According to Shih, Huang and Shyur (2005), recruitment process consists of different steps. In an organization, recruitment process begins, when different requisitions are received by human resource department from any other department of the firm. The human resource requisitions include information about the number of persons to be recruited, duties to be performed, required qualification, position to be filled, employment terms and conditions and the time when person should be available for appointment. It shows that all necessary information by which a candidate can be recruited is determined in the first step.Urgent Assignment Help
After receiving requisitions, human resources managers locate and develop the source of required number and types of people. In next to this, managers identify the prospective employees with required employees and communicate organizational information, job information and all terms and conditions of service (Ferris, Berkson and Harris 2002). After this, recruiters encourage the identified candidates to apply for job in the company. In last, human resource managers evaluate the effectiveness of recruitment process.
In contrary to this, Nankervis, Compton and Morrissey (2009) stated that recruitment process includes following steps such as preparing for recruitment, equal opportunity, establishing a recruitment and selection policy, delegation of responsibilities for the process recruitment, planning the process of recruitment, job descriptions, person specifications, applications forms, advertisement of jobs and information to applicants.
At the same time, Erasmus and Schenk (2009) also defined about the recruitment process that can be effective to gain competitive advantage in the market. According to them, recruitment process includes following steps:
Identification of Recruitment Need: In first step, managers determine the exact need for recruitment in the organizations. Recruitment needs can be of three types such as anticipated needs, planned and unexpected needs in an organization (Erasmus and Schenk 2009).
Consult the Recruitment Policy and Procedures: Specific guidelines for recruitment are provided by the organizations in the recruitment policy and procedure document. This document should be consulted in the interest of consistency in order to ensure effective and efficient roll-out of the recruitment process. This document provides guideline in different areas such as role of different people in this process and sources and methods of recruitment that apply in a particular situation. In next step, responsible person take approval of recruitment from managerial staff of different departments in order to recruit right person at right job. In addition to this, human resource managers also make sure that job description and person specification are current.Make my Assignment
Choose the Recruitment Sources: In this step, organizations select appropriate sources in order to recruit different employees. Organizations can recruit employees externally or internally. Through promotions and transfers, organizations can recruit candidates internally. On the other hand, there are also other sources such as press advertisements, employment exchanges, employee recommendations, etc. that organizations can use to select candidates externally. Recruitment policy tells HR managers, whether they will recruit employees internally or externally.
Decide on Methods of Recruitment: In this step, managers decide the recruitment method in order to establish contact with potential candidates. Organizations can select an appropriate method according to the recruitment policy. After selecting a suitable method, managers apply the recruitment method. For example, if newspaper advertising is used, managers give full information related to job, organization, time and place, so that candidates can easily contact with company.
After all these steps, managers also give sufficient time to candidates, so that they can give their responses. After receiving responses, managers screen responses and draw up an initial shortlist of candidates. In last, shortlisted candidates are being informed by the managers.
In support to Erasmus and Schenk (2009), Nankervis, Compton and Morrissey (2009) defined a typical strategic recruitment process. Strategic recruitment process starts with analyze of dynamic environment in order to keep up to date with environmental changes and make recruitment process accordingly. Managers build human resource strategy on the basis of strategic business plan of organizations and also there remains involvement of key stakeholders while making decisions. With the consideration of human resource strategy, managers prepare human resource plans and policies, so that they can select right people at right job. On the basis of human resource plans and policies, managers select an appropriate recruitment process including some steps such as recruitment requisition, competency or position analysis, position description and evaluation, budget check, sourcing, pool of applicants and selection process in order to select right people in the firm.