02. THE PROCESS OF RECRUITMENT & SELECTION
Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization (Biswas2012).
Recruitment Methods
Recruiters use various recruitment methods such as
job advertisement, online portals (job and web portals), word-of-mouth, social media, etc. for attracting suitable applicants.
Some recruiters prefer Social Media Recruitment as it
is more cost-effective and fills up vacancies very fast while some recruiters find that online
portals has been more effective as they are less expensive.
The following elements in the recruitment and selection
processes have imperative contributions to make in helping find most suitable
candidates for the given posts.
- Job Vacancy
- Job Analysis
- Attracting Candidates
- Screening
- Interviews & Assessments
- Offering & Onboarding
- Induction & Training
Job Vacancy
The first step is when vacancy arises within the
organization. One should be aware of the vacant positions and by when they
should get filled with capable employees. Job vacancy enables the individuals
to determine the factors, such as, redesigning, or initiating part time
employment opportunities for the individuals. In some cases, vacant positions
may get filled with qualified candidates rapidly, whereas in others, it may be
a time consuming process.
Job Analysis
Two main factors need to be taken into
consideration regarding job analysis. First is expectation of the employers
from their employees, within the organization, the employers have certain
expectations from their employees regarding performance of job duties, and they
expect them to inculcate the traits of regularity, diligence, resourcefulness,
conscientiousness and creativity. The other areas that need to be taken into
consideration are the characteristics of the job. These include, training, work
experience, skills and knowledge, physical attributes, personality traits,
communication skills and personal circumstances.
Attracting Candidates
In attracting candidates for the jobs, there are
two important sources that need to be taken into consideration, internal
recruitment and external recruitment.
Screening
The purpose of the screening process is to
narrow down the field, so that one is able to spend more time with the
candidates for formal interviews. After the screening process is implemented in an
adequate manner, then interviews are organized for the candidates
Interviews & Assessments
Interviewing candidates & technical / non technical assessments including psychometric tests that helps more accurately assess students' learning performance.
Offering & onboarding
This process inclusive of written communication of the selected candidate's appointment,
medical completed if appropriate, background verification, sending of appointment letters and signing
the contract.
Induction & Training
Induction is the process of receiving and
welcoming of the employees, after they have been selected and providing them the
required training needed to settle down adequately. Induction helps to smooth the early
stages, when everything is likely to be extraordinary and unfamiliar to the new
employees. Also, it could establish a positive attitude of the organization within the
mind-sets of the employees, so that they are likely to stay for a long term and
to obtain effective output from new employees in short period of time.
References
A Study On Recruitment & Selection Process With Reference. [Online] Available at:https://www.researchgate.net/publication/268210664_A_Study_On_Recruitment_Selection_Process_With_Reference
A Review of recruitment and selection process.[Online] Available at: https://www.researchgate.net/publication/341787517_A_Review_of_recruitment_and_selection_process
Yes, Chanika, In this process HR Team would be responsible to select suitable person to required position since the decision will be effect to the entire organisation profitability or image. in that process Be aware of the company's and candidates' needs, Properly communicate with applicants may be supported to the final result.
ReplyDeleteRecruitment methods can be divided in to two categories namely traditional recruitment methods and modern recruitment methods. I think the most suitable recruitment method for IT sector is modern recruitment methods since it is more practical in the current society since most of job seekers are used to refer social media. Also on the job training or internal recruitment is more efficient than the other recruitment methods since it take little time to proceed.
ReplyDeleteChanika, thank you for sharing your thoughts with us. Get a comprehensive picture of how the hiring process works.
ReplyDeleteOrganizations in Sri Lanka seem to be constrained to use the traditional methods of recruiting.
It is my belief that it should be aggressively expanded for the social media platform. Most companies did not use at least Linkedin as a source of potential employees. This is quite different in the global setting, which is heavily reliant on social media.
Good article Chanika. In the current scenario, there is a lot of talent in the market and also there is lot of competition in the market which makes the process of Recruitment & selection is difficult. Most employers pay more attention to core skills required in a selection interview such as planning, avoiding potential distortion, questioning, listening and evaluation. To employ the best workforce, the best practices like reliability, validity, costs, professional image and candidate reaction should be adopted. Better recruitment and selection strategies result in making more effective organizations and to hire and retain satisfied employees.
ReplyDelete