Description of Recruitment Objectives - Essay Example

JOB INTERVIEW Customer Inserts His/her Name Customer Inserts Grade Course Customer Inserts Tutor’s Name Description of Recruitment objectives A successful recruitment process is responsible for securing a pool of acceptable candidates for the available vacancies. The recruitment policy outlines the guidelines on the way in which an institution meets new employees. Accomplishing this demands that the right recruitment procedure is put in place to identify employees that will meet the present and prospective needs of the organization. A fair recruitment policy should outline the general objectives of recruitment (Deb, 2009). The recruitment policy should also be fair to all the job applicants to provide an unbiased method to recruit employees. The recruitment objectives involve selecting the best candidate, which requires putting in place effective measures that ensure that the selected employees meet the basic qualifications of the position advertised. Many businesses recognize the need for human resource management. It is due to this reason that many of these organize career fairs in learning institutions. This is to get to potential employees at an earlier age. Businesses are laying out new recruitment objectives and strategies to benefit from the huge employee database. For successful development of graduates, businesses must ensure that the development programs in place are specifically tailored to the strategic objectives. Regular opportunities should be provided for trainees to discus and explore their developmental needs. This dialogue should include discussion of the needs and wants of both the employer and trainee as well as of the opportunities realistically on offer. Description of the context of the hiring Getting the best from a recruitment exercise is an important part of the recruitment process. This is because, identification and tapping of right recruitment sources is likely to result in targeting of right candidates, whereas inappropriate sources will only result in a failed recruitment drive (Deb, 2009). Both internal and external sources of recruitment are important in the selection of employees. It is essential to consider both of them for the best results. Some external factors influence the recruitment process. These include such things as the market conditions and government policy among others. The labor market conditions affect the availability of the right candidates for the job. If there are several qualified candidates who meet the job specification requirements, it becomes easier to acquire new employees. Alternatively, if the job market is tight, more means that are creative will have to be found to attract the right employees. Government policy and legislation also affect the job market as well as the recruitment process. This is because, the government policy dictates the norms and procedures that are useful in the recruitment process. The most important effect that government policy has on the recruitment process is in the placing of advertisements. The placing of advertisements should be done to ensure there is no discrimination of the applicants on any level (Gatewood, et al., 2010). Internal sources of recruitment Organizations opt to recruit internally to save on the time required to fill vacancies. Internal recruitment is also preferred since it is faster and takes little resources from the company. This is because; the candidates are readily available and are familiar with the organization. This frees up the time required to train new employees for other productive work. Internal sources of recruitment are also preferred since they are relatively less expensive. Organizations recruit internally from a readily available work force such as the present, employees, the temporary employees, the suppliers, or other stakeholders that have interacted with the organization. The major problem faced by internal recruitment drives is that they can only be carried out if the people with the required skills are available. If the individuals with the required expertise are not accessible, the organization ends up having no choice but to source for the employees from external sources. External Sources of recruitment This is one of the most important sources of recruitment for any organization. It involves such sources as the job market, employment exchanges, and placement consultants among other methods. The major drawback of using external sources of recruitment is that they use up many resources from the organization. In the event that an organization decides to go the external recruitment way, it faces a number of challenges such as attracting the best applicants while at the same time ensuring only the best candidates are selected (Gatewood, et al., 2010). It is quite a hard process since some organizations have been known to hire people to spy on rival corporations. The process of attracting applicants This is the most challenging process since there is no way to ensure that the best candidates for the post will apply. Many of the high caliber candidates do not even apply for jobs through the conventional means. Therefore, in order to get to this group of highly qualified personnel, some strategies have to be employed. The first and widely employed strategy is fostering good communication. Organizations usually publicize all the available opportunities to reach as many people as possible. Besides using the usual communication channels, innovative and non-standard ways to spread the information can be used by the organizations. This includes employing sources such as social media and advertisements. Such information is usually disseminated in a timely manner to coincide with the job opening. The next strategy that organizations employ is detailing the job elements, promoting opportunities and other details pertaining the job opening. The organization ensures that all the relevant information about the job is availed to the public. This includes such things as the nature of the business, the size of the organization, the profitability among other details. This is the point where the organization sells its image to the public. This information must be truthful but articulately presented to elicit a higher response from the applicants (Deb, 2009). The last bit of information that organizations ensures gets out is how to apply for the position and the closing date for the applications. The recruitment communication must mention the mode of submitting the applications. The last date of the application process must also be mentioned to ensure that no applications are left out. After all the applications have been taken in, analysis of the applicants needs to be done to determine whether the best candidate for the position has applied. This involves the use of feedback mechanisms. The feedback mechanism involves analyzing the quantity and the quality of the applicants. The quantity and quality of the applications received is a crucial measure of success in the recruitment process (Deb, 2009). The organization looks at the legal implications of the whole process to ensure that the organization is well taken care of. This is done to counter accusations of discrimination against any party that may have applied. The legal sector ensures a free and fair recruitment process. The organization then considers the cost of the whole recruitment process. This is because; recruitment is an expensive process considering the cost of advertisement, printing, and stationery. After the recruitment process, it is essential that an estimation of the total cost incurred be known for future reference. The final step in the recruitment process is ensuring that the average time taken to hire the right person is as short as possible. This is because, the time taken to recruit is a benchmark of the effectiveness of the entire process. Recruiters should ensure that the time taken to recruit for a given position is within the set limits. If there is a time difference that is not accounted for, it is used as a reference point for improvement and rectification. Specification of the performance standards to be attained by the recruiter The process must be done to fit in with the other programs of the organization. A recruitment policy is best developed to conform to the human resource plan of the HR department. This is because, the available number of job titles for recruitment purposes are normally an outflow from the HR planning process. If the recruitment criteria are made to be abnormally stringent, the recruitment process may be hampered. This means that the recruiter should ensure that the measures put in place to filter out the applicants are reasonable to some extent. The conditions should not be too harsh to lock out qualified applicants, and they should not be too lenient to allow unnecessary applications that will lead to the organization spending too much on resources. The public sector institution’s recruitment policy must be clarified as soon as possible. If preference is given to a certain group of persons, the recruitment policy must state this clearly. Sometimes, it is imperative to include or prefer a special interests group to conform to a government policy, or to diversify the employee workforce. Conclusion The recruitment process is one of the most important procedure in an organization. For the good of the organization, this process should be done in the best way possible. This process can be done in many ways. The following are a summary of what a fair recruitment process should be, and what it should achieve. The first point to consider of any recruitment process is that it should be accessible. This is to mean that it should reach as many people as possible. The recruitment drive should be made in a way that it allows the most qualified applicants to see it and apply for the post. The second fact to consider in any recruitment drive is creating a positive image. The image of the hiring firm should be maintained and advertised in the most positive way. The public should be able to know that they are applying to an institution with integrity and where their interests will be taken care of. All recruitment drives should be run in such a way that they promote fairness and equity. Equity and fairness should be encouraged so as not to lock out any potential employees. Lastly, all recruitment policies should be tailored in such a way that they are as efficient as possible. This is to ensure that the organization running the recruitment process does not incur any unnecessary costs. Efficiency should also be maintained to ensure the acquisition and retention of a human resource with the appropriate knowledge, skills, and competencies. References Deb, T., 2009. Managing Human Resource and Industrial Relations. 1st ed. New Delhi: Excel Bokks India. Gatewood, R., Feild, H. & Barrick, M., 2010. Human Reource Selection. 1st ed. Connecticut: Cengage Learning. Read More