Toyota Recruitment System Case Study

Recruitment is the process of attracting, screening and hiring people or a person for a job. The attracting process of recruitment is where the business advertises the available job vacancies for a period of time. Once the deadline of the advertisement has arrived, the business collects up all the CV’s from the applicants and they are all checked off against the person specification. This is where the applications are selected by the business, the selected applications are then invite by the business for an interview and from there they are able to decide whether they are suited for the job.

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.

Recruitment: It is the process of identifying and attempting to attract candidate who are capable of filling job vacancies appropriately (Kathryn M. Bartol and David C. Martin, 1988)

The recruitment and selection process have different stage that all have to be to follow, to select the right candidates for the job vacancies.

Recruitment refers to hiring a best qualified person for a job opening in a cost efficient and timely manner. This process comprises evaluating the job requirement, attracting the candidates, screening and short listing the qualified applicants, employing and incorporating them with new teams. Talent is the most important assert for any business. Talent Management, which includes recruitment, is a crucial part for any organization’s growth (Limor, 2013).

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.

This report has been produced for HiTec International, it will examine the current recruitment strategy of HiTec International, address the existing issues within the recruitment infrastructure and propose recommendations to improve recruitment within the organisation while remaining competitive on cost.

Recruitment is the process of generating a pool of capable people to apply for employment to an organisation.

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.

Recruitment and selection process held an important role for building a strong sales force performance. This process requires the company to invest through human capital as an important resource. The objective of this process is searching for qualified candidates to fulfil the right positions and hopes that they can make long-run returns for the company. Even though there is no right or wrong way how the company chooses the right candidates for certain positions, every single step in recruiting and selecting candidates should be taken carefully in order to get the right person in the right position.

1. RECRUITMENT - The process by which a job vacancy is identified and the desired employees are notified for the opening. The advertisement for the job vacancy is done through newspapers, social sites, trade paper and recruitment agencies

HR Recruitment system is heart of every Business. Keeping in mind the end goal to expand effectiveness in contracting and maintenance is to guarantee consistency. Point of interest for every level is based on prescribed best practices, that is to draw a skilled and assorted candidate pool.

In order to solve any problem, it is first necessary to formulate a solution to that problem. The Recruitment project is a multi-solution approach to the problem of using technology in the recruiting process. The solution of updating the corporate website will be handled by the Information Technology manager and Intern. The solution of finding the right job boards to advertise and manage employee data on will be handled by a Human Resource manager and Intern. This solution will address the issues of marketing, finance and accounting, management leadership roles and scope, legal issues and concerns,

The next area of discussion of human resource management staffing is recruitment. Recruitment is the process of attracting people who might make a contribution to the organization. It is often stimulated when an existing employee leaves an organization or when the organization is expanding. So recruiting can be defined as the process of generating a pool of qualified applicants for organizational jobs (Mathis & Jackson, 2008). It is important that human resource managers understand labor markets.

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.”