Process of Recruitment

Process of Recruitment

Recruitment is a process of accumulation of human resources for the vacant positions of the organization. It is an initial step of the system. It includes requisition of manpower and at last submission of the application by the job-seeker. It helps to increase the success rate of the selection process by reducing the number of visibly under qualified or overqualified job applicants.

Process/Model of recruitment: It is a process of discovering the people for the vacant post. It involves recruitment planning, job analysis and balancing between demand and supply of human resources. There are seven components of recruitment process/ model as follows —

Fig: process/model of recruitment

Human resource planning: HRP focuses the whole process. It spells how recruitment process will be administered. What sources will be exploited is also an important aspect of a good HRP.

Job analysis: It is a systematic exploration of the activities within a job. It is a technical process used to define the duties, responsibilities, and accountabilities of a job.

Nature of job: For recruitment purpose, the employer should know about the nature of the job. Not only the recruitments of a specific job, should it also be kept in mind for making the process a success.

Filling the jobs: The employer sh0ould have the intention to fill the vacancies. How many positions are vacant just now and how many will fall vacant in near future that can be identified and then the number of employees may be recruited.

Recruitment: In the fifth aspect of the recruitment process of HRM search the sources of recruitment, (a) internal sources, and (b) external source. Both the sources can be used at the same time.

The pool of qualified applicants: Then are man’s applicants in the labor market. But all are not eligible for the post. Only efficient employees can be selected. Of course, some organization recruits semi-skilled employees.

Selection: It is the last stage of the process. It follows a standard pattern, beginning with an initial screening interview and concluding with the final employment decision.

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