Recruitment Planning
Recruitment refers to the process of identifying & attracting job seekers so as to build a pool of qualified job applicants. The process comprises of the following interrelated stages that are as follows:
Planning
Strategy Development
Searching
Screening
Evaluation & Control
The ideal recruitment program is the one that attracts a relatively larger number of
qualified applicants who will survive the screening process & accept position with the organization, when offered. Recruitment programs can miss the ideal in many ways: by failing to attract an adequate applicant pool, by under/over selling the organization, or by inadequately screening the applicants recruitment process should know how many & what types of employees are needed, where and how to look for individuals with the appropriate qualifications & interests, what inducements to use (or avoid) for various types of applicant groups, how to distinguish applicants who are unqualified from those who have a reasonable chance of success, and how to evaluate their work.
RECRUITMENT PLANNING
This is the first stage of recruitment planning. Planning involves the translation of likely job vacancies available in the various departments of the organization for e.g. in a service industry specially the telecom sectors the departments would be Finance, Sales Marketing HR, Administration, etc. the managers or the concerned employees of the concerned department sit together & draft out the recruitment plan relating to how many vacancies are there in the various department & at which levels. Then the number of vacancies with the job is profile is given to the HR department so that they can start the recruitment & fill up the vacancies. Then the HR department decides the number of contacts and the type of applicants to be contacted.
STRATEGY DEVELOPMENT
Once it is known how many & what type of recruits are needed. Serious considerations are given to:
1- ‘MAKEORBUY:
Organizations must decide whether to hire less skilled employees & invest on