Recruitment (recruitment ) refers to the whole process of drawing, shortlisting, selecting and appointing suitable candidates for work (either permanently or temporarily) within an organization. Recruitment may also refer to the processes involved in selecting individuals for unpaid roles. Managers, human resource specialists and recruitment specialists can be assigned to recruitment, but in some cases public sector employment agencies, commercial recruitment agencies, or specialist search consultants are used to do part of the process. Internet-based technology to support all aspects of recruitment has been widespread.
Video Recruitment
Process
Job analysis
In situations where some new jobs are created and recruited for the first time or job vacancies are there or in nature in documents such as job descriptions and job specifications. Often, companies already have job descriptions for existing positions. Once created, these documents may require review and updating to reflect the current requirements. Before the recruitment phase, a person's specifications should be completed.
Sourcing
The source is the use of one or more strategies to attract or identify candidates to fill vacancies. This may involve internal and/or external recruitment ads, using appropriate media, such as job portals, local or national newspapers, social media (such as LinkedIn or RiteSite), business media, specialist recruitment media, professional publications, window ads, , or in various ways through the internet.
Alternatively, employers may use consultants or recruitment agencies to find rare candidates - who, in many cases, may be satisfied with their current position and are not actively looking to move. This preliminary study for candidates - also called generation name - generates contact information for potential candidates, which recruiters can then secretly call and filter.
Playback and selection
Various psychological tests can assess various KSAOs, including literacy. Assessment is also available for measuring physical ability. Recruiters and agents can use an applicant tracking system to filter candidates, along with software tools for psychometric testing and performance-based assessment. In many countries, employers are legally required to ensure their screening and selection process meets ethical opportunities and ethical standards.
Employers tend to recognize candidate grades that include soft skills such as interpersonal or team leadership. Many companies, including multinational organizations and those recruiting from different nationalities, are also often concerned about whether candidates fit the prevailing corporate culture. Companies and recruitment agencies are now turning to video playback as a way to see these skills without the need to invite candidates physically. Screening as a practice for recruitment has undergone constant changes over the years and often organizations use videos to maintain the standards they have set for themselves and the industry.
Disabled candidates
The word disability brings a bit of a positive connotation to most entrepreneurs. Research has shown that corporate biases tend to increase through first-hand experience and exposure with appropriate support for employees and companies who make hiring decisions. Like most companies, money and job stability are the two factors that contribute to the productivity of disabled employees, which in return equals business growth and success. Hiring disabled workers results in more profits than losses. There is no difference in the daily production of disability workers. Given their situation, they are more likely to adapt to their environmental environments and introduce themselves to the equipment, enabling them to solve problems and overcome difficulties like with other employees. The US IRS provides disabled access credits to persons with disabilities as they meet the eligibility criteria.
Diversity
Many large companies recognize the need for diversity in recruitment to successfully compete in the global economy. Other organizations, such as universities and colleges, are slow in embracing diversity as an important value to their success.
Outsourcing recruitment process
Outsourced recruitment process (RPO) is a form of business process outsourcing (BPO) in which a company involves a third party provider to manage all or part of its recruitment process.
Maps Recruitment
Approach
Internal recruitment (not to be confused with internal recruiters) refers to the process of selected candidates from the existing workforce to take on a new job in the same organization, perhaps as a promotion, or to provide career development opportunities, or to meet the needs of a particular organization or urgent. Benefits include organizational familiarity with employees and their competencies as far as they are revealed in their current work, and their willingness to trust employees' words. It can be faster and has a lower cost to hire someone internally.
An employee reference program is a system in which existing employees recommend candidate candidates for the job offered, and in some organizations if the suggested candidate is hired, the employee receives a cash bonus.
Niche companies tend to focus on building a sustainable relationship with their candidates, because the same candidates can be placed many times throughout their careers. Online resources have been developed to help find recruiting niches. Niche companies also develop knowledge about specific job trends in their focus industries (eg, the energy industry) and are able to identify demographic shifts such as aging and its impact on industry.
Social recruit is the use of social media to recruit including sites like Facebook and Twitter or career-oriented social networking sites like LinkedIn and XING. This is a rapidly growing sourcing technique, especially with middle-aged people. At Google, the fastest growing age group is 45-54. On Twitter, a growing generation is people from ages 55-64.
Recruiting mobile phones is a recruitment strategy that uses mobile technology to attract, engage, and convert candidates. Recruiting mobile phones is often referred to as a growing opportunity for recruiters to connect candidates more efficiently with "over 89% of job seekers say that their mobile device will be an important tool and resource for their job search."
Some recruiters work by receiving payments from job seekers, and in return help them to find work. This is illegal in some countries, such as in the United Kingdom, where recruiters do not have to charge candidates for their services (although websites like LinkedIn may charge for services related to additional job searches). Such recruiters often refer to themselves as "personal marketers" and "job application services" rather than as recruiters.
Using multi-criteria decision analysis tools such as analytical hierarchy (AHP) processes and incorporating them with conventional recruitment methods provides additional benefits by helping recruiters to make decisions when there are different criteria to consider or when applicants lack past experience; for example, recruitment of new university graduates.
Multi-tier recruitment model
In some companies where the volume of recruitment is high, it is common to see multi-tier recruitment models where different sub-functions are grouped together to achieve efficiency.
Examples of 3 tier recruitment models:
- Level 1 - Contact/Help Table - This level serves as the first point of contact to which recruitment requests are raised. If the request is simple to fulfill or the request is natural, the resolution can be done at this level
- Level 2 - Administration - This level manages mainly the administrative process
- Level 3 - Process - This level manages the process and how the request is met
See also
Recruitment company
- List of job agencies
- List of work websites
- List of executive search companies
- List of temporary labor agents
References
External links
- Media related to Recruitment on Wikimedia Commons
Source of the article : Wikipedia
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