Recruitment and Job
ABSTRACT
This report throws light on the various aspects of a complete recruitment process. It also covers all the various tools like interviews and psychometric tests of how to assess a candidate in terms of competencies and job requirements. It stresses on the facts of end to end recruitment thus covering all the objectives, factors affecting recruitment and also on the procedure in a step by step process.
INTRODUCTION
Recruitment:
“The process of searching for prospective employees and stimulating them to apply for jobs in the organization”
Objectives of recruitment:
* To attract people with multi-dimensional skills and experiences that suit the present and future organizational strategies * To induct outsiders with a new perspective to lead the company * To infuse fresh blood at all level of the organization * To develop an organizational culture that attract competent people to the company * To search or head hunt/head pouch people whose skill fit the company’s values * To devise methodologies for assessing psychological trait * To seek out non-conventional development ground of talent * To search for talent globally and not just with the company * To design entry pay that competes on quality but not on quantum * To anticipate and find people for position that do not exist yet
THE RECRUITMENT PROCESS
Recruitment Procedures
Filling a vacancy
Vacancies exist for a number of reasons: * Expansion of the business * Retirement * Leavers * Promotion * Death * Restructuring
If a vacancy does require filling, the business will look for candidates – internal and external.
Internal
Unless a vacancy is for the lowest grade job possible, there will be internal candidates who are interested in the vacancy for promotion, but filling vacancies internally leaves another vacancy to fill.
Sources of External Candidates
This depends on the type of job to fill.
SOURCE OF
This report throws light on the various aspects of a complete recruitment process. It also covers all the various tools like interviews and psychometric tests of how to assess a candidate in terms of competencies and job requirements. It stresses on the facts of end to end recruitment thus covering all the objectives, factors affecting recruitment and also on the procedure in a step by step process.
INTRODUCTION
Recruitment:
“The process of searching for prospective employees and stimulating them to apply for jobs in the organization”
Objectives of recruitment:
* To attract people with multi-dimensional skills and experiences that suit the present and future organizational strategies * To induct outsiders with a new perspective to lead the company * To infuse fresh blood at all level of the organization * To develop an organizational culture that attract competent people to the company * To search or head hunt/head pouch people whose skill fit the company’s values * To devise methodologies for assessing psychological trait * To seek out non-conventional development ground of talent * To search for talent globally and not just with the company * To design entry pay that competes on quality but not on quantum * To anticipate and find people for position that do not exist yet
THE RECRUITMENT PROCESS
Recruitment Procedures
Filling a vacancy
Vacancies exist for a number of reasons: * Expansion of the business * Retirement * Leavers * Promotion * Death * Restructuring
If a vacancy does require filling, the business will look for candidates – internal and external.
Internal
Unless a vacancy is for the lowest grade job possible, there will be internal candidates who are interested in the vacancy for promotion, but filling vacancies internally leaves another vacancy to fill.
Sources of External Candidates
This depends on the type of job to fill.
SOURCE OF