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Why Recruitment is Important for any Organisation?

Written By: Vidhi Gogari on May 24, 2011 2 Comments


We all have heard that, “Employees are assets of a company.” Every company claims to follow and understand this mantra. The function of HR is all about people- managing them, hiring them, etc. To carry out any function in a business, be it marketing, production, operations, you need people. HR brings the people to the organization and its business. It is said marketing is promoting your product in the market place. Similarly, HR is promoting and selling your company in the market. If you can promote your company efficiently you are sure to attract people to work for you.

Every firm whether small or large needs people to do even the minutest clerical work for them. And when there are employees they need to be managed. A small/medium firm may not have a devoted HR department. In that case, the owner or the manager plays the role of the HR head or the firm may hire specialized services of a HR Consultancy. Whereas, large organizations have their own HR department consisting of a head and staff that directly reports to the head. The HR department may have further bifurcations depending on the size of the firm and the number of employees.

When we say we require people for the functions of business, how do we acquire people for these functions? This is done by RECRUITMENT. For recruitment to happen the company has to do a Job Analysis of the job to be assigned to an eligible candidate. Job Analysis is further bifurcated into 2 sub-parts i.e.

JOB ANALYSIS:


This is not a book definition so to say but in layman’s language, Job Analysis means a process where the company analyses and defines the skills required to perform a particular job in the company.
• Job description is a written statement showing job title, tasks, duties and responsibilities involved in a job. It also prescribes the working conditions, hazards, stress and relationship with other jobs.
• Job specifications, also known as man or employee specifications, is prepared on the basis of job specification. It specifies the qualities required in a job incumbent for the effective performance of the job.

Once the Job Analysis is done the job vacancy can be posted on the Company Intranet, Classifieds, Job portals, Recruitment agencies etc.
Recruitment is the step towards Selection. Generally recruitments are either taken care by the HR Department Head or the manager (whoever is responsible for hiring). There is a process for hiring a candidate that is usually to be followed in large organizations. When there is a requirement, the HR department is communicated about the same. The HR department then goes through the database of candidates it has or it would send the requirements through Classifieds, Job portals, etc. By sending these requirements, the organization is likely to get feedback from eligible candidates in the form of CVs. The requirement advertisement should mention the Job Analysis (Job Description and Job Specification) so as to avoid attracting unnecessary applications. This also makes it easier for the HR department to shortlist from the applications and this will help reduce any bias from the HR resulting due to over examining the applications, boredom, etc.

While recruiting, as earlier mentioned, the organization can also give priority to Employee Referrals and then go ahead with other avenues of sourcing candidates. By Employee Referrals we mean that before going to job portals or consultancies, the organization will first communicate the requirement along with the Job Analysis to its current employees and ask them to suggest candidates that they feel are eligible for the requirement and will also be able to fit in the organization’s culture. For referring a candidate the employee gets monetary or non-monetary benefits, as per the organization’s policies on employee referrals. The employees are given a period of “n” number of days (differs across organizations) to refer a suitable candidate. Employee Referrals are a suitable way to source candidates because employees are known to the organization and its culture and also they would refer eligible candidates as they are entitled to a reward for referring the candidate if the candidate referred is selected.

Recruitment and Selection are two different terms even though they are always mentioned together. After the recruitment process is accomplished it gives way to the selection process. Selection process takes place after the HR department has shortlisted from among the received applications. The selection is not a lengthy procedure but depends from organization to organization.

The recruitment process is important in order to avoid any mistakes that would lead to future problems for the company from the candidate’s end. It’s a saying we have heard in our childhood, “one dirty fish pollutes the entire pond.” Similar is the case with employees. One wrong employee in the organization may hamper the growth of the entire organization.

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