Recruitment is defined as the process of seeking and attracting a pool of people from which qualified candidates for job vacancies can be chosen. A recruitment policy lays down the objectives of recruitment and the channels and sources of recruitment. A good policy is based on the organization's objectives; identification of recruitment needs, preferred sources of recruitment, criteria for selection and preferences the cost of recruitment and other financial implications.
The objectives of recruitment are more likely to be achieved if the recruiting sources used are suitable for the kind of position that is to be filled. The selection of recruitment sources should also be economically viable for the organization. Different sources of recruitment can be employed, depending on various factors like the level of the position, number of people required, time available and the funds allocated for recruitment. The different sources of recruitment are internal search, advertisements, employee references, employment agencies, educational institutions and interested applicants. The comparative strengths and weaknesses of these sources in attracting candidates for various levels in the organization are critically evaluated below:
Internal Search
Organizations which go in for an internal search normally announce the vacancy through the displays on notice boards, circulars sent to different departments or through the company's intranet. The policy of developing employees from inside instead of searching for new talent from outside has various advantages:
* It helps in maintaining good employee relations.
* It boosts the morale of the employees as they feel important and valued.
* It encourages competent and ambitious individuals as their performance is rewarded.
* There is complete information about the individual's performance and the credentials are established.
* The cost of recruitment is minimal.
* Time and resources are saved on the selection and induction processes.
* The return on investment of the workforce is increased for the organization.
* If carefully planned and well-executed, promoting from within can also act as a training and development device for middle and top level management.
GET PAID TO RECEIVE SMS Fropper.com - Make Friends, Find Dates, Have Fun Find your life partner online at Shaadi.com Matrimony Indian Educational Books Harry Potter Fropper.com - No.1 Dating Site for India Shaadi.com Matrimonial - Register for FREE CBSE Books There are also certain disadvantages:
* An organization might miss out on talent that is available in the market.
* It is also possible that talent pool within the organization might stagnate without fresh inflows from outside. It is important for any business to have fresh flow of ideas and opinion.
External Sources
An organization will have a much greater choice in human resources if it decides to go in for external recruitment. There are various methods of recruiting from external sources. They are critically discussed below:
Advertisements Advertisements have the widest reach and are quite effective for an organization in search of external talent. Different media can be used for advertising, depending on the cost, the need and the reach desired. Job search and talent search have both benefited immensely with the onset of the internet era. Communication has become much easier and faster.
Employee referrals These form a very good source of recruitment, especially for the lower and middle level management. Employees working with an organization recommend their friends or acquaintances for vacant positions in the organization. The employee would take care to recommend good candidates wince his reputation and credibility is at stake. The other advantage is that the candidate seeking employment has an insider's view of the job. A more direct advantage of referrals is in terms of the time and cost savings for the organization. Disadvantages are that employees may sometimes refer relatives or friends who may not be suitable for the job. It might also lead to the formation of cliques in the organization.
Employment agencies Based on the type of clientele they serve, employment agencies can be broadly classified into public or state agencies, private agencies and head hunters. With the changing market needs and demand for different skill sets, more and more companies and job-seekers are looking at other contemporary avenues for recruitment. Head hunters, a more specialized category of private agencies, cater mostly to the top management level recruitment needs.
Educational Institutions These institutions offer placement services to their students by trying to get some of the best companies in the market to their campus for recruitment. Long-term relationships are built between organizations and educational institutions through this exercise of campus recruitment.
Interested applicants One of the sources of recruitment might be unsolicited applications. It is important that these applications are categorized and maintained in a proper way so that they can be used when there are vacancies.
Other sources Non-traditional resources can also be considered, e.g. associations of the handicapped can provide a highly motivated workforce and also help the organization in building the image of a good corporate citizen. 
Click to join r_e_a_c_h_o_u_t
Changing needs and market dynamics determine the source of recruitment. The organizational recruitment policy and the human resource planning play an important role in defining the sources and methods of recruitment.
No comments:
Post a Comment