26 Questions
Considered as most important asset to any organization.
RESOURCES
It is a process of sourcing, screening, shortlisting and selecting the right candidates for the required vacant positions.
RECRUITMENT AND SELECTION
An important operation in HRM, designed to maximize employee strength in order to meet the employer's strategic goals and objectives.
RECRUITMENT AND SELECTION
It is a core function of Human Resource Management.
RECRUITMENT
Process of choosing the right person for the right position and at the right time. It also refers to the process of attracting, selecting, and appointing potential candidates to meet the organization’s resource requirements.
RECRUITMENT
Process of identifying, screening, shortlisting and hiring potential resource for filling up the vacant positions in an organization.
RECRUITMENT
It affects the recruitment process. If the organization is planning to increase its operations and expand its business, it will think of hiring more personnel, which will handle its operations.
SIZE OF ORGANIZATION
Is an important function of the Human Resource Management in an organization, and it is governed by a mixture of various factors.
RECRUITMENT
Organizations having a good positive image in the market can easily attract competent resources. Maintaining good public relations, providing public services, etc., definitely helps an organization in enhancing its reputation in the market, and thereby attract the best possible resources.
IMAGE OF ORGANIZATION
Are those that cannot be controlled by an organization
EXTERNAL FACTORS
Recruitment process also count the cost to the employer, thats why organizations try to employ/outsource the source of recruitment which will be cost effective to the organization for each candidate.
COST INVOLVED IN RECRUITMENT
Related to the attributes of potential employees such as their age, religion, literacy level, gender, occupation, economic status, etc.
DEMOGRAPHIC FACTORS
Controls the hand and supply of labor. For example, if the supply of people having a specific skill is less than the demand, then the hiring will need more efforts. On the other hand, if the demand is less than the supply, the hiring will be relative easier.
LABOR MARKET
If this is high in a specific area, hiring of resources will be simple and easier, as the number of applicants is very high. In contrast, if the unemployment rate is low, then recruiting tends to be very difficult due to less number of resources.
UNEMPLOYMENT RATE
It reflect the social and political environment of a market, which are created by the central and state governments. These laws dictate the compensation, working environment, safety and health regulations, etc., for different types of employments. As the government changes, the laws too change.
LABOR LAWS
Job reservations for different castes such as STs, SCs, OBCS are best examples of this external factor. These considerations, passed by government, will have a positive or negative impact on the recruitment policies of the
LEGAL CONSIDERATIONS
When organizations in the same industry are competing for the best qualified resources, there is a need to analyze the competition and offer the resources packages that are best in terms of industry standards
COMPETITORS
INTERNAL FACTORS
SIZE OF THE ORGANIZATION RECRUITMENT POLICY IMAGE OF ORGANIZATION IMAGE OF JOB COST INVOLVED IN RECRUITMENT
EXTERNAL FACTORS
DEMOGRAPHIC FACTORS LABOR MARKET UNEMPLOYMENT RATE LABOR LAWS LEGAL CONSIDERATIONS COMPETITORS
FACTORS AFFECTING RECRUITMENT POLICY
NEED OF THE ORGANIZATION ORGANIZATIONAL OBJECTIVES PREFFERED SOURCES OF RECRUITMENT GOVERNMENT POLICIES ON RESERVATIONS PERSONNEL POLICIES OF THE ORGANIZATION AND ITS COMPETITORS
PURPOSE OF RECRUITMENT
• It determines the current and future job requirement. • It increases the pool of job at the minimal cost. • It helps in increasing the success rate of selecting the right candidates. • It helps in reducing the probability of short term employments. • It meets the organization’s social and legal obligations with regards to the work force. • It helps in identifying the job applicants and selecting the appropriate resources. • It helps in increasing organizational effectives for a short and long term. • It helps in evaluating the effectiveness of the various recruitment techniques. • It attracts and encourages the applicants to apply for the vacancies in an organization. • It determines the present futures requirements of the organization and plan according. • It links the potential employees with the employers. • It helps in increasing the success ratio of the selection process of prospective candidates. • It helps in creating a talent pool of prospective candidates, which enables in selecting the right candidates for the right job as per the organizational needs.
Recruiting from internal sources and external also affect the recruitment process. It determines the destinations or enlistment and gives a structure to usage of recruitment program.
RECRUITMENT POLICY
Just like the image of organization, this plays a critical role in recruitment. Jobs having a positive image in terms of better remuneration, promotions, recognition, good work environment with career development opportunities are considered to be the characteristics to attract qualified candidates.
IMAGE OF JOB
IMPORTANCE OF RECRUITMENT
- NEED OF THE ORGANIZATION
- ORGANIZATIONAL OBJECTIVES
- PREFFERED SOURCES OF RECRUITMENT
- GOVERNMENT POLICIES ON RESERVATIONS
- PERSONNEL POLICIES OF THE ORGANIZATION AND ITS COMPETITORS
- RECRUITMENT COSTS AND FINANCIAL IMPLICATIONS
HOW RECRUITMENT AND SELECTION PRACTICES DIFFER BETWEEN LARGE CORPORATIONS AND SMALL TO MEDIUM-SIZED ENTERPRISES (SMES)?
"Large corporations have more resources, a hierarchical structure, and more formalized process while SMES have flatter structure and a more informal approach. " "SMES have shorter recruitment cycles and prioritize cultural fit, while Larger Corporations may place more emphasis on technical skills and experience. "
WHAT ARE THE CURRENT TRENDS IN RECRUITMENT AND SELECTION PRACTICES IN VARIOUS INDUSTRIES?
The recruitment and selection practices in various industries are evolving, with some common trends being the use of technology, employer branding, diversity and inclusion, data-driven decision making, remote hiring, skill-based hiring, employee referrals , and continuous learning and development.
Test your knowledge about the recruitment process, which is a core function of Human Resource Management, focusing on sourcing, screening, shortlisting, and selecting candidates for vacant positions.
Make Your Own Quizzes and Flashcards
Convert your notes into interactive study material.
Get started for free
