A FIRM IS ONLY AS GOOD AS THE PEOPLE IT RECRUITS.

RECRUITMENT AND SELECTION IS CRITICAL TO EVERY ORGANIZATION. FIRMS

THEREFORE MUST STRIKE TO ATTRACT THE BEST PEOPLE TO

WORK FOR THEM.

RECRUITMENT

one of the most critical functions of the human resource department

a strategic process of identifying that the organization needs to employ someone up to the point at which application forms have arrived at the organization.

Selection –consists of the processes involved in choosing from applicants a suitable candidate to fill a post.

Placement –actual hiring which includes orientation and the acculturation( explains the process of cultural and psychological change that results following meeting between cultures) process

Training –consists of range of processes involved in making sure that job holders have the right skills, knowledge and attitudes required to help the organization to achieve its objectives.

ADOPTING A RECRUITMENT POLICY

It’s important to adapt a RECRUITMENT policy that encompasses your firm’s code of conduct in attracting the best qualified candidates, the rules to be followed and the standard’s to be reached.

Policy should be directed to the following objectives:

Hire the right personConduct a wide and extensive search of the

potential position candidates.Recruit staff who are compatible with the style of

management and the culture of your company.Handle applicants with due diligence, speed, and

courtesyHire from within and develop existing employees

to qualify them for the consideration for promotion.

Make sure that no false or exaggerated claims are made in recruitment announcements or help wanted advertisements.

Place individuals in positions with responsibilities and train them to enhance their career and personal development.

ADVANTAGES OF INTERNAL RECRUITMENTS

Usually cheaper in terms of starting pay and faster to fill up internal vacancies.

Savings can be made since individuals with knowledge of how a business operates inside knowledge of how a business operates will need shorter periods of training and time for “fitting”.

It improves employee’s morale; it acts as incentive to all staff to work harder within the organization.

Company’s point of view : Strengths and weaknesses of an insider will have been assessed (evaluated/estimated). It has potential then for a better success rate since the track record of the employee is known.

Internal employees are already attuned to the culture of the organization.

The organization is unlikely to be disrupted by someone used to working with others in the company.

Keeps the proprietary and industry knowledge inside the organization.

DISADVANTAGES OF INTERNAL RECRUITMENT

Management will have to replace the person who has been promoted, creating a ripple effect—more job openings occur as employees are moved about.

Promoting from within may upset some inside the company thereby lowering the morale of those not selected for the position.

Deprives the company from getting fresh views and new ways of doing things.

Creates negative internal competition for the position.

An insider may be less likely to make essential criticisms to get the company working more effectively.

ADVANTAGES OF EXTERNAL RECRUITMENT

Draws upon a wider range of talent and provides the opportunity to bring new experience and ideas into the organization, enhancing the creativity and innovation.

Brings in an opportunity to acquire new skills and competencies not found in the organization.

Enables the organization to hire people with knowledge of competitor’s secrets—an easy though arguably dubious(doubtful) way of conducting competitive intelligence gathering.

DISADVANTAGES OF EXTERNAL RECRUITMENT

Usually more costly to hire somebody from outside.

The outsider does not fit into the organizations culture.

Some risks in failure, example: an employee could be less effective in actual job than what appears on paper applications and interview.

Takes a larger time to get acclimated to the job and the organization’s culture.

May demoralize (cause someone to lose confidence) employees who did not get the promotion and adversely affect their commitment levels.

STAGES OF RECRUITMENT

Determine whether a vacancy exists When an employee resigns, retire, dies, discharged

from service New position is created as a result of

expansion, restructuring or reorganization.Prepare Job Description and Personal

Identification Principally used for recruitment as a guide on how

a particular employee will fit into the organization Personal Identification goes beyond a mere job

description. It highlights the physical and mental attributes of the job holder.

STAGES OF RECRUITMENT

Media Announcements Bulletin Board Word of Mouth Professional Journals Employment Agencies Campus Recruitment Website Job Market Job Fairs Newspapers Summer Cadre Training

STAGES OF RECRUITMENT

Managing The ResponseShort-listing—discarding those who aren’t

qualifiedArrange InterviewsConduct The InterviewsReference/Background Checks

should be made only for those candidates who have advanced to the finalist stage and who are under serious consideration to the job.

can be a frustrating exercise that sometimes yields little useful information about the candidate.

STAGES OF RECRUITMENT

Decision To Hire

Offer To Hire

Appointment Action