Energy Bangla

Nabamita Momtaz:
Recruitment is the process of having the right person, in the right place, at the right time. It is crucial to organizational performance. Recruitment is a critical activity, not just for the HR team but also for line managers who are increasingly involved in the selection process. All those involved in recruitment activities should be equipped with the appropriate knowledge and skills. Effective recruitment strategies are a pivotal aspect of procuring and retaining high-quality talent to contribute to organization’s success. The job market is becoming progressively competitive and skill sets continue to grow more diverse. Given this environment, recruiters are required to be more selective in their candidate picks, since underperforming recruitment measures can have a long-term negative impact of an organization. Successful recruitment begins with proper predictive measures. In this phase of the recruitment process, an organization develops plans to fill future job openings based on an exploration of future requirements. Recruitment might be conducted internally through the promotion of extant employees or by way of employee referrals. Internal recruitment is generally the most cost effective recruitment approach. Job openings can be advertised through physical and electronic job postings, in organizational newsletters, and office memos. Not only are these methods low cost, but are also completely controlled by internal recruitment managers who are more in-line with the corporate mission and goals. Internal recruitment strategies do not consistently produce the number or quality of personnel needed. In these cases, the organization needs to recruit from external sources, either by encouraging walk-in applicants, publicizing vacancies in periodicals and Internet job boards, and utilizing visual and audio media sources. More direct talent “head-hunting” is available in the forms of third-party employment agencies which orchestrate and maintain thorough talent searches, corporate job fairs, and college recruitment efforts. External recruitment is the assessment of the current available pool of job candidates, other than existing staff, to ascertain if any are sufficiently skilled or qualified to fill and perform existing job vacancies. When a business engages in external recruitment, a head hunter might be used to facilitate the search, contact and recruitment process. The assessment of an employer’s current staff to ascertain if any current employees are sufficiently skilled or qualified to perform required job vacancies. When a business engages in internal recruitment, a current employee might be reassigned to the new position by giving them either a promotion or an internal transfer. Any method of identifying and attracting job candidates from within the organization can be considered as internal recruiting. The recruitment professionals do not use the lean recruitment process, and the hiring procedure stays the same for ages. HR has to innovate the recruitment process. The recruitment process conducted by a company for any job involves a number of different stages, as follows:
Identify Vacancy and Evaluate Need. Initial job evaluation and production of a relevant job/person profile or description by which candidates can be assessed for suitability.
Develop recruitment plan and select search committee. Post Position and Implement Recruitment Plan.
Sourcing or attraction of potential candidates by various means (external advertising, recruitment agencies, internal promotion etc).
Screening of initial applicants using a variety of methods (review of CVs, comparison of academic or professional qualifications held, pre-interview by telephone etc) to shortlist the most likely potential candidates.
Selection of the best candidate from those shortlisted by utilizing one or more selection techniques (formal interview, psychometric testing, written exercises, group exercises etc).
Effective induction of the successful candidate into the new role to ensure successful integration within the organization and quicker operational deployment.
The human resources department of any company is in the business of recruiting and retaining the best talent for the organization. Recruitment strategies are one of the most vital duties of human resource workers. Changing trends in employment, technology and benefits present challenges to the human resource manager tasked with the duty of attracting highly skilled workers for her company. In the current competitive global environment, organizations are more concerned with increasing the level of work performance of their employees. As a result, influencing the performance of employees is a key goal in many organizations since they are the main determinants with regard to the success of an organization. Conversely, Human Resource Management forms the foundation in every management function in an organization as it is the most credible avenue towards the organization’s success. Human Resource Management is the strategic and articulate approach in the administration of an organization’s most treasured assets – the people. This success can only be achieved through the effective recruitment activities of Human Resource.