Recruitment Plan

The recruitment process is multifaceted. Recruitment begins from the time an organization or human resources manager must determine a recruitment plan. A recruitment plan must include the avenues in which recruitment will be pursued. The recruitment process also includes shortlisting any qualified candidates from the responses, and the entire interview process (including multiple rounds of interviews). This aspect of human resources management is all about attracting the best and the brightest of candidates, convincing them that the organization is the best fit for their career aspirations, and capturing or finally hiring the candidate. This process is not only intended to fill a vacant position, but to also help build the strength of the organization overall.

"A set of activities and practices which organizations carry out to search for and hire potential employees to fill their vacant job positions".

The necessities of HR Recruitment inside an organization have experienced real changes in the most recent quite a few years. Knowing the importance of the system, the process now exists in all the organization for better efficiency.

Assist in organisation growth as new hires can bring in skills and experience that an organisation is lacking which allows expansion opportunities

The A&D industry relies mainly on the defense budget allocated for various government and military products and services, such as military aircrafts, ships, missiles, and other defense-related technological devices. As the government faces a debt crisis, A&D companies are subsequently affected by the decreasing spending, stalled and eliminated contracts, and priority changes (Global Edge, n. d.a; Kulikowski, 2015). Because of the U.S. government budget constraint, many A&D companies have entered into international

Recruitment is the process of generating a pool of capable people to apply to an organisation for employment” (Gold 2007). Human resources recruitment strategy should complement the total business strategy of an organisation.

Personal Insight: Most employers understand a good recruitment process is vital for attracting the right kind of employees, the kind of employees who will be an asset to the company and will not create a negative environment. Ultimately, as an employee, it is highly appreciated when employers recruit new, knowledgeable, skillful, and capable employees to join the team. Therefore, to conduct high-quality recruitment processes employers may want to make sure they have implemented strategies that will attract candidates with the right attitude for the environment of the company.

Having a functioning and efficient talent acquisition team is of vital importance to a firm. In a time where firms have to make quick decisions in order to remain relevant and profitable, availability of the right labor does not always keep up with the need. Not having a functioning talent acquisition strategy can be detrimental. It is essential that talent acquisition be accurate and timely as it “is the only function within HR that can destroy the business and HR” (Truitt, 2013). In order for the talent onboarding to be timely and successful, the search, vetting and hiring of talent will require appropriate acquisition actions. “The selection of tools, technology and outsourcing partners is a key element of a company’s talent acquisition strategy” (Erickson, 2012).

The Recruitment and Selection Process is one of the basic HR Processes. Recruitment and Selection are very sensitive as many managers have a need to hire a new employee and these processes are always under a strict monitoring from their side. The Recruitment and Selection Process must be simple and robust enough to operate excellently in the moment of the insufficient number of candidates on the job market. Also, the process must be also able to process a large number of candidates within given time. The clearly defined Recruitment and Selection Process is a key to the success of any Human Resources Department. To assess companies and to make a comparison regarding

The newly important role of HR is immediately apparent in light of the increased importance of recruitment at organizations today. Merely because the economy has made this a 'buyer's market' at many organizations does not mean that organizations can ignore the considerable effort it takes to find the top candidates in their respective fields. Because of scarce resources and the effort that must be expended upon training new employees, it is essential that companies find the right people to do the job. Furthermore, at knowledge-based

Hiring the best people is paramount to the success of any organization more so is the ability to retain a high quality workforce; if there is a vacant position in an organization there should not be panic because it provides the organization with the opportunity to examine the position, set the description and determine the qualifications. [ (hr.uoregon.edu, 2010) ] Recruitment is the preceding step in the selection method in an organization. It is seen as an activity directed to earn suitable workforces whose qualifications and skills match roles of the pertinent posts in the Organization. While it is defined also as “the process of identifying that the organization needs to employ someone up to the point at which application forms for the past have arrived at the organization” [ (businesscasestudies.co.uk, 2010) ]. The success of a business is subjected to the skills and competencies of its workforce [ (Gilmore & Williams, 2009) ], it does not stop once it commences, and it gives the organization the opportunity to pick from a pool of qualified candidates. Among the

Most important part of recruitment process is that assessing group dynamics, as a organisation member is fully aware of all the dynamics within the organisation. Organisation would check if the new member of staff 's dynamics will be positive or negative if selected in organisation team.

Responsibilities of human resources departments within aviation organisations and the skills of human resources personnel. HRM expertise in general and recruitment and selection as well as diversity and equal opportunity in particular are required now, more than ever, to spearhead the strategic development of a customer-centric,learning-oriented workforce that is capable of adapting quickly to the strategic goals and change imperatives facing the airline industry.

employee and encouraging them to apply for the job, this process is affected by many factors. They

6According to Kaplan and Norton, (2004) a common problem in recruitment and selection is poor HR planning. Rigorous HR planning translates business strategies into specific HRM policies and practices. This is particularly so with recruitment and selection policies and practices. The key goal of HR planning is to get the right number of people with the right skills,