The Study of Human Resource Recruiting and Selection

Employment agency is another option for external recruitments. Companies can simply provide job description to agencies where vacancies will be introduced to people who are looking for jobs.

Internal recruiting can promote growth from within the organization. Many large companies encourage internal promotion as a source of friendly corporate culture.

Having the appropriate technologies are also important options to consider when providing recruitment services to outside companies. The goal of TalentSrch’s initiative is to offer consistent quality to their clients. This comes in the form of creating a great recruitment strategy and the use of internal and external online recourses to satisfy the client’s needs. TalentSrch uses several online sources to deliver their sources. Finding and attracting quality candidates is the key to the TalentSrch business model. In order to do that effectively the use of internal and external recruitment tools is needed. TalentSrch is able to use traditional sources such as Dice, CareerBuilder, Monster and Linked In to identify candidates. They also have a tool that no other company has, which is their internal

Recruitment agencies: provides employers with details of suitable candidates for a vacancy. They work for a fee and often specialise in particular employment areas.

For many years, company recruiters and hiring managers had the same tools at their disposal to locate and evaluate job applicants. Finding the right person for a job often was and still is a lengthy and costly process. The payout for selecting the best candidate can be significant, and hiring the wrong person can be costly, yet often mistakes are hard to avoid. The wrong

According to Wright et al (2011) recruitment and selection are part of the human resource practices common within organizations in an effort to develop human capital, which is necessary for better production. Numerous scholars have discussed the issue in different contexts. Pramila (2010) discussed the issue of recruitment and selection in an Indian- based company. The article presents effective recruitment practices, which are valuable for organizations. Among the identified practices include internal recruitment, interviews, personality tests, employer references, succession planning, and newspaper recruitment. According to Najafi (2011) the most important aim is to achieve an improvement in their recruitment and selection. With information provided in this article, the researcher is able to advance a thorough understanding of the different issues on improving recruitment and selection processes within organizations.

In the growing and competing business world today, it solely reflects on the HR manager to practice the best strategies in the recruitment and selection process while recruiting the best among the vast talent that is available. The HR Manager’s decision in selecting the right candidate is essential in the development of an effective workforce leading successful organisations. A successful employment relationship builds excellent talents and a perfect organisation (Salamon 1998:3).

Recruitment: different recruitment channels e.g. adverts, agencies, ‘head hunters’’ internet sites, job fairs; provide advice to managers on recruitment; writing job descriptions using an appropriate model e.g. seven-point plan; writing person specifications; writing job advertisements and selecting appropriate media for internal and external advertisement; managing application forms

Recruitment agency can save time of the organizations by involving in the first step of recruitment process. Agency will have access to the best and talented candidates available in the market. Once organization develops a good relationship with recruitment agency future recruitment will run very smoothly

Employers pour time and other resources into their employees on a daily basis. Benefits, salaries, training, development are just a few of the areas that employers need to provide in order to attract the types of individuals that are best set to support the organizations path forward. With this in mind, finding the right person for the job is key to continued success. Traditionally companies have turned to internal hiring practices that can be complemented by lead generating sites or head-hunting firms aimed at sifting through the masses to find a handful of those that might be categorized as the right fit.

There are a number of methods an organisation can use to recruit staff. Recruitment agencies are an effective tool as they save valuable management time and they can also decrease the administratve load for the organisation, and it removes a lot of stress and hassle. Another benefit is that there are agencies that may specialise in your field.

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

If internal recruitment is not an option / has been unsuccessful, companies will the need to advertise to a wider audience. An employer will need to decide which method of recruitment is most suitable for the role and organisation. Common recruitment methods include advertising on the company’s own corporate website, using internet based jobsites, recruitment agencies, local or national press, job centre plus or employee referral schemes. The CIPD resourcing and talent planning survey (2013) lists the top 5 methods of recruitment as,

E - Recruitment is also known as “Online recruitment”, it is the use of technology or the web based tools to assist the recruitment processes. E-recruiting, embracing the term web-based recruiting can be described as any recruiting processes that a business organisation conducts via web-based tools, such as a firm’s public Internet site or its corporate intranet. We use

The project report is about recruitment and selection process which is very important part of any organization.