Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time. In industries where they do not take active partin recruitment, they make it a point the employees laid off are given preference in recruitment. Nowadays, the engineers, accountants, lawyers help their counterparts to get suitable jobs in industrial organizations. This will keep the organisation in a competitive position. Generally, what kind of qualifications, experience, emotional strength and skills are required are mentioned in job specification. Advertising Top Executive Search Firms Recruiters Best Professional Associations Employment Agencies Walk-In Applicants Special career Events Job Fairs Internships Open Houses for on the spot job offers Event Recruiting Online Recruiting External Recruitment Process: According to a survey, 8 weeks is the approximate time duration for an external recruitment process to conclude. Executive search firms canvass their contacts and do preliminary screening.
The existing employees take full responsibility of those recommended by them and also ensure of their proper behaviour and performance. These advertisements attract applicants in large number of highly variable quality. Many companies will only confirm employment dates and positions held. These contain: Posts to be filled Number of persons Duties to be performed Qualifications required Preparing the job description and person specification Locating and developing the sources of required number and type of employees Advertising etc. In case of unavailability of suitable candidates within the organization, it is better to select them from outside sources. And they sometimes provide employees after conducting selection procedure by themselves. Identifying right candidates Ideas about the kind of employees that are needed to perform the job becomes clear to some extent while preparing job description.
They are also aware of the job requirements and organizational culture of their company. Only qualified and best performer will be suggested by this method. It builds loyalty among employees towards the organization. When such scenarios take place, they have to leave the organization or the management should take initiatives to replace them. Job description and job specification should be clear 2. Though recruiting external candidates might be tougher but it has some positive effect on business.
They are useful as they have nationwide contacts and lend professionalism to the hiring process. The ads in newspapers, professional journals, give a comprehensive detail about the organization, type, and nature of job position, skills required, qualification and experience expected, etc. Basis: It is generally based on seniority cum merit. Sometimes an initial interview or screening is also arranged. Selection, on the other hand, tends to be negative because it rejects a good number of those who apply, leaving only the best to be hired.
Internet is becoming a popular option for recruitment today. Meaning — Recruitment refers to the process of attracting, screening, selecting, and onboarding a qualified person for a job. It may leads to encouragement to favouritism. Recruitment of human resources is a process as it passes through series of steps. One can attract non-active job seekers through this media. Advertisements must contain proper information like the job content, working conditions, location of job, compensation including fringe benefits, job specifications, growth aspects, etc.
Searching the human resource capital i. Screening a large number of candidates consumes more money. It simply passes through determining how many employees or managers of what quality and skills are required at different time. This also increases the cost. Unsolicited Applicants — Many job seekers visit the office of well-known companies on their own. Legal risks: There are chances for legal issues when external recruitment is carried on. Internal Recruitment — is a recruitment which takes place within the concern or organization.
Describe the various sources of recruitment. This is done when the organisation faces a problem which can only be solved by that particular manager. Also read: From the above definitions, recruitment includes those functions which discover and motivate possible candidate to come to the organization. Whenever there is a vacancy in the organization, generally it is to be filled. As per the Employment Exchange act 1959, makes it obligatory for public sector and private sector enterprises inIndia to fill certain types of vacancies through public employment exchanges. Human resource department should determine exact number of employees with required minimum skills, qualification, experience and additional qualities.
Walk in interviews: These interviews are declared by companies on the specific day and time and conducted for selection. These offices are particularly useful to in recruiting blue-collar, white collar and technical workers. Leave a Reply Your email address will not be published. Research has shown that employer tend to improve through first-hand experience and exposure with proper supports for the employee and the employer making the hiring decisions. Such agencies provide the information of genuine candidates to organization.
In past, newspapers or print media were mostly used for publishing job. Turnover The turnover of valuable employees is reduced through internal placement. There are certain vacancies which are filled by recommendations of such people. The major difference between public and private employment agencies is their image. Here, the companies, visit the technical, management and professional colleges to recruit the students directly for the job positions. Promotion is the vertical advancement or upgradation in organizational hierarchy. There are two kinds of employment agencies which are as follow.