Good public relations, rendering public services, etc., help enhance the organization’s image and reputation. Organizations having a good image can attract potential and competent candidates to a large extent. The image or goodwill of the organization also affects recruitment. This policy concerns candidates outside the organization, whereas others want to recruit from internal sources. The recruitment policy of the firm also affects the recruitment process. Large organizations find recruitment less problematic than small organizations. Experience suggests that larger organizations recruit more candidates than small ones. The recruitment process is affected by the size of the organization to a large extent. Griffin said, “recruitment is the process of attracting individuals to apply for open jobs.” Telsang, “recruitment generates applications or applicants for a specific position.” Flippo, “recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization.” The process begins when recruits are sought and ends when their applications are submitted.”Īccording to Edwin B. Keith Davis states, “recruitment is finding and attracting capable applicants for employment. Recruitment is the first stage of the acquisition function. The next step is the acquisition function of human resource management. Successful human resource planning should identify human resource needs, as mentioned earlier. The cost of unnecessary hiring and/or hiring the wrong person can be detrimental to a company’s bottom line.īefore engaging in the recruitment process, management should clearly understand the company’s operational requirements, projected revenues, and business goals and determine the skills and competencies required to meet those needs. Once these needs are identified, HR managers can do something to meet them.Ī company’s growth is measured according to its profits and losses. Successful human resource planning should identify human resource needs. ![]() Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for future human resources needs even though specific vacancies do not exist. Recruitment refers to attracting, screening, and selecting qualified people for a job at an organization or firm. It is a process of accumulating human resources for the vacant positions of the organization. Recruitment is the process of discovering the potential for actual or anticipated organizational vacancies. Recruitment means announcing job opportunities to the public and stimulating them so that several suitable people will apply for them. Recruitment is a step-by-step process of locating, identifying, and attracting qualified people to apply for the vacant post in an organization. Recruitment is searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization. 13 Methods of Recruitment in Human Resources.
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