The process of recruitment begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applicants from which new employees are selected. Enterprises with a favourable public image find it easier to attract qualified candidates but small firms, which often offer excellent growth and development opportunities, may have to make great efforts to communicate the applicant about potentials of the enterprise to attract them. We shall now discuss the steps involved with the recruitment:
1. Requisition: Recruitment is a process that starts with specific requisition of human resource from departmental managers or starts with the execution of human resource (HR) plan that will identify the job openings. It will include the job titles, job descriptions, qualifications needed, working conditions, pay structure and number of employees needed.
2. Verification: At this stage, job analysis information from job description and job specification of each job position will be verified and updated with comments of manager’s to incorporate revised expectations. This will make the job requirements up dated and compatible with the demand of the day.
3. Projection: A concrete form of job requirements will be set and that will be projected through communication. At these points, terms and conditions and salary relevant to inducement shall be agreed upon. Survey reveals that 64% of respondents do not apply to an advertisement that does not state a salary. We design the copy of advertisement at this stage.
4. Decide Target Group: Now, we are to decide upon the target group of applicants who fulfill the expected qualities for the job openings. The probable job applicants may be spread over various geographical areas or they may concentrate in a few institutions. So, the target group to whom the advertisement will be given shall be decided at this stage to make the communication effective and to get quick response.
5. Deciding about method of Recruitment: We are to decide now which source or sources would be utilized. We know that there are two sources of recruitment – internal and external and there are many methods within these two sources. Deciding appropriate method or methods or source or sources of recruitment would pinpoint the potential target applicants.
6. Develop a Pool of Candidates: It is expected that effective communication will make a satisfactory pool of applicants. Ensuring a satisfactory pool of candidates is the responsibility of the human resource management people engaged in recruitment.
7. Evaluation: This stage actually is an administrative exercise by which management evaluates the effectiveness of its recruitment along with their short and long-term implications. This will provide information about the flaws in the recruitment that are to be improved.
8. Feedback: Feedback is made to the top of the human resource management about evaluation outcomes. On that basis, new course or courses of action would be developed, the implementation of which will improve the recruitment process by modified human resource (HR) plan.
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