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Get Better Recruitment Results By Following These Simple Steps

Get Better Recruitment Results By Following These Simple Steps

Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for future human resource needs even though specific vacancies do not exist. Usually, the recruitment process starts when a manager initiates an employee requisition for a specific vacancy or an anticipated vacancy.


Meaning of recruitment:- Recruitment is the process of searching for prospective employees and stimulating them to apply for the jobs in the organization. In other words, the term 'recruitment' stands for discovering the sources from where potential employees will be selected. Systematic recruitment leads to greater productivity, higher morale, a reduction in labor turnover and a better reputation of the concern. According to roger H. Hawk, "The purpose of a recruitment function is primarily straight forward to seek out, to evaluate, obtain a commitment from, place and orient the employees to fill positions, required for the successful conduct of the work of an organization.

Nature of recruitment:- Recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organizations. The recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time.
Nature of the recruitment process is followed:-
1- Recruitment is a process of finding and attracting capable applicants for employment.
2- It is the process to discover sources of manpower to meet the requirement of staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force. So, the main objective of the recruitment process is to expedite the selection process.

What is the importance of recruitment:-

  • Increase the pool of job candidates at minimum cost.
  • Attract and encourage more and more candidates to apply in the organization.
  • Recruitment creates a talent pool of candidates to enable the selection of best candidates for the organization.
  • Recruitment is the process that links employers with the employees.
  • Recruitment increases the pool of job candidates at minimum cost.
  • Recruitment helps reduce the probability that job applicants once recruited and selected will leave the organization after a short period of time.
  • Begin identifying and preparing potential job applicants who will be appropriate candidates. Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants.

Reliability of the recruitment tests:-
                Reliability refers to the consistency shown by a test in repeated trails. A minimum error is measurement is nearly always present even in a measuring instrument of maximum precision. A person responding to the same test on two different occasions is likely to get two different test scores. This is due to attitude, Physical conditions, incentives or distractions present during 2 testing occasions. The reliability of recruitment is different from validity. A reliable measurement does not mean that the device used is accurately measuring what it is designed to measure. The degree to which a device used for the selection of workers predicts their success on the job, later on, is called its validity. Validity is a characteristic that varies from high to low, i.e., its predictive power varies from great to little.
                When the degree of relationship between appraisals and job success is expressed as a coefficient of correlation it is termed the validity coefficient. When the coefficient of correlation is 1.00, i.e., validity is perfect, the individual who receives the highest appraisal by the selective device is the best suited for the job and the individual who receives the second-highest appraisal is the second-best on the job, i.e., higher the validity the more accurately an individual's performance on the job can be predicted. For the selection of employees, a test score should successfully predict an applicant's performance on a specific job as measured by a particular index of job success, after a definite amount of training of a specific type has been given.

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