Chapter 4
Chapter 4
Chapter 4
The practice of recruiting, hiring, assigning, and managing personnel is known as human
resource management (HRM). Human resources (HR) is a general term for HRM. The HR
department of a business or organization is often in charge of developing, implementing, and
monitoring the firm's policies regarding employees and its interaction with them. The phrase
"human resources" was initially used to refer to all of the employees of a business in the
early 1900s, and it became more popular in the 1960s (Wesley Chai, n.d).
The recruitment function within the Human Resources (HR) department is responsible for
finding and attracting qualified candidates to fill job openings within an organization. This
process involves several key steps and activities aimed at identifying the right talent to meet
the organization's staffing needs.
Finding, attracting, and choosing qualified people to fill unfilled positions inside the company
is the responsibility of the HR department. In order to do this, job descriptions must be
written, ads must be placed, interviews must be held, and the hiring process must be
facilitated. By giving them the appropriate knowledge, training, and resources, HR makes
sure that new hires have a smooth integration into the company. This speeds up the process
by which new hires join the company and contribute effectively.
1. Identify job requirements: Collaborate with the hiring managers and department heads
to clearly define the job requirements, including skills, qualifications, experience, and any
specific criteria necessary for successful job performance. This understanding helps in
attracting candidates who possess the necessary qualities to meet organizational needs.
3. Attract a diverse pool of candidates: HR ensures that the recruitment process attracts
candidates from diverse backgrounds, experiences, and perspectives. This is essential to
create a diverse workforce that can contribute to creativity, innovation, and problem-solving
within the organization.
4. Screening and shortlisting: HR screens all received applications to identify suitable
candidates who meet the required qualifications. This may involve reviewing resumes,
conducting initial phone interviews, or administering online assessments. A shortlist of
qualified candidates is then created for further evaluation.
6. Offer and negotiation: After identifying the final candidate, HR extends a formal job offer,
including details of compensation, benefits, and other terms and conditions. HR also
facilitates negotiation, if required, to ensure a mutually satisfactory agreement is reached.
7. Onboarding: Once the candidate accepts the offer, HR oversees the onboarding process
to smoothly integrate the new employee into the organization. This includes completing
necessary paperwork, providing training and orientation, and facilitating the necessary
introductions and resources to ensure a successful transition.
Review Problems:
2. Ineffective job advertisements: HR's advertisements fail to attract the desired pool of
qualified candidates, resulting in a mismatch between the job requirements and the skills of
applicants.
3. Lack of internal talent development: HR does not focus enough on identifying and
developing internal talent, leading to a reliance on external recruitment and missed
opportunities for employee growth.
Exercises:
2. Job advertisement review exercise: Evaluate the organization's job advertisements and
identify areas for improvement. Focus on creating compelling and accurate job descriptions,
optimizing job board selection, and utilizing social media platforms effectively to attract
qualified candidates.
3. Succession planning exercise: Implement a formal succession planning program to
identify high-potential employees and provide them with development opportunities to
prepare them for future leadership roles within the organization.
Recruitment is a crucial process for any organization, as it directly impacts the quality of the
workforce and the overall success of the company. Here are some best practices for
effective recruitment:
1. Focus on relationships
Nurturing relationships is key to finding the best talent. One of the best recruiting practices
that can bring stellar candidates to your ‘front door’ is reaching out to passive candidates.
Ensure the application process is seamless, confirms that they successfully submitted their
application, and provides a way to contact someone with questions.
For example, the system can quickly automate the initial screening process while facilitating
collaboration during hiring by allowing those involved in the hiring decision to share notes
throughout the recruitment process.
reference:
https://www.lever.co/blog/recruiting-best-practices/