The employee recruitment process is just filling a position?

2^nd April 2023

Employee recruitment

Employee recruitment is the process of constructing a workforce with significant skills, talent and diverse for the purpose of achieving organization's goals and objectives. Even though this process seems a simple one, actually it is more complicated one, because selecting the right person for the right position is not easy and impact will spread to all key areas of the organization.

"Since an organization's success is confined within the limits of its human capital, employee recruitment is a critical function for organizational survival." (Phillips & Gully, 2015)

As per Breaugh, 2008 Employee recruitment is describes as “Employee recruitment can be defined as activities that influence the number and types of applicants who apply for a position, stay in the applicant pool, and accept a job offer.”

Process of employee recruitment

The Organization expects more return from investment in each and every process. It may involve more significance cost.

• Advertising cost for job invitation
• Consumed time for reviewing resume 
• Consumed time and cost for conducting interviews
• Cost of onboarding
• Cost of on training and orientation programs

Impact of decision of employee recruitments will spread for future upcoming years of organization. Employee recruitment able to be identified from step to step.

1.  Jon analysis

• The Initial step of process is job analysis. In organization needs a clear vision on requirement of a vacant position. This involves education, skills, experience and so on.

       2.Sourcing

• Process of attracting people for relevant position. In present duration most of organization use social media for announcing their vacancies to public. Further using job fair, advertising in newspapers etc.  

3.Screening

• This is the process of mitigating candidates to short list by reviewing resume, application, cover letter and reviewing profiles that are existing of relevant candidates, such as reviewing linkin profiles, Facebook etc.

4. Interviewing

• Measuring suitability of potential candidates for relevant position and organization also. In there, involve background check of relevant party by verifying the education and experience, behavior of candidates.

5. Selecting and offering

• Identify the right person for the position. In there, organization needs to get a clear conformation whether selected candidate agree with the company policies, procedure. Culture and also benefits that are offering from organization. This can be announced with offering letter or email in professional manner.

6. Onboarding

• Final step of the process is onboarding. Define the job role, responsibilities and define and adopt to company culture.

Important of employee recruitment

Employee recruitment directly links to all key areas of the organization. It is necessary to identify the most suitable person than the most qualified person for the position. Even  candidates consist with education qualification it will not enough for organization requirements. Because organization expect a quality and better output for the utmost future years.

An Organization always needs a quality workforce. Hence candidates need to be consisted with strong education background, Professional experience, creativity, positive attitude, talent, ability to face pressures, accept challengers and so on.

Employee recruitment process directly impact for, 

• Improving productivity and revenue
• Maintaining cultural diversity
• Promoting goodwill of organization
• Decrease employee turnover
• Talent acquisition
• Cost related recruitment will low
• Increase innovation
• Increase customer satisfaction

Conclusion

Employee recruitment plays a significant role in improving all key performance areas of organization and directly impacts for stability and growth of organizations. Overall, the employee recruitment process is a crucial aspect of organizational success. Employers who prioritize recruitment practices can build a strong and engaged workforce, which can contribute to improved performance, increased profitability, and a competitive advantage in the marketplace.

Reference

• Phillips, J. M., & Gully, S. M. (2015). Multilevel and strategic recruiting: Where have we been, where can we go from here? Journal of Management, 41(5), 1416–1445.
• Breaugh, J. A. (2008). Employee recruitment: Current knowledge and important areas for future research. Human Resource Management Review, 18(3), 103–118.
• Uggerslev, K. L., Fassina, N. E., & Kraichy, D. (2012). Recruiting through the stages: A meta-analytic test of predictors of applicant attraction at different stages of the recruiting process. Personnel Psychology, 65(3), 597–660.
• https://www.google.com/search?q=employee+recruitment&rlz=1C1GCEU_enLK1030LK1030&sxsrf=APwXEdd3U1_qc3jt-GgvUHLKOOs4LEX1jA:1680417881626&source=lnms&tbm=isch&sa=X&ved=2ahUKEwj7-qG3zIr-AhUpwTgGHQo5BLYQ_AUoAnoECAEQBA&biw=1366&bih=657&dpr=1#imgrc=2EVEU00Xbem96M