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Chapter 4

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CHAPTER 4

Human Resource Recruitment (Body)

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.

Meeting The Organization

To meet the organization's objectives, HR recruitment needs to:

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.

2. Develop a recruitment strategy: Based on the job requirements, HR develops a


recruitment strategy that includes determining the appropriate sourcing channels, such as
job boards, social media, recruitment agencies, or internal referrals. The strategy may also
involve targeting specific universities, industry events, or professional networks to attract
qualified candidates.

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.

5. Assessment and selection: HR, in collaboration with hiring managers, conducts


interviews, assessments, and evaluations to select the most qualified candidates. This may
include behavioral interviews, technical assessments, personality tests, or group exercises.
The aim is to assess the candidate's competence, skills, cultural fit, and potential to
contribute to the organization's success.

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 and Exercises

Review Problems:

1. High employee turnover: HR faces a significant challenge in retaining employees, leading


to increased recruitment efforts and decreased organizational stability.

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:

1. Employee retention analysis exercise: Conduct a comprehensive analysis of turnover


rates and identify the main reasons for employee attrition. Develop strategies, such as
improved employee engagement and career development opportunities, to address these
issues.

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.

Best Practices of Recruitment

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.

2. Look beyond the resume


Resumes don’t tell the complete story when evaluating a candidate. Many job seekers have
gained new skills during the pandemic that won’t reflect as work experience on their resume.
Consider using a job skills test to properly vet these candidates.

3. Revamp your employer brand


Social media plays a significant role in recruiting today. Create recruitment-specific social
media channels to interact with potential candidates. Also, consider creating a recruitment
video to highlight reasons a potential candidate would want to join your company.

4. Reduce friction by humanizing your recruitment process


Make it easy for people interested in your organization to apply for openings. A tedious and
overly formal application process only serves to frustrate a potential candidate.

Ensure the application process is seamless, confirms that they successfully submitted their
application, and provides a way to contact someone with questions.

5. Consider internal mobility


While hiring externally is commonplace practice for most organizations, your next great hire
could just be an existing employee — and that’s where internal mobility comes into play.

6. Normalize remote, hybrid, and flex work


Many have learned that business can continue as normal, regardless of where or even when
an employee works. As a top recruiting best practice to attract top talent, you may have to
revamp your remote work policies.

7. Adjust your employee benefits program


Encourage employees to give referrals for new prospective hires by offering them incentives
such as bonuses or additional time off.
8. Make your company culture something employees brag about
Showing potential candidates why they should join your company extends beyond your
employer brand.

9. Recognize the importance of data-driven recruiting


Leverage data in your recruiting process provides valuable insights that can improve how
your company hires.

10. Use an advanced applicant tracking system (ATS)


An ATS can help streamline the recruiting process for faster, more efficient resume
screening.

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/

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