Managers are traditionally in charge of recruiting new employees when they decide they need to staff up or replace someone leaving. If the position is vacant or not, he ought to carefully consider the following factors before sending the request to HR manager.
- Where there is an alternative solution or not? (Like part-time, over time, transfer, outsourcing, etc.),
- Whether there is the budgetary provision or not?
- Whether the qualification is according to job specification or not?
Recruitment is generally the responsibility of the human resource department. They develop policies, develop strategies, and implement procedures. Employee requisitions are sometimes issued jointly by the HR department and line management, and recruiters go into the field when necessary. Human resources also screens and processes applications. In addition, it monitors the entire process for effectiveness, efficiency, and government compliance and makes improvements as needed.
Step 1: Recruitment Planning
The HR manager can use HR planning to determine what kind and how many employees s/he needs to hire in the near future. Additionally, job analysis and design provide the necessary information for recruitment planning.
Step 2: Strategy Development
This step follows recruitment planning. HR managers develop a recruitment strategy following recruitment planning. During the development stage, HR managers critically evaluate:
- from where we are going to hire?
- which department or unit needs to hire new hands?
- why there is the need to hire?
- how many people do we need to hire?
- when will there be a vacancy? etc.
Step 3: Searching
This is the third step in the recruitment process. HR managers consider both internal and external sources and methods of recruitment (as discussed in the combined paragraph). Based on the merits and demerits of both sources and methods, they determine the best source and/or method..
Step 4: Screening
During this fourth step/stage, the manager properly screens the available candidates provided by step three (i.e. searching). They go through the pool of candidates and determine the potential hires (for the purpose of selection).
Step 5: Evaluation and control
This is the final step in the recruitment process. During this stage, managers evaluate the effectiveness of recruitment activities. Providing it meets the needs of the organization, there is no need for control. In the event that this is not the case, then the recruitment process needs to be controlled.
Ideally, recruitment programs should attract a sufficient number of qualified applicants who will be screened and able to accept positions within the organization once offered. Including an adequate applicant pool in recruitment programs can be difficult, as can underselling or overselling the organization, as well as inadequately screening applicants before they enter the selection process.
Individuals responsible for recruiting must understand how to approach the system, how to look for and evaluate candidates with the right qualifications and interest, what incentives to use (or avoid) for various applicant types, how to distinguish unqualified applicants from those who are likely to succeed, and how to recommend them.
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