Equality at Work?
• Can Recruitment Improve the Organizations Performance?
• What Is the First Step in the Recruitment Process?
• What Is End to End Recruitment?
• What Are the Five Recruitment Strategies or Methods?
• What Is the Difference Between Recruitment and Selection?
• What Are the Policies of Recruitment?
• Does Branding Impact Student Recruitment?
• What Is the Difference Between Recruitment and Staffing?
• What Is Positive Recruitment?
• How Do Organistaions Plan Their Recruitment Process?
• How ‘Person Job Fit’ and ‘Person Organisation Fit’ Affects Recruitment Strategy?
• How Recruitment and Selection Are Tied to Strategic HRM?
• What Is the Difference Between Talent Acquisition and Recruitment?
• Does Recruitment Fall Under Talent Management?
• How Recruitment and Selection Strategies Influence Business Success?
• How Social Media Affects HR Practices in Recruitment?
• How the Latest Advances in Technology Have Impacted on the Recruitment?
• How Do You Fix Recruitment Issues?
• What Is the Biggest Challenge in Recruiting?
• What Are the Issues in Recruitment and Selection?
• What Causes Poor Recruitment?
• Internship Essay Titles
• LinkedIn Topics
• Mentorship Topics
• Performance Management Ideas
• HRM Research Ideas
• Talent Management Questions
• Work-Life Balance Essay Titles
• Minimum Wage Research Ideas
• Chicago (A-D)
• Chicago (N-B)

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Reengineering the Recruitment Process

The skills needed in many roles are continually changing—and sources of talent are too.

The Covid-19 pandemic has upended many traditional business practices. When it comes to recruiting, the crisis has not so much disrupted as accelerated shifts in the talent landscape that were already under way, leaving many companies poorly served by their current hiring practices. In a period of steep unemployment, it might seem that companies looking to add workers would be in the driver’s seat. But job openings have also been rising in recent months, meaning that competition for top talent remains keen—and in uncertain times, bringing on the right people is more important than ever.

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4.1 The Recruitment Process

Learning objectives.

• Discuss the need for forecasting human resource needs and techniques for forecasting.
• Be able to explain the steps to an effective recruitment strategy.
• Be able to develop a job analysis and job description.

The recruitment process is an important part of human resource management (HRM). It isn’t done without proper strategic planning. Recruitment is defined as a process that provides the organization with a pool of qualified job candidates from which to choose. Before companies recruit, they must implement proper staffing plans and forecasting to determine how many people they will need. The basis of the forecast will be the annual budget of the organization and the short- to long-term plans of the organization—for example, the possibility of expansion. In addition to this, the organizational life cycle will be a factor. Organization life cycle is discussed in Chapter 2 “Developing and Implementing Strategic HRM Plans” . Forecasting is based on both internal and external factors. Internal factors include the following:

• Budget constraints
• Expected or trend of employee separations
• Production levels
• Sales increases or decreases
• Global expansion plans

External factors might include the following:

• Changes in technology
• Changes in laws
• Unemployment rates
• Shifts in population
• Shifts in urban, suburban, and rural areas
• Competition

Once the forecasting data are gathered and analyzed, the HR professional can see where gaps exist and then begin to recruit individuals with the right skills, education, and backgrounds. This section will discuss this step in HR planning.

Recruitment Strategy

Although it might seem easy, recruitment of the right talent, at the right place and at the right time, takes skill and practice, but more importantly, it takes strategic planning. In Chapter 2 “Developing and Implementing Strategic HRM Plans” , development of staffing plans is discussed. An understanding of the labor market and the factors determining the relevant aspects of the labor market is key to being strategic about your recruiting processes.

Based on this information, when a job opening occurs, the HRM professional should be ready to fill that position. Here are the aspects of developing a recruitment strategy:

• Refer to a staffing plan. This is discussed in Chapter 2 “Developing and Implementing Strategic HRM Plans” .
• Confirm the job analysis is correct through questionnaires.
• Write the job description and job specifications.
• Have a bidding system to recruit and review internal candidate qualifications for possible promotions.
• Determine the best recruitment strategies for the position.
• Implement a recruiting strategy.

The first step in the recruitment process is acknowledgment of a job opening. At this time, the manager and/or the HRM look at the job description for the job opening (assuming it isn’t a new job). We discuss how to write a job analysis and job description in Section 4.1.2 “Job Analysis and Job Descriptions” .

Assuming the job analysis and job description are ready, an organization may decide to look at internal candidates’ qualifications first. Internal candidates are people who are already working for the company. If an internal candidate meets the qualifications, this person might be encouraged to apply for the job, and the job opening may not be published. Many organizations have formal job posting procedures and bidding systems in place for internal candidates. For example, job postings may be sent to a listserv or other avenue so all employees have access to them. However, the advantage of publishing open positions to everyone in and outside the company is to ensure the organization is diverse. Diversity is discussed in Chapter 3 “Diversity and Multiculturalism” . We discuss more about internal and external candidates and bidding systems in Chapter 5 “Selection” .

Then the best recruiting strategies for the type of position are determined. For example, for a high-level executive position, it may be decided to hire an outside head-hunting firm. For an entry-level position, advertising on social networking websites might be the best strategy. Most organizations will use a variety of methods to obtain the best results. We discuss specific strategies in Section 4.3 “Recruitment Strategies” .

Another consideration is how the recruiting process will be managed under constraining circumstances such as a short deadline or a low number of applications. In addition, establishing a protocol for how applications and résumés will be processed will save time later. For example, some HRM professionals may use software such as Microsoft Excel to communicate the time line of the hiring process to key managers.

Once these tasks are accomplished, the hope is that you will have a diverse group of people to interview (called the selection process). Before this is done, though, it is important to have information to ensure the right people are recruited. This is where the job analysis and job description come in. We discuss this in Section 4.1.2 “Job Analysis and Job Descriptions” .

Job Analysis and Job Descriptions

The job analysis is a formal system developed to determine what tasks people actually perform in their jobs. The purpose of a job analysis is to ensure creation of the right fit between the job and the employee and to determine how employee performance will be assessed. A major part of the job analysis includes research, which may mean reviewing job responsibilities of current employees, researching job descriptions for similar jobs with competitors, and analyzing any new responsibilities that need to be accomplished by the person with the position. According to research by Hackman and Oldham (Hackman & Oldham, 1976), a job diagnostic survey should be used to diagnose job characteristics prior to any redesign of a job. This is discussed in Chapter 7 “Retention and Motivation” .

To start writing a job analysis, data need to be gathered and analyzed, keeping in mind Hackman and Oldham’s model. Figure 4.1 “Process for Writing the Job Analysis” shows the process of writing a job analysis. Please note, though, that a job analysis is different from a job design. Job design refers to how a job can be modified or changed to be more effective—for example, changing tasks as new technology becomes available. We discuss job design in Chapter 7 “Retention and Motivation” and Chapter 11 “Employee Assessment” .

Figure 4.1 Process for Writing the Job Analysis

The information gathered from the job analysis is used to develop both the job description and the job specifications. A job description is a list of tasks, duties, and responsibilities of a job. Job specifications , on the other hand, discuss the skills and abilities the person must have to perform the job. The two are tied together, as job descriptions are usually written to include job specifications. A job analysis must be performed first, and then based on that data, we can successfully write the job description and job specifications. Think of the analysis as “everything an employee is required and expected to do.”

Figure 4.2 Sample Job Analysis Questionnaire

This questionnaire shows how an HR professional might gather data for a job analysis. Questionnaires can be completed on paper or online.

Two types of job analyses can be performed: a task-based analysis and a competency- or skills-based analysis. A task-based analysis focuses on the duties of the job, as opposed to a competency-based analysis, which focuses on the specific knowledge and abilities an employee must have to perform the job. An example of a task-based analysis might include information on the following:

• Write performance evaluations for employees.
• Prepare reports.
• Answer incoming phone calls.
• Assist customers with product questions.
• Cold-call three customers a day.

With task job analysis, the specific tasks are listed and it is clear. With competency based, it is less clear and more objective. However, competency-based analysis might be more appropriate for specific, high-level positions. For example, a competency-based analysis might include the following:

• Able to utilize data analysis tools
• Able to work within teams

You can clearly see the difference between the two. The focus of task-based analyses is the job duties required, while the focus of competency-based analyses is on how a person can apply their skills to perform the job. One is not better than the other but is simply used for different purposes and different types of jobs. For example, a task-based analysis might be used for a receptionist, while a competency-based analysis might be used for a vice president of sales position. Consider the legal implications, however, of which job analysis is used. Because a competency-based job analysis is more subjective, it might be more difficult to tell whether someone has met the criteria.

Once you have decided if a competency-based or task-based analysis is more appropriate for the job, you can prepare to write the job analysis. Of course, this isn’t something that should be done alone. Feedback from managers should be taken into consideration to make this task useful in all levels of the organization. Organization is a key component to preparing for your job analysis. For example, will you perform an analysis on all jobs in the organization or just focus on one department? Once you have determined how you will conduct the analysis, a tool to conduct the analysis should be chosen. Most organizations use questionnaires (online or hard copy) to determine the duties of each job title. Some organizations will use face-to-face interviews to perform this task, depending on time constraints and the size of the organization. A job analysis questionnaire usually includes the following types of questions, obviously depending on the type of industry:

• Employee information such as job title, how long in position, education level, how many years of experience in the industry
• Key tasks and responsibilities
• Decision making and problem solving: this section asks employees to list situations in which problems needed to be solved and the types of decisions made or solutions provided.
• Level of contact with colleagues, managers, outside vendors, and customers
• Physical demands of the job, such as the amount of heavy lifting or ability to see, hear, or walk
• Personal abilities required to do the job—that is, personal characteristics needed to perform well in this position
• Specific skills required to do the job—for example, the ability to run a particular computer program
• Certifications to perform the job

Once all employees (or the ones you have identified) have completed the questionnaire, you can organize the data, which is helpful in creating job descriptions. If there is more than one person completing a questionnaire for one job title, the data should be combined to create one job analysis for one job title. There are a number of software packages available to help human resources perform this task, such as AutoGOJA.

Once the job analysis has been completed, it is time to write the job description and specifications, using the data you collected. Job descriptions should always include the following components:

• Job functions (the tasks the employee performs)
• Knowledge, skills, and abilities (what an employee is expected to know and be able to do, as well as personal attributes)
• Education and experience required
• Physical requirements of the job (ability to lift, see, or hear, for example)

Figure 4.3 Sample Job Description

Notice how the job description includes the job function; knowledge, skills, and abilities required to do the job; education and experience required; and the physical requirements of the job.

Once the job description has been written, obtaining approval from the hiring manager is the next step. Then the HR professional can begin to recruit for the position. Before we discuss specific recruitment strategies, we should address the law and how it relates to hiring. This is the topic of Section 4.2 “The Law and Recruitment” .

Tips to Writing a Good Job Description

Be sure to include the pertinent information:

• Duties and responsibilities
• terms of employment
• qualifications needed
• Think of the job description as a snapshot of the job.
• Communicate clearly and concisely.
• Make sure the job description is interesting to the right candidate applying for the job.
• Avoid acronyms.
• Don’t try to fit all job aspects into the job description.
• Proofread the job description.

Writing a Job Description

(click to see video)

A short video on how to write an effective job description, with examples.

Human Resource Recall

Does your current job or past job have a job description? Did it closely match the tasks you actually performed?

Key Takeaways

• The recruitment process provides the organization with a pool of qualified applicants.
• Some companies choose to hire internal candidates —that is, candidates who are already working for the organization. However, diversity is a consideration here as well.
• A job analysis is a systematic approach to determine what a person actually does in his or her job. This process might involve a questionnaire to all employees. Based on this analysis, an accurate job description and job specifications can be written. A job description lists the components of the job, while job specifications list the requirements to perform the job.

Do an Internet search for “job description.” Review three different job descriptions and then answer the following questions for each of the jobs:

• What are the job specifications?
• Are the physical demands mentioned?
• Is the job description task based or competency based?
• How might you change this job description to obtain more qualified candidates?
• Why do the five steps of the recruitment process require input from other parts of the organization? How might you handle a situation in which the employees or management are reluctant to complete a job analysis?

Hackman J. R. and Greg R. Oldham, “Motivation through the Design of Work: Test of a Theory,” Organizational Behavior and Human Performance 16, no. 2 (August 1976): 250–79.

Human Resource Management Copyright © 2016 by University of Minnesota is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License , except where otherwise noted.

189 Recruitment and Selection Research Topics

🏆 best essay topics on recruitment, 👍 good recruitment research topics & essay examples, 🌶️ hot recruitment ideas to write about, ✍️ recruitment essay topics for college, 🎓 most interesting recruitment research titles, 💡 simple recruitment essay ideas, 📌 easy recruitment essay topics, ❓ recruitment research questions.

• Dunkin’ Donuts: Organizational Structure, Recruiting, Training, & More
• Importance of Recruitment and Selection of Sales People
• Recruitment and Social Media
• Police Recruitment and Training
• The Recruitment Process for the Early Childhood Centre
• Selection and Recruitment Process in the Organization
• The Coca-Cola Company’s Employee Recruitment and Retention
• Recruitment Process: The Use of Online Platforms The motivation for the study aims to establish the effectiveness of the use of online platforms in the recruitment process.
• Human Resources Recruitment and Selection Planning and controlling the staffing and selection process is a vital means by which organizational productivity can be improved.
• Internal Promotion vs External Hiring: Advantages and Disadvantages Human resource managers ought to consider numerous factors before deciding to promote existing employees or hire workers from outside.
• Coca-Cola Company’s Recruitment Effectiveness The topic is the recruitment policy of one of the largest companies in the world – Coca-Cola Company, the largest producer of water and non-alcoholic drinks.
• Recruitment & Selection and Human Resource Management The recruitment process could provide insights into how recruitment policies have been set to achieve organizational objectives.
• Hotel Recruitment Practices Case Study Having compared Elba Hotels’ hiring practices to a more traditional approach, several advantages and disadvantages of their unique methods were determined.
• The Role of Business Ethics in Recruiting New Employees Using Social Media Social media platforms such as Facebook, LinkedIn, and Twitter have been actively used by organizations to promote new job opportunities.
• Healthcare Employee Recruitment and Selection Recruitment and selection are the starting points of staffing, which emphasizes their importance for providing the healthcare industry with employees.
• Recruitment and Selection in “The New Public Personnel Administration” The objective of this reflection paper is to discuss why learning about the topic of recruitment and selection is relevant to aspiring personnel in public administration.
• Global Recruiting: Advantages and Disadvantages There are several advantages and disadvantages to global vs local recruiting. A negative aspect is a need for applying different approaches to hiring personnel.
• Analysis of Discrimination in Recruitment Discrimination in the workplace has become a major challenge facing an increasingly diversified world, especially in recruitment and selection of workers.
• Recruitment and Selection Process: Team Leader This paper looks at the attributes that were required of the prospective holder of that post-project team leader.
• Tanglewood Company Recruitment Process During the recruitment it is important to emphasize that culture is vital for Tanglewood employees and that embracing the culture is the best way to fit in. Besides, the recruiters are to shorten the hiring process in order to address the hiring lag.
• GCS Recruitment Ltd.’s Human Resource Management GCS Recruitment Ltd. does not have an effective HR manager, nor somebody to handle human resource. The staff is focused on getting a deal with clients and candidates.
• Job Recruitment Process: A Case Study on J.P. Morgan J.P. Morgan company can benefit by employing the strategies because they will enable it to choose the candidate, which will help the company to achieve its goals.
• The World War II Recruitment Poster Analysis This paper discusses a poster that was created during World War II to recruit men and women for the Women’s Army Corps and the U.S. Marines.
• Forensic Psychology for Police Recruitment and Screening The quest for competitive and effective police officers led to the introduction of some measures to help in the recruitment of individuals.
• Hiring and Recruitment Plan for XYZ Company The operation manager is a fundamental part of the managerial team that supervises high-level duties such as talent attraction, and the establishment of training standards.
• Recruitment and Retention in Global Management The company should acknowledge the problem of personnel recruitment and retention on the local and the international level.
• CAVA Company’s Recruiting Practices There is a critical need for the introduction of effective recruiting practices in CAVA company that might help to solve the situation and avoid understaffing.
• Recruitment and Selection: Firefighter An organization’s enduring competitive edge in today’s hypercompetitive economic climate is predominantly generated from intangible assets: human, social, and cognitive capital.
• Understanding the Nursing Recruitment and Retention Process The purpose of this paper is to evaluate specific and credible information that pertains to understanding the nursing recruitment and retention process.
• Analysis of Amazon Recruitment and Staffing The paper will detail a recruitment plan and a selection plan of Amazon, including the tools and strategies to be used.
• Current Nursing Shortage and Foreign Staff Recruitment There will be more than 400,000 vacant nursing positions in the next 10 years. This paper will discuss nurse retention and the hiring of foreign nurses to fill the gaps.
• Methods of Recruitment and Selection Analysis The terms selection and recruitment, are often not differentiated and in most cases are assumed to mean the same, but in realty, they have different meanings
• Employee Unionization and Recruitment Process The quest to unionize could be informed by the desire to get better pay. Some nurses in The Saga of Truly Good Hospital were complaining about low salary increments.
• Nurse Manager Position: Recruitment Process The paper overviews the recruitment experience, which concerned the application for the position of a nurse manager. It is critical to assess the essential duties of the specialist.
• Discussion on Google Recruitment When hiring new employees, Google prioritizes four main characteristics: intelligence, leadership, googlability, and relevant experience.
• Techtonic Group: Recruiting Strategies Techtonic Group has already introduced a program of training people without experience and providing paid internships when they show positive results.
• Jackson Hotels: Determining Recruitment Sources Bearing in mind the specificity of the business and a wide range of positions requiring filling, the best option for Jackson Hotels is to use of internal and external sources of recruitment.
• ABASCO Company’s Recruitment and Implementation Plan This report discusses the employment market in the fashion industry and evaluates the retention strategies for ABASCO to deal with the challenges in its human resources.
• Employees Recruitment Process: Behavior The efforts and talents of employees impact the achievements of the company in which they work, and the search for new workers are crucial task of the HR manager.
• Recruiting Expatriate Staff Over Local Hiring expatriates to cover a significant number of operational jobs is simply too costly. One talented person may be worth three newcomers to the trade acts.
• Online Platforms in the Recruitment Process Online platforms provide crucial information on candidates to the recruiters. Many organizations use the platforms as an additional tool to the traditional recruitment processes.
• Java Corp’s Recruiting Process Java Corp is looking for new employees for leadership positions due to a sharp increase in staff, which requires the help of a professional recruiter.
• Recruitment Plan Overview The paper contains a recruitment plan according to which a night shift supervisor will be chosen and analyzes the workforce demographics in the US.
• The Rock Blocks Company’s Recruiting Issues and Solutions The work aims to analyze the issue, propose a solution to the Rock Block company’s problem, and answer several questions.
• Recruitment and Retention in the Medical Field Medical institutions and healthcare facilities encounter challenges in recruiting and retaining qualified medical technicians, nurse aides, and other support staff members.
• Recruitment as a Human Resource Management Function Recruitment is the process of finding and attracting capable applicants for employment to form a pool of job seekers from whom the right people for the right job may be selected.
• Attracting, Recruiting, Retaining Talented Staff The “best practice” approach is based on the belief that there is a set of superior HRM practices which, if adopted, will lead to better organization performance.
• Recruitment Strategies in Hotel Industry: A Comparative Study Hotel Carrick and Hotel Black Rock in Scotland currently have different recruitment and selection strategies, and the ones adopted by the latter seem to be effective and practical.
• Workforce Planning: Recruitment and Selection Poor communication between the city management and the firefighters’ representatives. The mayor ordered for employment of new firefighters, a total of 25 rookie firefighters.
• Recruitment Tactics and Interview Questions One of the recruitment tactics is a method of recruitment in which a candidate is suggested by a company worker. Thus, there is no need to place ads in the media.
• Recruitment of Minorities in Law Enforcement Recruiting minorities in gender, ethnicity, and race into the police force is one of the methods of improving community relations.
• Employment Discrimination in Recruitment The literature review presents, summarizes, and compares important findings from a number of works the issue of employment discrimination in recruitment.
• Psychology of Recruitment, Selection and Retention The primary reason that cannot be overlooked is the need to give applicants all the reasons and opportunities to perform to appeal to the employer.
• Internet Recruiting: Stages and Benefits The use of internet recruiting allows contracting staff members from remote areas while saving on the transportation and the related issues.
• Nursing Specific Recruitment and Retention Plan The implementation of a recruitment and retaining plan in nurse staffing has several economic implications. Funds are required to mobilize other policymakers.
• Recruiting Staff in Multinational Organizations There are essential factors involved in the selection decision of potential candidates for positions in multinational organizations.
• Recruitment and Selection. Empowering Entrepreneurial Capacity The corporate environment of the 21st century is highly changeable, as conditioned by rapid technological progress and intense globalization.
• Nursing: Recruitment, Retention, and Future A nurse is an increasingly prosperous profession today since it encompasses various tasks and duties that other healthcare professionals cannot perform.
• Recruitment and Training in the Criminal Justice Field During the hiring process, it is ethical to consider equality, while ensuring the workforce fit in the available positions skillfully.
• Sales Associate Recruitment Strategies by Tanglewood This essay will discuss which strategies are the most suitable for Tanglewood in its search for a sales associate.
• Human Resource Recruitment Strategy For the better enroll and retain proficient employees, it’s important to develop a hiring process and implement up-to-date technology solutions to reinforce the entire procedure.
• Shooting at Military Recruiting Center: Identification, Description, Historical Background The attack occurred at Chattanooga, when a 24-year old Kuwaiti gunman stormed a military recruiting station and opened fire to trainees.
• Inappropriate Nurse Staffing vs. Professional Recruitment Inappropriate staffing in the nursing environment is a severe problem that leads to several negative consequences.
• US Marines TV Recruitment Spot: Warfare and Soldier-Ship in Clips The US Marines TV Recruitment Spot advertises serving in the army as a personal challenge, something noble, and a self-improvement opportunity.
• How Coronavirus Impacts Recruitment and Selection The quarantine allows businesses and employers to understand that they can find new talents without the help of conventional recruitment methods.
• Diverse Employees: Attraction, Selection, and Recruitment Achieving diversity in the workplace starts with attracting diverse employees. This paper describes some ways companies may attract, select, and recruit diverse employees.
• Different Ways the Recruiting and Hiring Process Evolutionary and globalization processes determine the trend in the labor market, characterized by a diversification of the workforce, carrying difficulties and advantages.
• Recruiting Foreign Nurses in the United States The numerical relationship between the number of nurses and patients increased so much that hundreds of nursing positions remained unfilled.
• Employees Recruitment and Selection: Personality Assessment Approaches Potential employers carry out personality assessment tests of applicants whose academic qualifications are satisfactory to determine the most suitable candidate
• The Selection Process: Recruiting New Employees The primary goal of the selection process is to assess the candidates’ knowledge and skills and to select those who are worth the job more than the others.
• ComInTec Case Analysis: International Staff Recruitment and Selection The case of ComInTec demonstrates that multinational companies need effective selection and recruitment strategies based on cultural and cross-cultural principles.
• Australian Broadcasting Corporation’s Recruiting Challenges The development of mass media suggests the rise of the competition and requires the necessity to acquire the right talent that upgrades the recruitment process at ABC Australia.
• Employment Recruitment and Personnel Retaining The purpose of this paper is to examine the role played by the top management in recruiting and retaining top-quality employees at both management and entry levels.
• Hiring Employees and Recruiting Efforts New hire orientation is an essential part of the post-recruitment process which helps in shaping the newly recruited employees’ perception of the organization.
• Personnel Recruitment and Equal Opportunities Law The provisions of the Federal Employment Anti Discrimination law developed by the Equal Employment Opportunities Commission obstruct any company from unfair hiring policies.
• Recruiting Junior Buyer: Preparing a Job Interview This paper analyzes the major issues that the interviewers at the manufacturing company can consider throughout the recruitment process for a new junior buyer.
• Diversity Recruiting Materials: Online Analysis The paper analyzes the websites of the top companies: Nielsen, Time Warner, AT&T and Verizon. The analysis is based on the questions formulated by Canas and Sondak.
• Male Teacher Recruitment Issues and Efforts Few male teachers are teaching in the majority of schools around the world. This is an indication that the teaching profession is more feminized.
• Bank Loan Manager: Job Analysis and Recruitment Bank loan manager is a rather profitable and respectable job, and its popularity and prestige have been growing during the last decade.
• Baylor Scott & White Health Center’s Recruitment Methods This paper discusses the initiatives Baylor Scott and White uses to attract and employ new health professionals.
• Director Recruitment for New Shanghai Department Choosing a business development director will be the first decision due to the necessity to develop business in a relatively new business environment – Shanghai.
• Countering Terrorist Recruitment in the United States ISIS and other terror groups have enhanced operations making it difficult for law enforcement agencies to monitor and thwart their activities.
• Recruitment for Customer Service and Manufacturing There are many options for human resource managers to find skilled employees. Some methods of recruitment prove more efficient than others.
• American Sales Company’s Recruitment and Selection This paper examines how American Sales Company performs sales selection and recruitment practices as a way of sustaining its market revenues.
• The Kroger Co.’s Diversity and Recruitment Strategy The problem is in the fact that the corporate hiring and recruitment practices incorporate the ideas of diversity and inclusion partially, and they need revision.
• Organizational Learning, Culture, Recruitment Companies use structured questionnaires to analyze work, while the organizational structure is hierarchical, where senior management can make important decisions.
• USPC Company: Recruitment and Selection This paper seeks to come up with steps that should be followed in the recruitment of senior and junior members of staff in USPC.
• Recruitment Techniques and Equal Employment Opportunity The concept of equal employment opportunity has gained enormous acceptance across the world, and many firms have been forced to implement the laws.
• St. Patrick’s Nursing Home: the Recruitment of People It is important to consider some factors when making plans for the recruitment of people to work at St. Patrick’s Nursing Home in order achieve the good results.
• Challenges and Practices for Ethical Recruitment
• Effective Recruitment Methods for a New Market
• Recruitment and Selection Practices of HFC Bank Limited
• United States Army Recruitment Training and Compensation
• Urban Inequality and Political Recruitment Networks
• Law Enforcement Recruitment Challenges
• Headscarf and Job Recruitment-Lifting the Veil of Labour Market Discrimination
• Employer Recruitment Strategies and the Labor Market Outcomes of New Hires
• Differences Between Internal and External Recruitment
• Filling Vacancies: Identifying the Most Efficient Recruitment Channel
• Employment Recruitment, Placement, Perceptions, and Research Studies
• Problems of Recruiting and Retaining Academic Personnel in Russia
• Development, Activities, Planning, and Recruitment
• Internal Promotion Versus External Recruitment in Industrial Plants in Spain
• Employer’s Recruitment Behaviour and Re-Employment Probabilities of Unemployed
• International and Recruitment Challenges for Wal-Mart
• Ethical Perspective: The Role of Social Media in Recruitment and Selection
• Project General Hospital Recruitment Strategy
• Firm Recruitment Behaviour: Sequential or Non-Sequential Search
• Employee Motivation, Recruitment Practices and Banks Performance in Nigeria
• Information, Bilateral Negotiations, and Worker Recruitment
• Biochemical Research Manager Recruitment Criteria
• Improving Recruitment Strategies for the Australian Post Office
• Analysis of Recruitment and Retention of Health Personnel
• Employee Recruitment and Retention on the Plumbing and Heating Industry
• Key Factors Affecting Recruitment in the UK
• Opportunities and Challenges for Recruitment in South Asia
• Employability and Personal Skills in the Recruitment and Retention of Staff in Thorpe Park
• GMG Airlines Objective, Human Resources Management, Recruitment Policy
• Existing Recruitment and Selection Process Item in India
• Discrimination, Diversity and Recruitment Processes
• Human Resource Management-Recruitment Plan Issues
• China and UK: Recruitment and Selection Procedure
• Effective Recruitment and Retention of Staff
• Application Submissions for DHS Internal Recruitment
• Factors Influencing the Employees’ Job Placement Through Recruitment Agencies in Karachi, Pakistan
• Cultural Influences and the Recruitment of New Employees
• Employee Recruitment and Development at Wal-Mart
• Employability and Personal Skills in the Recruitment
• Effective Recruitment and Staffing Process: Job Fair
• Current Recruitment and Selection Process of Fonterra Sri Lanka
• Civil Servants’ Recruitment and Selection Practices in European Union Member States
• Examining the Recruitment Process of ABC Company
• Landslide Limo’s Recruitment and Selection Strategy Plan
• Workforce Planning: Recruitment and Selection of Employees
• Employers Squeeze Recruitment Budgets as Jobs Cost More to Fill
• Googles Recruitment and Selection Process Commerce
• External Recruitment and Intra firm Mobility
• Recruitment Processes and Labour Mobility: The Construction Industry in Europe
• Employee Recruitment and Job Performance Appraisal Procedures of S. S. Information Technology
• Human Resources Management Recruitment and Selection
• General Information About Competence-Based Recruitment and Selection
• Unemployment and Recruitment With Heterogeneous Labor
• Principles of Effective Recruitment Interviewing
• Human Resource Management for Recruitment and Selection Process
• Employer Recruitment Preferences and Discrimination: A Stated Preference Experiment
• Recruitment and Selection Plays a Vital Role in Every Industry
• Employer Recruitment and the Integration of Industrial Labor Markets 1870-1914
• New York Police Department Recruitment and Challenges
• Employers’ on‐Line Recruitment and Screening Practices
• Existing Practice of Dubai Bank in the Uae and Its Recruitment Practice
• Borgata Hotel Casino and Spa Recruitment Campaign
• Human Resource Management: Internal Recruitment
• How Organisations Plan Their Recruitment
• Why Use Social Media as a Form of Recruitment?
• Electronic Company Sales and Recruitment
• Internal Promotion vs. External Recruitment of Chief Executive Officer’s
• Effective Recruitment Plan for Hotel Paris
• Well-Being Lessons for Improving Charities Online Recruitment
• Employee Selection, Recruitment, and Retention Strategic Value
• Analysis Main Approaches to International Recruitment
• Union Growth, Recruitment Strategy and Women Workers
• Characteristics Associated With Recruitment and Re-Contact in Mayo Clinic Biobank
• Employee Recruitment and Selection Process at Smeda
• The Recruitment and Selection Strategy Employed by Serco Dubai
• Why the Recruitment Method of Hiring Is Not Working?
• When Do Environment–Recruitment Correlations Work?
• What Is Transcriptional Activation by Recruitment and Where It Can Be Used?
• What Are the Effects of Information Technology on Recruitment?
• What Are the Stages of the Recruitment Process and the Referrer’s Performance Effect?
• What Are the Best Practices for Using Social Media as a Recruitment Strategy?
• How Does Recruitment and Training in Small Firms Go?
• What Sources of Human Resources Recruitment Organization Are There?
• What Are Motivating Factors and Implications for Recruitment?
• How Personal and Situational Factors in the Recruitment Interview Can Help You?
• Does Branding Impact Student Recruitment?
• How to Increase Diversity through Your Recruitment Practices?
• What Is The Impact of Semantic Web Technologies on Job Recruitment Processes?
• How Teacher Recruitment Evolved through the Years?
• How Does HR Literature Inform the Recruitment Process?
• What Key Factors Influencing Student Satisfaction Are Related to Recruitment?
• How Recruitment Procedure Effects Sainsburys Performance?
• How Internet Recruitment and E-mail Interviews Are Better in Today’s World?
• What Are Ethical Considerations in AI-Based Recruitment?
• What Role Does Recruitment Play in Staffing Utility Analysis?
• What Is the Influence of Resident Adults on Recruitment?
• What Prerequisites Are Essential for Recruitment in Nursing?
• Is There Less Discrimination in Occupations Where Recruitment Is Difficult?
• What Is the Impact of Facilities on Recruitment and Retention of Students?
• What Is Effectiveness of Specificity in Recruitment Advertising?

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StudyCorgi. (2021, November 12). 189 Recruitment and Selection Research Topics. https://studycorgi.com/ideas/recruitment-essay-topics/

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StudyCorgi . "189 Recruitment and Selection Research Topics." November 12, 2021. https://studycorgi.com/ideas/recruitment-essay-topics/.

StudyCorgi . 2021. "189 Recruitment and Selection Research Topics." November 12, 2021. https://studycorgi.com/ideas/recruitment-essay-topics/.

These essay examples and topics on Recruitment were carefully selected by the StudyCorgi editorial team. They meet our highest standards in terms of grammar, punctuation, style, and fact accuracy. Please ensure you properly reference the materials if you’re using them to write your assignment.

This essay topic collection was updated on January 9, 2024 .

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111 Recruitment Essay Topic Ideas & Examples

Inside This Article

Are you struggling to come up with a unique and engaging topic for your recruitment essay? Look no further! We have compiled a list of 111 recruitment essay topic ideas and examples to help inspire you and get those creative juices flowing.

• The impact of social media on recruitment strategies
• Diversity and inclusion in the recruitment process
• The importance of employer branding in recruitment
• The role of technology in modern recruitment
• How to attract and retain top talent
• The challenges of recruiting in a competitive job market
• The benefits of using data and analytics in recruitment
• The future of recruitment: trends to watch
• The impact of remote work on recruitment practices
• How to create a successful recruitment marketing campaign
• The importance of candidate experience in recruitment
• The role of artificial intelligence in recruitment
• Strategies for recruiting passive candidates
• The benefits of using video interviews in the recruitment process
• The impact of unconscious bias in recruitment
• How to create a diverse and inclusive recruitment strategy
• The benefits of using recruitment agencies
• The challenges of recruiting for remote positions
• The impact of company culture on recruitment
• How to create an effective recruitment plan
• The role of employee referrals in recruitment
• The benefits of using gamification in recruitment
• The impact of the gig economy on recruitment
• Strategies for recruiting millennials and Gen Z
• The importance of soft skills in the recruitment process
• The benefits of using social recruiting platforms
• The challenges of recruiting for technical roles
• The impact of automation on recruitment processes
• Strategies for recruiting for entry-level positions
• The benefits of using personality assessments in recruitment
• The role of emotional intelligence in recruitment
• The challenges of recruiting for senior-level positions
• The impact of remote onboarding on recruitment
• Strategies for recruiting for seasonal positions
• The benefits of using AI-powered chatbots in recruitment
• The role of diversity training in recruitment
• The challenges of recruiting for niche industries
• The impact of global recruitment on businesses
• Strategies for recruiting for sales positions
• The benefits of using virtual reality in recruitment
• The role of employer reviews in recruitment
• The challenges of recruiting for non-profit organizations
• The impact of employer value proposition on recruitment
• Strategies for recruiting for healthcare positions
• The benefits of using mobile recruiting apps
• The role of employee advocacy in recruitment
• The challenges of recruiting for startups
• The impact of candidate pre-screening on recruitment
• Strategies for recruiting for creative roles
• The benefits of using talent communities in recruitment
• The role of employer branding ambassadors in recruitment
• The challenges of recruiting for government positions
• The impact of remote interviewing on recruitment
• Strategies for recruiting for IT positions
• The benefits of using virtual job fairs in recruitment
• The role of employee retention in recruitment
• The challenges of recruiting for retail positions
• The impact of candidate engagement on recruitment
• Strategies for recruiting for finance positions
• The benefits of using recruitment marketing automation
• The role of employee wellness programs in recruitment
• The challenges of recruiting for hospitality positions
• The impact of candidate feedback on recruitment
• Strategies for recruiting for engineering positions
• The benefits of using predictive analytics in recruitment
• The role of employer alumni networks in recruitment
• The challenges of recruiting for education positions
• The impact of candidate sourcing on recruitment
• Strategies for recruiting for manufacturing positions
• The benefits of using online skills assessments in recruitment
• The role of employee referral programs in recruitment
• The challenges of recruiting for legal positions
• The impact of candidate screening on recruitment
• Strategies for recruiting for marketing positions
• The benefits of using recruitment CRM software
• The role of employee recognition programs in recruitment
• The challenges of recruiting for construction positions
• The impact of candidate matching technology on recruitment
• Strategies for recruiting for customer service positions
• The benefits of using social media recruiting tools
• The role of employee development programs in recruitment
• The challenges of recruiting for technology positions
• The impact of candidate experience surveys on recruitment
• Strategies for recruiting for human resources positions
• The benefits of using recruitment chatbots
• The role of employee engagement surveys in recruitment
• The challenges of recruiting for sales positions
• The impact of candidate assessment centers on recruitment
• Strategies for recruiting for administrative positions
• The benefits of using recruitment marketing platforms
• The role of employee onboarding programs in recruitment
• The challenges of recruiting for healthcare positions
• The impact of candidate communication on recruitment
• Strategies for recruiting for remote positions
• The benefits of using recruitment email campaigns
• The role of employee benefits programs in recruitment
• The challenges of recruiting for finance positions
• The impact of candidate relationship management on recruitment
• Strategies for recruiting for retail positions
• The benefits of using recruitment video platforms
• The role of employee training programs in recruitment
• The challenges of recruiting for IT positions
• The impact of candidate feedback surveys on recruitment
• Strategies for recruiting for creative positions
• The benefits of using recruitment referral programs
• The challenges of recruiting for engineering positions
• Strategies for recruiting for hospitality positions

With these 111 recruitment essay topic ideas and examples, you are sure to find the perfect topic to write about. Whether you are exploring new recruitment trends, analyzing recruitment strategies, or discussing the challenges of recruiting in specific industries, there is a topic for every interest and expertise. So go ahead, pick a topic, and start writing your recruitment essay today!

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Recruitment process practiced by the organization Recruitment is a key function of human resource management. This is the first step of the appointment. Recruitment refers to the whole process of attracting, selecting and appointing suitable candidates for work within the organization. A recruitment process is an organization specific model of candidate sourcing for the purpose of finding and hiring new worker. Recruitment also is the process of attracting as many candidates to apply for work within the organization. Recruitment involves activities to enable qualified applicants to apply for vacant posts in any organization of their choosing. An organization can fill vacancies with their own employees or by hiring outside the organization. The steps in the recruitment of prospective new employees …show more content…

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More about Essay On Recruitment Process

Related topics.

• Human resource management
• Recruitment
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Recruitment and Selection

The Recruitment and Selection process promotes successful hiring decisions that can truly impact the success of a department or faculty.

The selection of a candidate with the right combination of education, work experience, attitude, and creativity will not only increase the quality and stability of the workforce, it will also play a large role in bringing management strategies and planning to fruition. For every organization it is important to have a right person on a right job. Recruitment and Selection plays a vital role in this situation.

Shortage of skills and the use of new technology are putting considerable pressure on how employers go about Recruiting and Selecting staff.

It is recommended to carry out a strategic analysis of Recruitment and Selection procedure. The ideal recruitment programme is the one that attracts a relatively larger number of qualified applicants who will survive the screening process and accept positions with the organization, when offered. Recruitment programmes can miss the ideal in many ways i.

e. by failing to attract an adequate applicant pool, by under/over selling the organization or by inadequate screening applicants before they enter the selection process.

Thus, to approach the ideal, individuals responsible for the recruitment process must know how many and what types of employees are needed, where and how to look for the individuals with the appropriate qualifications and interests, what inducement to use for various types of applicants groups, how to distinguish applicants who are qualified from those who have a reasonable chance of success and how to evaluate their work.

Proficient in: Advertisement

“ Ok, let me say I’m extremely satisfy with the result while it was a last minute thing. I really enjoy the effort put in. ”

With reference to this context, this project is been prepared to put a light on Recruitment and Selection process.

This project includes Meaning and Definition of Recruitment and Selection, Need and Purpose of Recruitment, Evaluation of Recruitment Process, Recruitment Tips. Sources of Recruitment through which an Organization gets suitable application. Scientific Recruitment and Selection, which an Organization should follow for, right manpower. Job Analysis, which gives an idea about the requirement of the job. Next is Selection process, which includes steps of Selection, Types of Test, Types of Interview, Common Interview Problems and their Solutions.

Approaches to Selection, Scientific Selection Policy, Selection in India and problems. The objective of the study is to analyze the actual recruitment process in BHEL and to evaluate how far this process confirm to the purposes underlying the operational aspects of the industry. How far the process is accepted by it? The study on recruitment highlights the need of recruitment in BHEL. Human resource is a most valuable asset in the Organization. Profitability of the Organization depends on its utilization.

If their utilization is done properly Organization will make profit otherwise it will make loss. If a good dancer appointed as a Chief Executive Officer of a Company, he may not run the business. So right man should be procured at right place in right time, otherwise their proper utilization may not be done. To procure right man at right place in right time, some information regarding job and job doer is highly essential. These information are obtained through Job analysis, job descriptions, Job Specifications.

BHEL procure manpower in a very scientific manner . It gets information by use of these important documents like Job Analysis, Job Descriptions and Job Specifications. Without these recruitment may be unsuccessful. OBJECTIVE OF THE STUDY In BHEL the recruitment policy spells out the objective and provides a framework for implementation of the recruitment programme in the form of procedures. The company involves a commitment to broad principles such as filling vacancies with best qualified individuals.

The recruitment policy in a company may embrace spell issue such as the extent of promotion from within, attitudes of enterprise in recruiting old, handicapped and minor individuals, minority group members, parttime employees and relatives of present employees. In a company BHEL, there usually a staff unit attached with personnel or an industrial relations department designated as employment or recruitment office. This specialization Of recruitment enables staff personnel to become highly skilled in recruitment techniques and their evaluation.

However, recruitment remains the line responsibility as far as the personnel requisition forms are originated by the personnel, who has the final words in the acceptance or rejection of a particular applicant. Despite this the staff personnel have adequate freedom in respect of sources of manpower to be tapped and the procedure to be followed for this purpose. SCOPE AND IMPORTANCE OF THE STUDY SCOPE 1. To structure the Recruitment policy of BHEL for different categories of employees. . To analyse the recruitment policy of the organization. 3. To provide a systematic recruitment process. 4. It extends to the whole Organization. It covers corporate office, sites and works appointments all over India. 5. It covers workers, Clerical Staff, Officers, Jr. Management, Middle Management and Senior Management cadres. IMPORTANCE Without focusing the pattern of management, organization philosophy highlights on achieving a surely where all citizens (employees) can lead a richer and fuller life.

Every organisation, therefore, strikes for greater productivity, elimination of wastes, lower costs and higher wages, so the industry needs a stable and energetic labours force that can boast of production by increased productivity. To achieve these objectives a good recruitment & selection process is essential. By which industry strikes right number of persons and right kind of persons at the right time and at right places through and the planning period without hampering productivity. Proposed Research Methodology

The methodology used is to gain an insight into various dimensions and aspects of the study so as to determine the concept of Recruitment and Selection at BHEL. In initial stage data will be collected through extensive literature survey specific to the report. Second stage involves applying the knowledge gained and transforming it into real practice by having hands on experience. The last stage will consist of analyzing the whole process of Recruitment and Selection at BHEL. This project requires a detailed understanding of the concept – “Recruitment and Selection”.

Therefore firstly we need to have a clear idea of what is Recruitment and Selection at BHEL Then I would application of Recruitment and Selection at BHEL * And in the end suggestions and recommendations have been given * The project will be prepared mainly using the secondary data which would consist of: * Books on Human resource management by various authors and internet websites. * The main reason for this reliance on secondary data is due to the fact that first hand information is not available due to its confidentiality. Limitations of the study Study is not very exhaustive and many concepts cannot be studies due to time and other constraints. * The lack of information sources for the analysis part. * Though I tried to collect some primary data but they were too inadequate for the purposes of the study. Recruitment and Selection (Overview) Recruitment and selection are two of the most important functions of personnel management. Recruitment precedes selection and helps in selecting a right candidate. Recruitment is an important part of a business’ human resource planning. In all businesses, people are a vital resource – and they need to be managed as such.

The overall aim of the recruitment and selection process is to obtain the number and quality of employees that are required in order for the business to achieve its objectives. The Recruitment and Selection process promotes successful hiring decisions that can truly impact the success of a department or faculty. The selection of a candidate with the right combination of education, work experience, attitude, and creativity will not only increase the quality and stability of the workforce, it will also play a large role in bringing management strategies and planning to fruition. There are three main stages in recruitment: 1) Identify and define the requirements. This involves the preparation of job descriptions, job specifications and person specifications (2) Attract potential employees – there are various methods for doing this – which are described in a separate revision note (3) Select and employ the appropriate people from the job applicants It is important to appreciate that recruitment is a continuous process – because of: * Staff departures (e. g. retirements, sackings, resignations) * Changes in business requirements (e. g. new products, markets, expanded operations) * Changes n business location (a relocation often triggers the need for substantial recruitment) * Promotions Recruitment is a process to discover the sources of manpower to meet the requirement of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of efficient personnel. Staffing is one basic function of management. All managers have responsibility of staffing function by selecting the chief executive and even the foremen and supervisors have a staffing responsibility when they select the rank and file workers.

However, the personnel manager and his personnel department is mainly concerned with the staffing function. Every organization needs to look after recruitment and selection in the initial period and thereafter as and when additional manpower is required due to expansion and development of business activities. ‘Right person for the right job’ is the basic principle in recruitment and selection. Ever organization should give attention to the selection of its manpower, especially its managers. The operative manpower is equally important and essential for the orderly working of an enterprise.

Every business organization/unit needs manpower for carrying different business activities smoothly and efficiently and for this recruitment and selection of suitable candidates are essential. Human resource management in an organization will not be possible if unsuitable persons are selected and employment in a business unit. MEANING: RECRUITMENT Recruitment means to estimate the available vacancies and to make suitable arrangements for their selection and appointment. Recruitment is understood as the process of searching for and obtaining applicants for the jobs, from among whom the right people can be selected.

A formal definition states, “It is the process of finding and attracting capable applicants for the employment. The process begins when new recruits are sought and ends when their applicants are submitted. The result is a pool of applicants from which new employees are selected”. In this, the available vacancies are given wide publicity and suitable candidates are encouraged to submit applications so as to have a pool of eligible candidates for scientific selection. In recruitment, information is collected from interested candidates. For this different source such as newspaper advertisement, employment exchanges, internal promotion, etc. re used. In the recruitment, a pool of eligible and interested candidates is created for selection of most suitable candidates. Recruitment represents the first contact that a company makes with potential employees Definition: According to EDWIN FLIPPO,”Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization. ” Need for recruitment: The need for recruitment may be due to the following reasons / situation: a) Vacancies due to promotions, transfer, retirement, termination, permanent disability, death and labour turnover. ) Creation of new vacancies due to the growth, expansion and diversification of business activities of an enterprise. In addition, new vacancies are possible due to job specification. Purpose and importance of Recruitment: 1. Determine the present and future requirements of the organization on conjunction with its personnel-planning and job analysis activities. 2. Increase the pool of job candidates at minimum cost. 3. Help increase the success rate of the selection process by reducing the 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. 5. Meet the organization’s legal and social obligations regarding the composition of its work force. 6. Begin identifying and preparing potential job applicants who will be appropriate candidates. 7. Increase organizational and individual effectiveness in the short term and long term. 8. Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants.

Recruitment is a positive function in which publicity is given to the jobs available in the organization and interested candidates are encouraged to submit applications for the purpose of selection. Recruitment represents the first contact that a company makes with potential employees. It is through recruitment that many individuals will come to know a company, and eventually decided whether they wish to work for it. A well-planned and well-managed recruiting effort will result in high quality applicants, whereas, a haphazard and piecemeal efforts will result in mediocre ones.

Unscientific Recruitment and Selection: Previously, the selection of candidates was influenced by superstitions, beliefs, personal prejudices of managers looking after the recruitment and selection of the staff. The net result of such unscientific recruitment and selection are: (a) Low productivity of labour (b) High turnover (c) Excessive wastage of raw materials (d) More accidents and corresponding loss to the organization (e) Inefficient working of the whole organization and finally (f) Ineffective executive of training and management development programs Scientific recruitment and selection

The importance of selection recruitment and selection of staff is now accepted in the business world. Selection is important as it has its impact on work performance and employee cost. As result scientific methods of recruitment and selection are extensively for the selection of managers and the supervisory staff. The assistance of experts such as industrial psychologist and management consultants are also taken for the purpose of scientific selection. As a result, the objective of “right man for the right job” is achieved in many organizations. Moreover, “right job” is the basic rinciple in manpower procurement. RECRUITMENT PROCESS Recruitment refers to the process of identifying and attracting job seekers so as to build a pool of qualified job applicants. The process comprises five interrelated stages, viz, 1. Planning. 2. Strategy development. 3. Searching. 4. Screening. 5. Evaluation and control. The ideal recruitment programme is the one that attracts a relatively larger number of qualified applicants who will survive the screening process and accept positions with the organization, when offered. Recruitment programmes can miss the ideal in many ways i. e. y failing to attract an adequate applicant pool, by under/over selling the organization or by inadequate screening applicants before they enter the selection process. Thus, to approach the ideal, individuals responsible for the recruitment process must know how many and what types of employees are needed, where and how to look for the individuals with the appropriate qualifications and interests, what inducement to use for various types of applicants groups, how to distinguish applicants who are qualified from those who have a reasonable chance of success and how to evaluate their work. STAGE 1:

RECRUITMENT 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 set of objectives or targets that specify the (1) Numbers and (2) Types of applicants to be contacted. Numbers of contact: Organization, nearly always, plan to attract more applicants than they will hire. Some of those contacted will be uninterested, unqualified or both. Each time a recruitment Programme is contemplated, one task is to estimate the number of applicants necessary to fill all vacancies with the qualified people.

Types of contacts: It is basically concerned with the types of people to be informed about job openings. The type of people depends on the tasks and responsibilities involved and the qualifications and experience expected. These details are available through job description and job specification. STAGE 2: STRATEGY DEVELOPMENT: When it is estimated that what types of recruitment and how many are required then one has concentrate in (1). Make or Buy employees. (2). Technological sophistication of recruitment and selection devices. 3). Geographical distribution of labour markets comprising job seekers. (4). Sources of recruitment. (5). Sequencing the activities in the recruitment process. ‘Make’ or ‘Buy’: Organization must decide whether to hire le skilled employees and invest on training and education programmes, or they can hire skilled labour and professional. Essentially, this is the ‘make’ or ‘buy’ decision. Organizations, which hire skilled and professionals shall have to pay more for these employees. Technological Sophistication:

The second decision in strategy development relates to the methods used in recruitment and selection. This decision is mainly influenced by the available technology. The advent of computers has made it possible for employers to scan national and international applicant qualification. Although impersonal, computers have given employers and ob seekers a wider scope of options in the initial screening stage. Where to look: In order to reduce the costs, organizations look in to labour markets most likely to offer the required job seekers.

Generally, companies look in to the national market for managerial and professional employees, regional or local markets for technical employees and local markets for the clerical and blue-collar employees. When to look: An effective recruiting strategy must determine when to look-decide on the timings of events besides knowing where and how to look for job applicants. STAGE 3: SEARCHNG: Once a recruitment plan and strategy are worked out, the search process can begin. Search involves two steps A). Source activation and B). Selling. A). SOURCE ACTIVATION:

Typically, sources and search methods are activated by the issuance of an employee requisition. This means that no actual recruiting takes place until lone managers have verified that vacancy does exist or will exist. If the organization has planned well and done a good job of developing its sources and search methods, activation soon results in a flood of applications and/or resumes. The application received must be screened. Those who pass have to be contacted and invited for interview. Unsuccessful applicants must be sent letter of regret. B).

SELLING: A second issue to be addressed in the searching process concerns communications. Here, organization walks tightrope. On one hand, they want to do whatever they can to attract desirable applicants. On the other hand, they must resist the temptation of overselling their virtues. In selling the organization, both the message and the media deserve attention. Message refers to the employment advertisement. With regards to media, it may be stated that effectiveness of any recruiting message depends on the media. Media are several-some have low credibility, while others enjoy high credibility.

Selection of medium or media needs to be done with a lot of care. STEP 4: SCREENING:Screening of applicants can be regarded as an integral part of the recruiting process, though many view it as the first step in the selection process. Even the definition on recruitment, we quoted in the beginning of this chapter, excludes screening from its scope. However, we have included screening in recruitment for valid reasons. The selection process will begin after the applications have been scrutinized and short-listed. Hiring of professors in a university is a typical situation.

Application received in response to advertisements is screened and only eligible applicants are called for an interview. A selection committee comprising the Vice-chancellor, Registrar and subject experts conducts interview. Here, the recruitment process extends up to screening the applications. The selection process commences only later. Purpose of 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, however, to assure that potentially good employees are not rejected without justification. In screening, clear job specifications are invaluable. It is both good practice and a legal necessity that applicant’s qualification is judged on the basis of their knowledge, skills, abilities and interest required to do the job. The techniques used to screen applicants vary depending on the candidate sources and recruiting methods used. Interview and application blanks may be used to screen walk-ins. Campus recruiters and agency representatives use interviews and resumes.

Reference checks are also useful in screening. STAGE 5: EVALUATION AND CONTROL: Evaluation and control is necessary as considerable costs are incurred in the recruitment process. The costs generally incurred are: – 1. Salaries for recruiters. 2. Management and professional time spent on preparing job description, job specifications, advertisements, agency liaison and so forth. 3. The cost of advertisements or other recruitment methods, that is, agency fees. 4. Recruitment overheads and administrative expenses. 5. Costs of overtime and outsourcing while the vacancies remain unfilled. . Cost of recruiting unsuitable candidates for the selection process. EVALUATION OF RECRUITMENT PROCESS The recruitment has the objective of searching for and obtaining applications for job seekers in sufficient number and quality. Keeping this objective in the mind, the evaluation might include: 1. Return rate of application sent out. 2. Number of suitable candidates for selection. 3. Retention and performance of the candidates selected. 4. Cost of the recruitment process 5. Time lapsed data 6. Comments on image projected. Sources of Recruitment SOURCES OF MANAGERIAL RECRUITMENT

INTERNAL SOURCES EXTERNAL SOURCES 1) Promotion 1) Campus recruitment 2) Transfers 2) Press advertisement 3) Internal notification 3) Management consultancy service (Advertisement) & private employment exchanges 4) Retirement 4) Deputation of personnel or transfer from one enterprise to another 5) Recall 5) Management training schemes 6) Former employees 6) Walk-ins, write-ins, talk-ins 7) Miscellaneous external sources The sources of recruitment can be broadly categorized into internal and external sources- (I) Internal Recruitment – Internal recruitment seeks applicants for positions from within the company. The various internal sources include * Promotions and Transfers – Promotion is an effective means using job posting and personnel records. Job posting requires notifying vacant positions by posting notices, circulating publications or announcing at staff meetings and inviting employees to apply. Personnel records help discover employees who are doing jobs below their educational qualifications or skill levels.

Promotions has many advantages like it is good public relations, builds morale, encourages competent individuals who are ambitious, improves the probability of good selection since information on the individual’s performance is readily available, is cheaper than going outside to recruit, those chosen internally are familiar with the organization thus reducing the orientation time and energy and also acts as a training device for developing middle-level and top-level managers. However, promotions restrict the field of selection preventing fresh blood & ideas from entering the organization. It also leads to inbreeding in the organization. Transfers are also important in providing employees with a broad-based view of the organization, necessary for future promotions. * Employee referrals-

Employees can develop good prospects for their families and friends by acquainting them with the advantages of a job with the company, furnishing them with introduction and encouraging them to apply. This is a very effective means as many qualified people can be reached at a very low cost to the company. The other advantages are that the employees would bring only those referrals that they feel would be able to fit in the organization based on their own experience. The organization can be assured of the reliability and the character of the referrals. In this way, the organization can also fulfill social obligations and create goodwill. * Former Employees-

These include retired employees who are willing to work on a part-time basis, individuals who left work and are willing to come back for higher compensations. Even retrenched employees are taken up once again. The advantage here is that the people are already known to the organization and there is no need to find out their past performance and character. Also, there is no need of an orientation programme for them, since they are familiar with the organization. * Dependents of deceased employees- Usually, banks follow this policy. If an employee dies, his / her spouse or son or daughter is recruited in their place. This is usually an effective way to fulfill social obligation and create goodwill. * Recalls: –

When management faces a problem, which can be solved only by a manager who has proceeded on long leave, it may de decided to recall that persons after the problem is solved, his leave may be extended. * Retirements: – At times, management may not find suitable candidates in place of the one who had retired, after meritorious service. Under the circumstances, management may decide to call retired managers with new extension. * Internal notification (advertisement): – Sometimes, management issues an internal notification for the benefit of existing employees. Most employees know from their own experience about the requirement of the job and what sort of person the company is looking for. Often employees have friends or acquaintances who meet these requirements. Suitable persons are appointed at the vacant posts. II) External Recruitment – External recruitment seeks applicants for positions from sources outside the company. They have outnumbered the internal methods. The various external sources include * Professional or Trade Associations :- Many associations provide placement service to its members. It consists of compiling job seeker’s lists and providing access to members during regional or national conventions. Also, the publications of these associations carry classified advertisements from employers interested in recruiting their members. These are particularly useful for attracting highly educated, experienced or skilled personnel. Also, the recruiters can zero on in specific job seekers, especially for hard-to-fill technical posts. Advertisements :- It is a popular method of seeking recruits, as many recruiters prefer advertisements because of their wide reach. Want ads describe the job benefits, identify the employer and tell those interested how to apply. Newspaper is the most common medium but for highly specialized recruits, advertisements may be placed in professional or business journals. Advertisements must contain proper information like the job content, working conditions, location of job, compensation including fringe benefits, job specifications, growth aspects, etc. The advertisement has to sell the idea that the company and job are perfect for the candidate.

Recruitment advertisements can also serve as corporate advertisements to build company’ image. It also cost effective. * Employment Exchanges:- Employment Exchanges have been set up all over the country in deference to the provision of the Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959. The Act applies to all industrial establishments having 25 workers or more each. The Act requires all the industrial establishments to notify the vacancies before they are filled. The major functions of the exchanges are to increase the pool of possible applicants and to do the preliminary screening. Thus, employment exchanges act as a link between the employers and the prospective employees.

These offices are particularly useful to in recruiting blue-collar, white collar and technical workers. * Campus Recruitments:- Colleges, universities, research laboratories, sports fields and institutes are fertile ground for recruiters, particularly the institutes. Campus Recruitment is going global with companies like HLL, Citibank, HCL-HP, ANZ Grindlays, L&T, Motorola and Reliance looking for global markets. Some companies recruit a given number of candidates from these institutes every year. Campus recruitment is so much sought after that each college; university department or institute will have a placement officer to handle recruitment functions.

However, it is often an expensive process, even if recruiting process produces job offers and acceptances eventually. A majority leave the organization within the first five years of their employment. Yet, it is a major source of recruitment for prestigious companies. * Walk-ins, Write-ins and Talk-ins- The most common and least expensive approach for candidates is direct applications, in which job seekers submit unsolicited application letters or resumes. Direct applications can also provide a pool of potential employees to meet future needs. From employees’ viewpoint, walk-ins are preferable as they are free from the hassles associated with other methods of recruitment.

While direct applications are particularly effective in filling entry-level and unskilled vacancies, some organizations compile pools of potential employees from direct applications for skilled positions. Write-ins are those who send written enquiries. These jobseekers are asked to complete application forms for further processing. Talk-ins involves the job aspirants meeting the recruiter (on an appropriated date) for detailed talks. No application is required to be submitted to the recruiter. * Contractors:- They are used to recruit casual workers. The names of the workers are not entered in the company records and, to this extent; difficulties experienced in maintaining permanent workers are avoided. * Consultants:- They are in the profession for recruiting and selecting managerial and executive personnel.

They are useful as they have nationwide contacts and lend professionalism to the hiring process. They also keep prospective employer and employee anonymous. However, the cost can be a deterrent factor. * Head Hunters:- They are useful in specialized and skilled candidate working in a particular company. An agent is sent to represent the recruiting company and offer is made to the candidate. This is a useful source when both the companies involved are in the same field, and the employee is reluctant to take the offer since he fears, that his company is testing his loyalty. * Radio, Television and Internet:- Radio and television are used to reach certain types of job applicants such as skilled workers.

Radio and television are used but sparingly, and that too, by government departments only. Companies in the private sector are hesitant to use the media because of high costs and also because they fear that such advertising will make the companies look desperate and damage their conservative image. However, there is nothing inherently desperate about using radio and television. It depends upon what is said and how it is delivered. Internet is becoming a popular option for recruitment today. There are specialized sites like naukri. com. Also, websites of companies have a separate section wherein; aspirants can submit their resumes and applications. This provides a wider reach. * Competitors:-

This method is popularly known as “poaching” or “raiding” which involves identifying the right people in rival companies, offering them better terms and lur

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Human Resources Recruiting Essay

Introduction Significantly, it is vital to mention some of the functional areas embraced within the human resource field, which include recruiting and staffing, benefits and compensation, employee relations, as well as human resource compliance, organisational design, in addition to training and development, as well as human resource information systems and payrolls (Yanadori, 2014). In normal cases, this wide array of field tend to require on individual who has attained tremendous amounts of work within their career, to be more capable of integrating all these mentioned functions within their mission, vision as well relative business objectives of any given organisation (Rodgers, 2016). Below is elucidations of what some of the functional areas embrace. Recruiting and staffing The Human Resource (HR) professional works with hiring managers in a company to create action plans mostly for hiring a diversified workforce. This normally embrace, and not limited to: sourcing for candidates; posting open jobs; screening resume as well as applications; conduct telephone interviews; schedule in-houses interviews; conduct appropriate background checks on applicants; recommend appropriate compensation packages; make offers as well as prepare offer letters in addition to benefits information; conduct new employee orientation programs; as well as make sure that every new employee is enrolled within the organization’s benefits program.

Benefits The HR ensures the appropriate coordination with the relative benefit brokers to frequently review every employer-sponsored benefit plans for the renewal as well as compliance; conduct open enrollment educational meetings with the employees; ensure that every employee is enrolled as well as terminated from every benefit program; and assist the management with the coordination of employee’s compensations (Rodgers, 2016).

Compensation The HR is often involved in aiding hiring managers with starting and updating job descriptions as well as maintain them frequently; review the salary survey information to ensure that the organization is paying its employees competitively in the market; maintain internal hierarchy in relation to pay; develop as well as maintain salary administration plans for the company; make recommendations in relation to pay, meriting increases, salary structure maintenance among others; write as well as recommend variable compensation plans; ensure that the company is complying with the numerous wage as well as hour laws; implement as well as maintain creative performance evaluation systems for every employee (Yanadori, 2014).

Employee Relations HR professionals are often associated with maintaining every employment-related issues within a company. As such, they tend to promote ‘open door’ environments with every employee as well as act as active ‘listeners’ employees’ needs besides concerns without disregarding and taking ownership for their relative issues. Additionally, they also appear to work alongside the management to proactively resolve any employee relation matters, conducting investigations as well as making recommendations for the relevant resolution; documenting disciplinary actions in addition to making recommendations while regarding non-monetary rewards as well as recognition. Thus, HR professionals are actively tangled in employee terminations as well as tend to comprehend the unemployment claims in addition to appealing processes. As such, most inclined to conduct exit interviews with terminating workers and providing information in relation to the continuation of the relevant benefits after employment.

HR Compliance Most HR professionals ensure that companies are compliant with the relative employment-related regulations as well as requirements from the federal, state as well as local perspective. Hence, this often embraces ensuring employee policies as per the employee handbook; employee file maintenance, in addition to completion of every verification of employment, and reference checks among others for the past as well as present employees.

Organizational design This function involves strategically aiding the management teams with furthering the linking mission, vision as well as business objectives of the company via a solid organisational structure, which is paramount (Rodgers, 2016). HR professionals will usually maintain every organizational chart; making recommendations as to alterations within the involved structure that can benefit the organization; comprehending how to manage the relevant ‘white spaces’ on the company charts; tracking turnover rates as well as reasons; developing career ladders in job specifications; succession planning, in addition to promoting active employee engagement activities within the entire organization.

Training and development Most HR professionals recommend and develop as well as conduct training in addition to development programs for the whole company to embrace: anti-harassment as well as discrimination avoidance, diversity, business communication skills and client service skills among others. Additionally, most tend to work alongside managers to develop and implement on-the-job training prospects for every employee and track every training program as well as employee participation, in addition, to follow-ups with the managers and the employees to evaluate usage of the skills learnt and assessing the additional training resources and needs.

Human Resource Information Systems (HRIS) and Payroll The HR frequently reviews the requirements of the company in relation to payroll as well as HRIS. Subsequently, they often evaluate and assess the requirement for necessary upgrades and newer systems among others. As such, the HR better comprehends the payroll regulations and is capable of processing payroll in addition to utilising the HRIS to the fullest extents. While the functional areas, as mentioned above, appear to be the fundamental HR related areas, there exist other tasks in every area, which can be considered depending on the organisation (Yanadori, 2014). As such, this paper intends to look at the aspect of compensation as the chosen functional area in relation to the task’s requirement. This is because the compensation aspect plays a critical and huge role in aligning every employees’ behaviour with the organisation’s objectives. Hence, since the industrial age, there has been attributes such as the four Ms of company management that is Man, Material, Machine and Money, which are believed to contribute to an organisation’s success. As such, among these attribute, man has been mostly considered to be the most vital aspect that contributes to the organisational effectiveness as well as efficiency. Therefore, it is paramount that HRs acknowledge as well as announce the entire compensation to the relative employees, which ought to be done effectively so that the importance of what the HR is putting forth in compensations are clear and thus tend to attract and retain talent (Rodgers, 2016). Bryant, P. C., & Allen, D. G. (2013). Compensation, benefits and employee turnover: HR strategies for retaining top talent. Compensation & Benefits Review, 45(3), 171-175. This source has been chosen since employee turnover is often recognised as a costly and a disruptive. Hence, the authors mention that the costs of employee turnover usually exceeds 100% of the yearly salary for most vacated positions. However, managers are usually unaware of the relative full range of the tools as well as tactics that are available for effectively managing the employee turnover. Additionally, Bryant & Allen elucidate more on the relative direct financial costs of losing employees, which mostly tends to result in work disruptions, losing the organisational memory along with the relevant tactics and strategies. Thus, other attributes also include losses in the productivity and client services, loss of mentors, as well as minimised diversity and turnover contagion where other highly valued employees tend to follow the leavers out the door. The article also mentions that even when the tougher labour markets appear to prevent numerous employees from moving, there are possibilities of ‘penting-up’ turnover. Thus, when the job markets tend to improve, several employees can engage in looking for newer alternatives. The authors conclude by mentioning that despite the significance of successfully managing employee turnover, numerous retention efforts can be grounded on managerial gut instincts rather than research evidence. This qualitative study has synthesised its research on the relative employee turnover into the practical strategies for the HR managers. Hu, T. F. (2016). HRIR 6501: Compensation and Benefits Spring 2016. Compensation is perceived as an aspect that belongs to a sophisticated topic, which provides the main reason for the source selection. Hence, the author instigates that compensation does not only embrace salaries but inclusive of the direct as well as indirect rewards and relevant benefits that are provided to the employee in return for their relative contributions to the company. Subsequently, this qualitative research identifies compensations and the relevant aspects that companies ought to develop within their compensations as well as rewards programs. Hence, the program is expected to outline equitable processes for compensating the employees. Nonetheless, well-structure programs tend to possess a good balance of wages, the benefits as well as rewards in support to the organisation in maintaining its competitive spirit in the contemporary labour markets as well as ensuring sustainability in the speculated future. Additionally, Hu mentions that the appropriate compensation, as well as benefit schemes, often ensure that the hard-working employees are properly rewarded fairly beside in the most cost-effective ways for a company. Hence, this, in turn, motivates the employees to effectively sustain their performance. Nonetheless, the relevant compensation, benefits as well as reward schemes, which HR professionals incline to manage are significant for retaining and motivating the employees, and attracting new individuals to the company as well. Therefore, salary and the incentive packages are just one of the major reasons why individuals apply for some specific jobs. Hence, the study concludes by mentioning that the more attractive compensation in addition to benefit schemes, which appear to generate and develop more interest in newer positions. May, R., & Casey, P. (2014). Principles of an effective workers’ compensation system. Precedent (Sydney, NSW), (125), 31. Notably, it is usually the ability to attain results that are most critical to the organisation’s success and because of this reason this source has been considered for review. The contemporary system of employees’ compensation is sophisticated as well as arcane in producing grief to HR professionals who must deal with it every single day. However, such often cumbersome regulations and laws are ultimately significant to the society they appear, in every form that it takes, within every industrialised nation. The authors look into the employee’s regulations over the years, which demonstrates the failures of historical alternatives to the formal employees’ compensation systems that tend to meet either the aims of social justice or the economic efficiency. Subsequently, within the research, there is the mention of designing processes that are initiated by determining the desired outcomes as well as goals of the organisation. Hence, this is usually considered as developing the organisation’s compensation philosophy. Thus, the philosophy can be formed by considering numerous aspects. Additionally, the balance of direct as well as indirect rewards, the sophistication and responsibility of roles and the employees filling it, and the focus on the internal and external equity are some of the aspects that have been explored within the research. May & Casey mention that in determining effective compensation systems, the uniqueness of every employee ought to be taken into consideration. Individuals possess varying needs and reasons for working and the most considerable compensation will often meet such individuals’ needs. Therefore, to an as larger extent, adequate and fair compensation schemes are in the minds of employees. Additionally, good compensation schemes embrace a balance between the internal equity as well as external competitiveness. Nonetheless, compensations and benefits possess an impact on the productivity as well as the happiness of employees, and the ability of the organisation to effectively and efficiently attain its goals. The authors conclude their research by mentioning that it is to the HR’s advantage to ensure that the employees are creatively compensated as well as knowledgeable of their benefits.

Summary and Recommendations For compensation to be taken as a motivational aspect, it needs to be a variable, which the above-mentioned studies have clearly stated within their methodology. As such, the given studies have confirmed that compensation tends to vary proportionally to the outcome, target and goals that have mutually established. Nonetheless, the studies have considered compensation as a strategic matter (Yanadori, 2014). Therefore, HR professionals ought to design as well as develop compensations and reward systems to attract the right individuals for the right tasks. Subsequently, they would be expected to implement such systems effectively to ensure retention and utilise the system for talent management. Hence, compensation is one of the utilised technique for talent attraction as well as retention. Nonetheless, HR professionals are at liberty to utilise other talent management tools for instance measuring and talent mapping for the high potential, higher professionals and technical employees. As such, it is vital to develop compensations to motivate employees as team players, creative individuals as well as the productive workforce. Subsequently, the given studies have clearly pointed out the need to designing as well as developing rewards grounded on the profiles of the employees as well as nature of their work. Hence, rewards ought to be vital and meaningful to its relative recipients, for instance, the recipients have an option of choosing from a given range of rewards. In turn, this can make employees feel the rewards are personalised to them as they incline to produce their efforts to attain the company’s goals. Subsequently, there are some relevant recommendations open for HR professionals to assist them in improving HR practice, which include: providing structured governance as well as business case development; developing progressive workforce planning capabilities; implementing the “right” HR values; reducing the administrative work for most HR business partners; implementing flexible Human Resource organization designs; improving employee-facing HR structures; measuring and assessing both HR operational as well as business metrics; developing and establishing internal HR skills; improving and advancing line manager capabilities and; outsourcing HR services strategically.

References Bryant, P. C., & Allen, D. G. (2013). Compensation, benefits and employee turnover: HR strategies for retaining top talent. Compensation & Benefits Review, 45(3), 171-175. Hu, T. F. (2016). HRIR 6501: Compensation and Benefits Spring 2016. May, R., & Casey, P. (2014). Principles of an effective workers’ compensation system. Precedent (Sydney, NSW), (125), 31. Rogers, D. (2016). Compensation and benefits survey 2015. Journal of the Academy of Nutrition and Dietetics, 116(3), 378. Yanadori, Y. (2014). Compensation and benefits in the global organization. The Routledge companion to international human resource management, 190.

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Recruitment & Selection Essay

Recruitment & Selection One of the most important functions of an organization's Human Resources Department is the Recruitment and Selection of qualified employees. It is important that HR selects individuals with the skills and background that precisely match the requirements of their job opening. In putting the right applicant in the right positions, HR will ensure that the new employee will quickly attain full productivity and contribute to the success of the organization. In this organization there appears to be problem with placing an applicant in a position in a timely matter. In fact, it can take over two months to place an applicant for that particular position. Once a position becomes available, a job analysis is then …show more content…

This is done to make sure that all applicants are asked the same questions and to make sure everyone is treated fairly. The problem with this is it can take too long to gather the people needed to get the interview done. There is always something going on with the Human Affairs person. Either they are too busy to do the interview or the do not want to do it. Therefore it may take up to week or two just to get dates for the interview. Once the interview process is over and an applicant is selected, nearly six weeks has passed. Sometimes qualified applicants are lost due to the extremely long process. Then the process is started over again. To save time in the hiring process, Senior Supervisors should keep a copy of all the job descriptions of the positions they have whether filled or vacant so HR can post them in a timely manner. Panel interviews should be omitted not only because it takes time to get the personnel together but also because it is intimidating. The supervisor and HR should handle the interviews. This would save time because now you do not have to wait until someone from Human Affairs free their schedules. Also you would want to let the supervisor pick who they want within a couple of days so the applicant chosen will still be interested in the job and not go to another company. Human Resources function is very important in recruiting and selection. It can help keep workers working without having a back load and slowing down productivity.

WK3 Assignment MGT330

“The employee placement process consists of four activities: recruiting, selection, orientation and employee development” (Reilly, Minnick & Baack, 2011). Since we now know whom we are looking for, it is time to find the employees that best fits the areas needed. Now we have to list our job, its description, and various functions. We should also add the minimum requirement on education as well as previous training. We will now send it out to advertise for potential employee has and show them the possible positions available. After we have our close date, we will begin with forming our short list of those applicants that are a perfect fit for the job.

Target Corporation-Hr Essay

Human resource is an appellation used in referring to the workforce of an organization or company. Human resource management is involved in the act of putting together employees in an organized manner to assure the objectives of the organization are achieved in a competent and experienced manner. Human resources are the most important services of any organization since they are the catalysts of non-human resources and the medium for developing competitive advantages and sounds of creativity. No organization can exist without a human resources department (Walsh, 2009). A company without an HR department would be reducing its operations and could collapse within a short amount of time.

Case Study On Performance Management

Human Resource is an important factor in any organization. The progress of human resource is the major reason for the growth and development of organization. So in every organization roles of human resources should be clearly defined to have an effective performance from their side.

Essay Atha Corporation Executive Plan

The function of the Human Resources department is to ensure that company policies are current as well as properly distributed to the workforce. Additionally they are tasked with recruiting, interviewing, and hiring employees.

The Safety And Health Act Of The Civil Rights Act And The Americans With Disabilities Act Essay

Human resource management demonstrated over time to be more than just the paperwork side of an organization, but a difficult position that needed a specific set of skills to provide success for both the organization and its employees. One of the most important roles and first task of the human resource department is handling the recruitment of employees. An organization will not be able to function without employees, but it is key for the HR department to find the person with the particular

Bus303: Human Resources Management Final Paper

The primary function of human resources management is to increase the effectiveness and the contribution of employees, which are in alignment with the organizations goals and objectives. With in human resources management, there are many components or pieces of the puzzle that allow human resources management to exist. Such pieces of the puzzle include, equal employment opportunity, affirmative action, human resources planning, recruitment, selection, development, compensation, benefits, safety, health and benefits. Each of which will be discussed. In human resource management,

Human Resources (HR) is fundamental to business performance and has a pivotal role to play in the decision making that enables organisations to operate effectively.

Unit 13 Recruitment And Selection P1

Since the applicant has control of what is placed on the resume and cover letter the information on it must be verified for accuracy. Resumes and cover letters that are received at BMW Financial Services are used to review potential applicant’s previous work history and experience. The resumes help the HR team determine if the applicant met the requirements of the positions. The resume is also viewed to determine the applicants schooling as many positions have a degree requirement. Reference checks are used by BMW FS to confirm the applicants passed work history. Initial interviews are used to determine if the candidate meets the minimum KSAOs that have been identified for the position. Most initial interviews are completed over the phone and are

internal hiring vs external hiring.

When an organization announces a vacancy or an open job position then it can be filled by either someone internally from the company already working in another position or externally by somebody who is new to the business. For this firms need to consider different methods of hiring and try to create a pool of potential candidates with relevant skill level.

Recruitment Plan

HR also needs to be cognizant of how the recruitment process will directly affect the quality and diversity of the applicants, the effectiveness of the interviews, how quickly the position is filled, and criterion used to determine the ability to hire the best person for the job.

Ideal Human Resources Department Essay

The role of the human resources (HR) department can play a significant role in the success and achievements of an organization. The department, which has evolved from the

Essay about Human Resource Management

• 9 Works Cited

Human capital management plays an important role in the recruitment process. It is essential for hiring, managing, training high performing employees. Human capital management is important for hiring the right talent, orienting him/her to the organization, making a new employee feel comfortable, training employees in order to constantly upgrade their skills, retaining employees and making employees self sufficient and prepare them for adverse conditions.

Recruiting and Selection Process Essay

Southwest Airlines has developed the ability to attract top talent while retaining those already working within their company. This human resource function is one that companies are striving to continuously improve. In which many companies try to duplicate Southwest’s approach, but are not as successful as the customer service oriented airlines themselves. The mission of Southwest Airlines is dedication to the highest quality of Customer Service delivered with a sense of warmth, friendliness, individual pride, and Company Spirit. Fulfilling this mission statement begins within the recruiting and selection process. Finding the right people, with the right attitude, can be more challenging as one may think.

Steve Jobs Essay - 4 I's Study

John Sculley former CEO of both PepsiCo & Apple states that the differences between leadership and management is; “Leadership is often confused with other things, specifically management. Management requires an entirely different set of skills. As Sculley sees it, leadership revolves around vision, ideas, direction, and has more to with inspiring people as to direction and goals than with day-to-day implementation…One can’t lead unless he can leverage more than his own capabilities… You have to be capable of inspiring other people to do things without actually sitting on top of them with a checklist-which is what management is and not leadership.

Comparative Human Resource Analysis : Coca Cola And Pepsico

Human Resources constitute as one of the most imperative components of any organization, be it small scale business or a large conglomerate. Some of the key functions of the Human

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Recruitment And Recruitment Process

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Essay On Recruitment

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Recruitment & Selection

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Case Study Of Recruitment

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Recruitment essay.

Recruitment is the process of generating a pool of qualified candidates for a particular job. The firm must announce the job’s availability to the market (inside and outside the organization) and attract qualified candidates to apply.

To date most of the research conducted has addressed recruitment sources, recruiters, and realistic job previews. Once an employer has decided that external recruitment is necessary, a cost-effective and appropriate method of recruitment must be selected. There are a number of distinct recruitment sources to choose from, each of which is more or less appropriate in different circumstances. As a result, most employers use a wide variety of different recruitment sources at different times; the most prominent are the following (in many situations there is also a good case for using different sources in combination when looking to fill the same vacancy):

• Current employees. Internal job postings give current employees the opportunity to move into the organization’s more desirable jobs. Internal advertising has the advantage of providing maximum information to all employees, who might then act as recruiters. It also provides the opportunity for all internal employees to apply, and is speedy and cost-effective. Conversely, it is limited to a certain number of applicants, the internal candidates are not matched against those from outside, and it could be unlawful if it inserts indirect discrimination.
• Referrals from current employees. Studies have shown that employees who were hired through referrals from current employees tended to stay with the organization longer and displayed greater loyalty and job satisfaction than employees who were recruited by other means. Employee referrals can be an effective recruitment tool, because employees have a good sense of what it takes to be a successful worker and member of the organization.
• Former employees. An organization may decide to recruit employees who previously worked for the organization. Forming an online alumni network could be a simple and cost-effective way to maintain a hiring pool of competitive candidates. Moreover, a network of former employees can be a source of employee referrals, because they are familiar with the company, its culture, and its values.
• Print and radio advertisements. Advertisements can be used both for local recruitment efforts and for targeted searches. Advertising in the national press has the advantage of reaching large numbers and constitutes the accepted medium for search by those seeking particular posts. Conversely, the cost might be high and much of the cost could be wasted in reaching inappropriate people. Advertising in the technical and targeted press has the advantage of reaching a specific population with minimum waste, but it is inappropriate when a no specialist is needed or where the specialism has a choice of professional publications.
• Internet advertising and career sites. Employers are increasingly turning to the Web as a recruitment tool, because online ads are relatively cheap, are more dynamic, and can often produce faster results than newspaper ads. For employers the principal attraction is the way that the internet allows jobs to be advertised inexpensively to a very large audience. The cost of setting up a good Web site is quite low. The other big advantage is speed. People can respond within seconds of reading about a job opportunity by e-mailing their CV. Shortlisting can also be undertaken quickly with the use of CV-matching software or online application forms.

In practice, however, there are major problems. A key drawback is the way that employers advertising jobs tend to get bombarded with hundreds of applications. To prevent this, online shortlisting software that is able to screen out unsuitable applications must be used. Such technologies, however, are not wholly satisfactory. Those that work by looking for key words in CVs inevitably have a “hit and miss” character and can be criticized for being inherently unfair. The alternative is to require candidates to apply online by completing an application form or psychometric test. Other problems concern fears about security and confidentiality, which serve to deter people from submitting personal details over the Web. Criticisms have also been made about poor standards of ethicality on the part of cyber agencies.

• Employment agencies. Many organizations use external contractors to recruit and screen applicants for a position. Agencies can be particularly effective when the firm is looking for an employee with a specialized skill.
• University or college recruiting. Many organizations recognize that there is value in interacting with university or college students, developing relationships, and generating interest in the pool of candidates through activities such as company visits to college campuses, job fairs, and internships.
• Customers. An innovative recruitment source is the organization’s customers, who are already familiar with the organization and what it offers. Customers may bring more enthusiasm to the workplace than other applicants and, as the recipients of the firm’s product or service, may have valuable insights into how the organization could be improved.

With regard to recruitment sources, it is expected that different sources might be associated with different recruitment outcomes. Two main explanations have been offered that try to understand this association. The realistic information hypothesis proposes that persons recruited via certain sources are likely to have more accurate information about what a job entails. Possessing such information is thought to enable an applicant to make a more informed decision about whether to pursue a job. Lacking such information, the individuals are thought to be less likely to be able to self-select out of consideration for jobs that may not be a good fit in terms of their skills and interests. If hired, these less-informed individuals are more likely to be unhappy with their job choice and may be more likely to resign. The second explanation is known as the individual difference hypothesis. This explanation is based on the premise that sources differ in the types of individuals they reach and that these differences result in different outcomes.

The human resource manager needs to monitor the effectiveness of the recruitment sources, first to ensure value for money, and second, to ensure that the pool of applicants produced by the various sources is suitable. Researchers have suggested four numbers to collect to monitor the effectiveness of the recruiting:

(1) number of initial inquiries received that resulted in completed application forms; (2) number of candidates at various stages in the recruitment and selection process, especially those shortlisted; (3) number of candidates recruited; and (4) number of candidates retained in the organization after six months. There is also a good case for monitoring the numbers of men and women who are successful at each stage of the process and the numbers of people from different ethnic minorities. Where an imbalance becomes apparent, the organization can then take remedial action.

Recruiters And Job Previews

In addition, recruiters play a central role in the recruitment process, because applicants’ perceptions of recruiters’ behaviors (e.g., their willingness to provide information) and attitudes (e.g., their interest in the candidate) are associated with applicants’ expectations of receiving a job offer and their reported probability of accepting the offer. In terms of recruiter demographic characteristics, there is a weak relationship between demographic characteristics and applicant reactions. However, it could be argued that similarity on certain dimensions with the recruiters might be important to job applicants, especially for variables such as job attractiveness. Finally, the evidence regarding the effect of recruiter experience, training, and functional area on applicants’ reactions remains quite inconclusive.

Recruiters might have an effect on job candidates because they serve a key role in directly communicating information about a position and an organization to applicants. To carry out this communication role effectively, a recruiter needs to have both the ability to communicate effectively and personal credibility. Moreover, recruiters could be seen by applicants as signals of unknown aspects of the organization, especially when the applicants lack detailed knowledge of the hiring organization and when the recruiter is from their functional area.

Finally, realistic job previews play a crucial role in the recruitment process. A realistic job preview refers to the presentation by an organization of both favorable and unfavorable job-related information to job candidates. Most realistic job preview models hypothesize that providing realistic job information to applicants results in their having their job expectations met. It is further assumed that providing realistic job previews influences job clarity and individuals’ perceptions that the organization is honest with them. Given that candidates perceive alternatives to accepting an undesirable job, providing a realistic job preview results in applicant self-selection, which, in turn, results in a higher level of job satisfaction, a lower level of voluntary turnover, and a higher level of performance.

In addition to the above-mentioned traditional sources of recruitment, many companies recruit from nontraditional labor pools and use innovative methods to attract new employees. Nontraditional labor pools can include prisoners, welfare recipients, senior citizens, and workers from foreign countries.

Other Considerations

An integral part of many organizations’ recruitment efforts, both externally and internally, is attracting women, minorities, people with disabilities, and other employees in the protected groups. Many private sector employers believe that policies such as affirmative action make good business sense for them. A good rule of thumb is to target potential recruits through media or recruitment methods that focus on minorities. However, when a company puts too much emphasis on hiring of minorities in ads, candidates may feel resentful or believe they are being hired simply to fill a quota. Thus, recruitment experts say that minority candidates should be addressed the same way all candidates are.

It is also important to provide certain types of documentation to recruits as a means of focusing their minds on whether the job will suit them or not. Documents that are commonly provided for applicants are the following: a copy of the relevant job description and personnel specification, a copy of the advertisement for reference purposes, a copy of any general recruitment brochure produced by the organization, the staff handbook or details of a collective agreement, details of any occupational pension agreements, and general information about the organization. It is also essential to have some method of tracking recruitment, so that an immediate and helpful response can be given to applicants inquiring about the stage their application has reached. It is also necessary to ensure that all applicants are informed about the outcome of their application. This will reduce the number of inquiries that have to be handled, but it is also an important aspect of public relations, as the organization dealing with job applicants may also be dealing with prospective customers.

Finally, it is useful and far more satisfactory to have in place a fair and objective system for shortlisting candidates that produces the best group of alternative candidates to move forward to the interview stage. This can be achieved by using a panel of managers to undertake shortlisting, reducing the likelihood that individual prejudices will influence the process. Another way is by employing a scoring system with which to score each CV or application form received against the key shortlisting criteria identified at the start of the process.

Bibliography:

• Irving H. Buchen, Partnership HR: New Norms for Effective Recruitment, Performance, and Training of Today’s Workforce (Davies-Black, 2007);
• Constangy, Brooks & Smith, LLC, Recruiting, Retaining, and Terminating Employees (Ceridian, 2008);
• Margaret Foot and Caroline Hook, Introducing Human Resource Management (Prentice Hall Financial Times, 2008);
• Niamh Gallagher and Duncan O’Leary, Recruitment 2020: How Recruitment Is Changing and Why It Matters (Demos, 2007);
• Marloes De Graaf-Zijl and Ernest E. Berkhout, “Temporary Agency Work and the Business Cycle,” International Journal of Manpower (v.28/7, 2007).

This example Recruitment Essay is published for educational and informational purposes only. If you need a custom essay or research paper on this topic please use our writing services. EssayEmpire.com offers reliable custom essay writing services that can help you to receive high grades and impress your professors with the quality of each essay or research paper you hand in.

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Read this essay to learn about Recruitment of Employees. After reading this essay you will learn about: 1. Meaning and Definitions of Recruitment 2. Need of Recruitment 3. Purpose 4. Process 5. Sources 6. Methods 7. Philosophies 8. Recent Trends 9. HR Challenges.

• Essay on the HR Challenges in Recruitment

Essay # Meaning and Definitions of Recruitment :

Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organisation. When more persons apply for jobs then there will be a scope for recruiting better persons. The job-seekers too, on the other hand, are in search of organisations offering them employment. Recruitment is a linkage activity bringing together those with jobs and those seeking jobs.

According to Yoder, “Recruitment is a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting the manpower in adequate numbers to facilitate effective selection of an efficient working force.” Recruitment is the process which prompts people to offer for selection in an organisation.

This involves locating sources of manpower to meet job requirements. In his words, “It is a process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organisation. It is often termed positive in that it stimulates people to apply for jobs to increase the hiring ratio, i.e., the number of applicants for a job.”

According to Flippo, “Recruitment is the process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organisation” .

According to Dale S. Beach “Recruitment is the development and maintenance of adequate manpower resources. It involves the creation of a pool of available labour upon whom the organisation can depend when it needs additional employees.”

Essay # Need of Recruitment :

Recruitment need is of three types:

i. Planned:

Planned i.e., the need arising from changes in organisation and retirement.

ii. Anticipated:

Anticipated needs are those movements in personnel, which an organisation can predict by studying trends in internal and external environment.

iii. Unexpected:

Resignation, deaths, accidents, illness give rise to unexpected needs.

Essay # Purpose and Importance of Recruitment :

The purpose and Importance of Recruitment are given below:

i. Attract and encourage more and more candidates to apply in the organisation.

ii. Create a talent pool of candidates to enable the selection of best candidates for the organisation.

iii. Determine present and future requirements of the organisation in conjunction with its personnel planning and job analysis activities.

iv. Recruitment is the process which links the employers with the employees.

v. Increase the pool of job candidates at minimum cost.

vi. Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants.

vii. Help reduce the probability that job applicants once recruited and selected will leave the organisation only after a short period of time.

viii. Meet the organisations legal and social obligations regarding the composition of its workforce.

ix. Begin identifying and preparing potential job applicants who will be appropriate candidates.

x. Increase organisation and individual effectiveness of various recruiting techniques and sources for all types of job applicants.

Essay # Process of Recruitment :

Recruitment process passes through the following stages:

1. Recruitment process begins when the personnel department receives requisitions for recruitment from any department of the company.

The personnel requisitions contain details about the position to be filled, number of persons to be recruited, the duties to be performed, qualifications expected from the candidates, terms and conditions of employment and the time by which the persons should be available for appointment etc.

2. Locating and developing the sources of required number and type of employees.

3. Identifying the prospective employees with required characteristics.

4. Developing the techniques to attract the desired candidates. The goodwill of an organisation in the market may be one technique. The publicity about the company being a good employer may also help in stimulating candidates to apply.

5. Employing of techniques to attract candidates. There may be others of attractive salaries, proper facilities for development etc.

6. The next stage in the process is to stimulate as many candidates as possible and ask them to apply for jobs. In order to increase the selection ratio, there is a need to attract more candidates.

7. Evaluating the effectiveness of recruitment process.

Thus, in an ideal recruitment programme, individuals responsible for the recruitment process must know how many and what types of employees are needed, where and how to look for individuals with the appropriate qualifications and interests, what inducements to use or how to avoid various types of applicant groups, how to distinguish applicants who are unqualified from those who have a reasonable chance of success and how to evaluate their work.

The following figure shows an ideal recruitment process as developed by Herbert G. Heneman III et. al.:

Essay # Sources of Recruitment :

Before an organisation actively begins to recruit applicants, it should consider the most likely source of the type of employee it needs.

Some companies try to develop new sources while most try to tackle the existing sources they have. These sources, accordingly, may be termed as-internal and external. Management considers several variables in deciding on the extent to which they will depend on inside and outside sources.

Among the most important are the following:

1. The Effect of the Policy on the Attitudes and Actions of all Employees:

It is often cited as the major reason for a policy of promotion from within. Most employees are likely to feel more secure and to identify their own long term interests with those of the organisation when they can anticipate first chance at job opportunities. On the other hand, general application of the promotion from within policy may encourage mediocre performance by the employees.

2. The Level of Specialisation Required of Employees:

In many organisations, the principal source of qualified workers may be the present employees who have received specialised training. In new industries or endeavours, no other source may be as satisfactory.

3. The Emphasis on General Economic Policy on Participation by Employees at All Levels:

New employees from outside, inexperienced in the firm, may not know enough about its service or products or processes to participate effectively.

4. The Need for Originality and Initiative:

If management feels that it is providing training for these qualities, it may prefer its own people. If, on the other hand, it feels no such assurance, that fact may argue for the importation of new people with different ideas.

5. Acceptance of the Seniority Principles:

In most organisations, if emphasis is to be placed on promotion from within, seniority will play an important part. It is the simplest basis on-which to decide who merits advancement.

Essay # Methods of Recruitment:

Methods of recruitment are different from the sources of recruitment. Sources are the locations where prospective employees are available. On the other hand, methods are ways of establishing links with the prospective employees.

Various methods employed for recruiting employees may be classified into the following categories:

1. Direct Methods:

Under direct recruitment, employee contacts, manned exhibits and waiting lists are used. Representatives of the organisation are sent to the educational and training institutions for scouting prospective candidates.

These travelling recruiters exchange information with the students, clarify their doubts, stimulate them to apply for jobs, conduct campus interviews and short list candidates for further screening. They act in cooperation with the placement head of the institution.

Another direct method is to ask employees of the organisation to contact the public and tell them about the vacancies. Manned exhibits involve sending recruiters to seminars and conventions, setting up exhibits at fairs and using mobile offices to go to the desired centres. Some organisations prepare the waiting lists of candidates who have indicated their interest in jobs in person, through mail or over telephone.

2. Indirect Methods:

Advertisement in newspapers, journals, on the radio and television are used to publicise vacancies. A well thought out and clear advertisement enables candidates to assess their suitability so that only those possessing the requisite qualifications will apply.

This method is suitable when the organisation wants to reach out to a large target group scattered geographically. Considerable details about jobs to be filled and qualifications required can be given in the advertisements. But a large number of candidates may be unsuitable.

3. Third Party Methods:

Various agencies can be used to recruit personnel. Public employment exchanges, management consulting firms, professional societies, temporary help societies, trade unions, labour contractors are the main agencies. In addition, friends and relatives of existing staff and deputation method can be used.

Essay # Philosophies of Recruitment :

There are basically two philosophies of recruitment:

(i) Traditional

(ii) Realistic

The traditional philosophy is to get as many people as possible to apply for the job. As a result of this, a large number of job seekers apply for the job, which makes the final selection process difficult and can often result in the selection of wrong candidates. Wrong selection can, in turn, lead to employee dissatisfaction and turnover in the long run.

In realistic philosophy, the needs of the organisation are matched with the needs of the applicants, which enhance the effectiveness of the recruitment process. In realistic approach, the employees who are recruited will stay in the organisation for a longer period of time and will perform at a higher level of effectiveness. Two approaches can be used to match the organisational needs with that of the applicants.

(i) Realistic Job Preview (RJP)

(ii) Job Compatibility Questionnaire (JCQ)

Realistic Job Preview :

RJP provides complete job related information to the applicants. It includes both positive and negative aspects of the job. RJP can result in self-selection process—Job applicants will evaluate the compatibility among the jobs and their personal needs. They can decide whether to attend the interviews and tests for final selection or to withdraw in the initial stage.

The advantages of RTP are:

a. Lower rate of employee turnover

b. Higher level of job satisfaction and performance.

c. More beneficial at the entry level where there are innumerable applicants per position.

The RJP can, however, increase the cost of recruitment by increasing the average time it takes to fill each job.

Job Compatibility Questionnaire :

JCQ is used to determine whether an applicant’s preferences for work match the characteristics of the job. Greater the compatibility between these two, greater will be the probability of employee effectiveness and longer the tenure of employees.

JCQ is designed to collect information on all aspects of a job which have a bearing on employee performance, absenteeism, turnover and job satisfaction.

Items in JCQ cover the following factors:

a. Task requirements

b. Physical Environment

c. Customer Characteristics

d. Peer Group

e. Leader characteristics

f. Compensation preferences

g. Task variety

h. Job autonomy

i. Physical demands of the Job

j. Work Schedule.

JCQ would be given for filling up to the job seekers who are familiar with the job to be filled.

Essay # Recent Trends in Recruitment :

The following trends are being seen in recruitment:

1. Outsourcing:

In India, the HR processes are being outsourced from more than a decade now. A company may draw required personnel from outsourcing firms. The outsourcing firms help the organisation by the initial screening of the candidates according to the needs of the organisation and creating a suitable pool of talent for the final selection by the organisation.

Outsourcing firms develop their human resource pool by employing people for them and make available personnel to various companies as per their needs. In turn, the outsourcing firms or the intermediates charge the organisations for the services.

Advantages of outsourcing are:

1. Company need not plan for human resources much in advance.

2. Value creation, operational flexibility and competitive advantage.

3. Turning the management’s focus to strategic level processes of HRM.

4. Company is free from salary negotiations, weeding the unsuitable resumes/candidates.

5. Company can save a lot of its resources and time.

2. Poaching/Raiding :

“Buying talent” (rather than developing it) is the latest mantra being followed by the organisations today. Poaching means employing a competent and experienced person already working with another reputed company in the same or different industry; the organisation might be a competitor in the industry.

A company can attract talent from another firm by offering attractive pay packages and other terms and conditions, better than the current employer of the candidates. But it is seen as an unethical practice and not openly talked about.

Indian software and the retail sector are the sectors facing the most severe brunt of poaching today. It has become a challenge for human resource managers to face and tackle poaching, as it weakens the competitive strength of the firm.

3. 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:

i. Low cost.

ii. No intermediaries

iii. Reduction in time for recruitment.

iv. Recruitment of right type of people.

v. Efficiency of recruitment process.

Essay # HR Challenges in Recruitment :

Recruitment is a function that requires business perspective, expertise, ability to find and match the best potential candidate for the organization, diplomacy, marketing skills (as to sell the position to the candidate) and wisdom to align the recruitment processes for the benefit of the organisation.

The HR professionals – handling the recruitment function of the organisation – are constantly facing new challenges in Recruitment. The biggest HR challenge in Recruitment for such professionals is to source or recruit the best people or potential candidate for the organisation.

In the last few years, the job market has undergone some fundamental changes in terms of technologies, sources of recruitment, competition in the market etc. In an already saturated job market, where the practices like poaching and raiding are gaining momentum.

HR professionals are constantly facing new challenges in one of their most important function – recruitment. They have to face and conquer various challenges to find the best candidates for their organisations.

The major challenges faced by the HR in recruitment are:

i. Adaptability to Globalization:

The HR professionals are expected and required to keep in tune with the changing times, i.e. the changes taking place across the globe. HR should maintain the timelines of the process.

ii. Lack of Motivation:

Recruitment is considered to be a thankless job. Even if the organisation is achieving results, HR department or professionals are not thanked for recruiting the right employees and performers.

iii. Process Analysis:

The immediacy and speed of the recruitment process are the main concerns of the HR in recruitment. The process should be flexible, adaptive and responsive to the immediate requirements. The recruitment process should also be cost effective.

iv. Strategic Prioritization:

The emerging new systems are both an opportunity as well as a challenge for the HR professionals. Therefore, reviewing staffing needs and prioritizing the tasks to meet the changes in the market has become a challenge for the recruitment professionals.

Related Articles:

• Recruitment: Meaning, Definition, Process and Factors influencing Recruitment
• Difference between Recruitment and Selection Process

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