Example Of Essay On Effective Recruitment Process
Recruitment is one of the functions of the human resource manager that plays a vital role in determining the effectiveness of the organization performance. This is because the overall performance is determined by the application of skills and performance of the manpower selected during the recruitment process. Selecting the appropriate candidate may involve both internal and external candidates, depending on the professional qualifications for a particular job position. In order to acquire the best candidate for a particular job positions HR must put apply several considerations during the selection and recruitment process so as to match the job specifications with the appropriate skills. This paper outlines some of the considerations and decisions that HR should apply in the recruitment process. The paper also outlines several steps that must be followed to ensure a successful recruitment process.
Determining the right candidate to fill in a particular position is influenced by various factors including the responsibilities and the skills required to complete the provided tasks. This requires the HR specialist to carry out a detailed job analysis to identify factors such as the need to carry out the recruitment process and if it is necessary, identify the duties and responsibilities of a newly recruit. Outlining the skills and experience required to perform the task is also an essential factor that should be considered during the job analysis process.
Completion of the job analysis prompts the human resource analyst to decide on the appropriate recruitment process that should be used. This involves internal recruitment where an individual is given a promotion to fill in the new post or invite interested employees to apply for the position. Alternatively, the specialist may opt to conduct an external recruitment and selection process whereby the job advert is posted to various media channels for the interested candidates to apply including the internal employees. External recruitment process requires following the appropriate recruitment process which include short-listing, interviews, selection and induction processes.
The crucial recruitment consideration that the human resource specialist should put in place when considering whether to recruit internally or externally includes factors such the duration or the time required in concluding the whole recruitment process. An internal recruitment usually takes a shorter duration because the employee is already acquainted with the organization’s culture and also requires minimal training on the new position. On the other hand, external recruitment take a longer period of time since the process has to follow all the steps including job analysis, advertising, selection, interviews, placement and training on the organization culture among other important aspects. The second consideration involves the total costs likely to be used in acquiring the right candidate for the position. The cost of hiring an external candidate is much higher due to all the processes that have to be catered for particularly advertisement, interviews and training. This is as compare to internal recruitment that only requires promotion of an interested candidate who satisfies the required skills and expertise.
Internal or external recruitment is also influenced by the availability of a qualified internal candidate. If the HR specialist feels that the internal candidates do not meet the required skills and experience, he/she may opt to conduct the external recruitment process as a way of searching for the candidate with the appropriate qualification. This means that other factors such as cost and duration have to be overlooked as a way of achieving the target goal of recruiting the appropriate candidate for to fill in the job position.
Billsberry, J. (2008). Experiencing Recruitment and Selection. NJ: John Wiley & Sons.
Krell, E. (January, 2015). “Weighing Internal vs. External Hires.” Society for Human Resource Management, Vol. 60(1). Retrieved from http://www.shrm.org/publications/hrmagazine/editorialcontent/2015/010215/pages/010215-hiring.aspx