Recruitment as the most important aspect of Human Resource Management

 

 Recruitment as the most important aspect of Human Resource Management


Human resource management is the process of managing and organizing people in an organization to meet its goals. It includes strategies for planning, implementing, and controlling recruitment activities as well as employing appropriate selection criteria. Human resource management includes identifying, recruiting, assessing performance of employees, training employees for new positions or for their own development.

While it may be considered a "business" function at first glance it is actually a function that needs to be managed by all levels within the business when considering the bigger picture of successful occupational health and safety regulation within particular industries such as construction or manufacturing where there are often high rates of injury even during routine work which will ultimately impact on employee retention rates.

The importance of recruitment is often overlooked when first entering the workforce, yet it is an important factor that not only has a direct impact on the well-being of employees, but also on management's ability to run the business during its early stages.

Recruitment is essential to ensuring the future success of the business and its workforce. A key goal of human resource management (HRM) is to recruit and retain qualified employees who contribute to the success of a company. The process begins with job analysis, which involves determining requirements for a particular position. Job analysis is followed by posting notice of job availability, screening candidates, selecting applicants and hiring new staff members.

A key step of the HRM process is the recruitment process. Recruitment refers to the effort to attract a pool of applicants for a specific job opening. Recruitment could also be called a "search" or "screening" when more than one candidate is sought for a position.

Recruitment is also used to build and retain high performing employees that fit within the company culture and vision. The human resource function focuses on recruiting employees who will:


An HR professional should ensure that recruitment activities are consistent with organizational goals, appropriate in terms of costs, and meet applicable legal standards (e.g., complying with anti-discrimination laws). When creating job ads, an HR manager should follow guidelines that are required by the Equal Employment Opportunity Commission (EEOC), which is the federal agency that enforces anti-discrimination laws in the workforce.

To begin with recruitment, human resource managers must first understand their current need for employees and where future hiring needs will be. This includes predicting what positions will be needed in the future and who will fill them. Once all positions are identified, then human resource managers can determine how many people they need to fill those positions.

Because turnover and hiring costs can be substantial, many organizations use a rational approach to planning for recruitment. A rational approach involves identifying organizational goals and objectives, and then determining if gaps between the current staff and future needs are likely and significant enough to warrant specific action. Analysis can also be used to determine if there is a potential for overstaffing. For example, if an organization has too many employees in a given area or department, they may be able to reduce the number of workers through attrition or other means without incurring recruitment costs. Human resource managers use this information when creating hiring plans.

Some experts suggest that human resource strategies should focus on finding good employees as opposed to filling positions quickly. Due to the cost and time involved in recruitment, hiring managers should aim to fill positions with well-qualified employees who are likely to stay with the organization in the long term. Government regulations such as equal opportunity employment, affirmative action and fair employment practices all help ensure that companies follow these guidelines in their recruitment activities.

Employment agencies play an important role in helping organizations fill positions. In addition to enhancing corporate recruitment efforts, they can ensure that small businesses gain access to specialized skills and expertise in a timely way. The same rational approach is used when using agency workers as when recruiting permanent staff. Before hiring from an agency, it is important for HR managers to understand how the agency operates and what costs will be incurred. Some agencies charge a fee for their services whereas others may be compensated by the client organization.

HR managers often develop databases and networking groups to help identify candidates, particularly when conducting international recruitment. Keeping current job postings on the Internet is one way of efficiently distributing information about available jobs and attracting more applicants. HR professionals also use databases, such as Monster and CareerBuilder, to post job openings, along with links to company web sites. These databases are geographically targeted so potential candidates can easily view available jobs in their area and send applications directly online. A number of computer-based applicant tracking systems enable organizations to screen large numbers of resumes quickly, saving time and money during the recruitment process.

One computer-based system that is currently very popular is the internet-based resume bank. This type of resume bank enables businesses to post a resume on the internet, with an e-mail address or fax number, and automatically send it to employers who contact them. This application makes it easy for employers to get information about candidates and for candidates to find jobs. Many applicants learn about opportunities in which they may be interested from resumes posted on the internet and apply directly through this method rather than through a recruiter.

Another type of resume bank is one that allows job seekers to upload their resumes to a database. These databases are used by companies looking to hire, and can be searched by keywords. For example, if a company is hiring for the positions of "sales representative" and "account manager", two common keywords for the resume bank would be sales representative or account manager. Many candidates upload their resumes to multiple resume banks to increase their chances of getting a job. Resume banks are often used in combination with other online recruitment methods such as sharing job listings on social media outlets through LinkedIn, Facebook and Twitter.

The third type of internet-based resume bank requires job seekers to post their resumes online on company websites or large employment sites like Monster or CareerBuilder. An employer or HR manager can search through all resumes in this database and contact the candidates most qualified for a position.

The internet is not the only medium for recruiting and finding employees. There are many niche sites that cater to a specific audience, such as military veterans, and usually offer targeted job postings. Additionally, online chat rooms are available to help companies recruit potential employees. For example, TheLadders is an exclusive network that connects businesses with highly paid executives and professionals. TheLadders' formula-based matching algorithm serves to connect top talent with top organizations.

When an organization needs to increase staff levels rapidly, they may place ads in local news sources (e.g. USA Today, New York Times etc.) or on the Internet. There are also sophisticated computerized systems for quickly finding candidates by keyword and location. Many of these systems will allow an employer to complement their current database with a search based on keywords or location.

Online job boards are often used by recruiters to find and distribute jobs. At OnlineJobs.com, employers can upload their job listings, in addition to posting search results from many recruitment websites at once. On sites like this, employers have the option of including a description of the job and its requirements (e.g., skills required), as well as contact information for potential applicants and those who submit resumes or applications via email or fax (e.g., phone number).

Conclusion:

The employment process consists of three phases, namely, recruitment and selection, orientation and training and finally performance appraisal. Recruitment involves hiring new employees or getting existing employees to accept a change in their employment status. Selection involves all activities related to the screening and hiring of suitable candidates for a job opening; orientation involves training new employees so they can do the job they have been hired to perform; while performance appraisal is the ongoing process of monitoring an employee's overall performance with respect to his/her goals. In addition, human resources departments are responsible for maintaining employee records such as personnel files and time cards, processing tax forms (e.g., W-2s) and administering benefits programs such as unemployment insurance.

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