The procedures of recruiting and selecting employees for the organization
A
cross-cutting issue in human resource planning is to ensure that a proper system
is in place to handle the process. The overall aim of this system is to manage
human resources in line with organizational goals. The system is in charge of
human resource plans, policies, procedures, and best practices. For example, the
system should track emerging human resource management trends, such as
outsourcing certain non-core functions, adopting flexible work practices and
the increased use of information technology, and, if appropriate, implementing
them.
1.1 Environmental Analysis
The
first step in the human resource planning process is to understand the context
of human resource management. Human resource managers should understand both
internal and external environments. Data on external environments include the
following: the general status of the economy, industry, technology, and
competition; labor market regulations and trends; unemployment rate; skills
available; and the age and sex distribution of the labor force. Internal data
required include short- and long-term organizational plans and strategies and
the current status of the organization's human resources.
1.2 Forecasting Human Resource Demand
The aim
of forecasting is to determine the number and type of employees needed in the
future. Forecasting should consider the past and the present requirements as
well as future organizational directions. Bottom-up forecasting is one of the
methods used to estimate future human resource needs by gathering the human
resource needs of various organizational units.
1.3 Analyzing Supply
Organizations
can hire personnel from internal and external sources. The skill inventories
method is one of the techniques used to keep track of internal supply. Skill
inventories are manual or computerized systems that keep records of employee
experience, education, and special skills. A forecast of the supply of employees
projected to join the organization from outside sources, given current
recruitment activities, is also necessary.
1.4 Reconciliation and Planning
The
final step in human resource planning is developing action plans based on the
gathered data, analysis, and available alternatives. The key issue is that the
plans should be acceptable to both top management and employees. Plans should
be prioritized and their key players and barriers to success identified. Some
of these plans include employee utilization plan, appraisal plan, training and
management development plan, and human resource supply plan.
1.5 Why Human Resource is important
Human
resources planning refers to classic HR administrative functions and the
evaluation and identification of human resources requirements for meeting
organizational goals. It also requires an assessment of the availability of the
qualified resources that will be needed. Human resources planning should be a
key component of nearly every corporation’s strategic business planning. To
ensure their competitive advantage in the marketplace, organizations must
implement innovative strategies that are designed to enhance their employee retention
rate and recruit fresh talent into their companies.
2. Definition of Recruitment & Selection
Recruitment
and selection refer to the chain and sequence of activities pertaining to the recruitment and selection of employable candidates and job seekers for an
organization. Every enterprise, business, start-up, and entrepreneurial firm has
some well-defined employment and recruitment policies and hiring procedures.
The human resources department of large organizations, businesses, government
offices, and multilateral organizations are generally vested with the
responsibilities of employee recruitment and selection.
2.1 Types of Recruitment and Selection
In most organizations, recruitment and selection
utilize several outlets: internally, externally, or an internal promotional selection.
In most cases, a company will allow current employees to apply for the position
before posting the position externally.
2.2
Internal Recruitment
When a position opens in an organization, it is
typically posted on the company's intranet and in common areas, such as
cafeterias, break rooms, and departmental information boards. If an employee is
interested in the position, she is normally required to go through a similar
process as an external candidate. The employee will submit her resume and cover
letter to human resources, and if she is qualified, the employee will be
scheduled for an interview with human resources and the hiring manager.
2.3 External Recruitment
If no internal candidates are selected for an open
position, the company will post the position Externally on Internet job boards,
local newspapers and ask its employees for referrals. In most cases, employee
referral programs are established and if an employee refers an outside
candidate that is hired, the employee will receive a cash bonus. Human
resources will screen resumes of candidates that applied, and select resumes
that are qualified for the position.
3. Selection Methods
After an organization selects candidates qualified
for the position, it typically contacts them for interviews and testing.
Interviewing and testing are determined by the company's guidelines and
procedures. In most cases, several candidates are selected and will be screened
on a phone interview by human resources and asked to take assessments.
Assessments can include personality, technical aptitude, or academic assessments
depending on the position requirements.
3.1 Additional Insight
The recruitment and selection process may take
several weeks or months, which can be frustrating for the candidate applying
for the position. Although the process can take time, it ensures the right
candidate is being hired. This is important to many companies because hiring
and training new employees can be costly.
3.2 Selection & Recruitment Techniques
Selection and recruitment are the two most central
steps involved in recruitment for an organization. To hire the best people,
employers should know the finest techniques for recruitment and selection. It
is vital to recruit and select the best people possible to stay ahead of the
competition.
3.3
Selection Techniques
Select candidates who easily adapt to changing
conditions and are ready to work hard for the overall benefit of the
organization. For example, choose candidates who brought drastic changes in
previous organizations with their hard work instead of people who keep on
working without high goals. Job recruiters should select candidates who are
ready to work as team players and team leaders. Select candidates with a
personality that matches the company’s corporate culture.
Good topic and you have gone through it smoothly. I have deeply read your blog and there is one small point that I would like to open for conversation. It is, as mentioned in your blog is it really good practice to source manpower under any circumstances? I feel if the HR function is strong enough in any organization they should not entertain the outsource manpower. Would like to know your thoughts. Thank you!
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