Introduction:

Successful employment planning is designed to identify and organization’s human rewource

needs. Once these needs are known, an organization will want to meet them. The next step is
staffing, then- assuming, of course, that demand for certain skills,knowledge, and abilities is
greater than the current supply- is recruiting. The company must acquire the people necessary
to ensure the continued operation of the organization.Recruiting is the process of discovering
potential candidates for actual or anticipated organizational vacancies. Or, from another
perspective, it is a kinking activity that brings together those with jobs to fill and those seeking
jobs.

Recruiting Goals:

An effective recruiting process requires a sifnificant pool of candidates to choose from- and the
more diversity within that group the better. Achieving a satisfactory pool of candidates,
however, amy not be easy, especially is a tight labor market. The first goal of recruiting, then, is
to communicate the position is such a way that job seekers respond. Why? The more
applications received, the better the recruiter’s chances for finding an individual who is best
suited to the job requirements.

Simultaneously, however, the recruiter must provide enough information about the job that
unqualified applicants can select themselves out of job candidacy.

The Internal Search:

Many large organizations attempt to develop their own low-level employees for higher
positions. These promotions can occur through an internal serch of current employees who
have bid for the job, been identified through the organization’s human resource management
system, or even been referred by a fellow employee.

Employee Referrals and Recommendations:

One of the better sources for individuals who will perform effectively on the job is a
recommendation from a current employee. Why? Because employees rarely recommend
someone unless they believe the individual can perform adequately. Such a recommendation
reflects on the recommender, and when someone’s reputation is at stake, we can expect the
recommendation to reflect considered judgment. Employee referrals also may receive more
accurate information about their potential jobs. The recommender often gives the applicant
more realistic information about the job than could be conveyed thorough employment
agencies or newspaper advertisements. This information reduces unrealistic expectations and
increases job survival. As a result of these preselection factors, employee referrals tend to be
more acceptable applicants, to be more likely to accept an offer, and, once employed, to have a
higher job survival rate. Additionally, employee referrals are an excellent means of locating
potential employees in those hard to fill positions.

External Searches:

In addition to looking internally for candidates, organizations often open up recruiting efforts to
the external community. These efforts include advertisement, employment agencies, schools,
colleges and universities, professional organizations and unsolicited applicants.

Advertisements:

When an organization wishes to tell the public it has a vacancy, advertisement is one of the
most popular methods used. The type of job often determines where the advertisement is
placed. The search for a top executive might include advertisements in national

Employment Agencies:

Companies which attempt to match the employment needs of an employer with a worker having the
required skill set and interests. Some agencies are privately owned while others are sponsored
by government. Privately owned agencies are call private agencies and state supported
agencies are called state/public agencies. The major difference between public and private
employment agencies is their image; private agencies are believed to offer positions and
applicants of a higher caliber. Private agencies may also provide a more complete line of
services. There is another kind of agencies called management consulting firms which are
worked for providing top level job position as a “headhunting” firm. In return of this services
those agencies charge some fee from employers or from employees, sometimes from both.

Schools, Colleges, and Universities:

Educational institutions at all levels offer opportunities for recruiting recent graduates. Most
educational institutions operate placement services where prospective employers can review
credentials and interview graduates. Most also allow employers to see a prospective
employee’s performance through cooperative arrangements and internship.

Professional Organizations:

Professional organizations are nonprofit organization. Many professional organizations,

including labor unions, operate placement services for the benefit of their members.
Professional organizations serving such varied occupations as industrial engineering,
psychology, accounting, legal, and academics publish rosters of job vacancies and distribute
these lists to members.
Unsolicited Applicants:

Unsolicited applications, whether they reach the employer by letter, e-mail, telephone, or in
person, constitute a source of prospective applicants. Although the number of unsolicited
applicants depends on economic conditions, the organization’s image, and the seeker’s
perception of the types of jobs that might be available, this source dose provide an excellent
supply of stockpiled applicants. Even if the company has no current openings, the application
can be kept on file for later needs.

Online Recruiting:

Most companies, both large and small, use the internet to recruit new employees by
adding a recruitment section to their website. Internet recruiting provides a low cost
means for most business to gain unprecedented access to potential employees
worldwide even for senior-level executives.
The selection Process:

Initial screening

Employment test

Comprehensive interview

Application forms fill up

Background investigation

Fitness report

Conditional job offer

Permanent job offer