How Organistaions Plan Their Recruitment Process

This is beneficial to the business so you don’t spend time and money training new employees, meaning that those who are recruited internally are able to get on without needed any form of training that would be as time consuming in addition to the process being cost effective. Another benefit of internal recruitment is that there are opportunities for promotion, this means that it will motivate the employees to work harder which allows the business to run even more effectively. In addition to that, you know that by promoting that someone, they will be perfectly suited for the role in

Recruitment can incur a very large cost to an employer, therefore, organizations try to uses the method of recruitment which will have the lowest cost impact to the organization for each candidate.

External recruitment is when job vacancies is filled by a non-existing employee (a person from outside of the organisation).

“Recruitment is the process of attracting individuals on a timely basis, in sufficient numbers, and with appropriate qualifications, and encouraging them to apply for jobs with an organization.” (Mondy and Noe, 2005 page 221)

Recruitment is the process for attracting candidates for vacant jobs , and it’s done through giving attractive advertisements for the jobs , Also by creating well defined job descriptions for the various jobs , The aim of recruitment is to attracts the right candidate for the various job , It’s the first process in selection process.

So as you can see above the first step to do in recruitment process is the job a business are offering description and person specification. Then the company advertise a job using one or maybe both methods. The applicants apply the application form and send it to the

External recruitment is the process of looking outside of the current employee group to fill open positions in an organization. The following are advantages of external

Recruitment is a process of finding and attracting capable applicants for employment. This process begins when new recruits are sought and ends when their applications are submitted. The result is

Many different avenues exist that can be utilized in the recruitment process. While traditional methods of recruitment such as newspaper advertisements employee referral programs are still be used, many companies, including Fortune 500 companies, are moving towards more technologically advanced avenues such as career opportunity pages on the company website, online job boards, social media, etc. The way an organization presents itself using any of these avenues is essential to the recruitment process as it is the only opportunity for the organization to attract

Recruitment: different recruitment channels, for example internal and external advertisements, internet sites, agencies, ‘head hunters’, job fairs, application forms, electronic recruitment.

External recruitment refers to the practice of recruiting a candidate from the talent pool outside the recruiting

- Internal recruitment. It is the cheapest and the fastest way of recruiting new candidate.

Both QE and O2 are businesses that involve recruiting staff either internally or externally. Now I’m going to talk about the Internal and external sources of recruitment at QE as well as O2.

Before recruiting a business looks at alternative methods in which they can recruit. They would normally look internally within the business as this is cheaper and it saves more time,

Firstly, recruitment is the process of searching for candidates who will be qualified to meet the desired positions in the company. Figure 1.1 shows the four step process in recruiting potential prospects into any company. This process will determine the best means of hiring qualified employees. “Its purpose is to ensure that the required number of applicants with the required skills is generated at minimum possible cost; to eliminate poorly qualified candidates, thus improving the success rate of the selection process; and to help the firm meet its employment equity goals by attracting a diverse applicant pool.”