Human resources are an extremely important business resource, unique for each company. Management of human resources is an important aspect of enterprise management, and understanding the planning process, selection and recruitment is key to achieving business success.
What is technical recruiting?
Recruitment is the process of identifying, attracting, and securing qualified candidates. Human resource needs can be met in two ways: by hiring new people and developing the potential of existing ones. The recruitment process begins with a decision on filling vacancies and considering the required requirements. Once these requirements have been determined, a search is made for potential candidates to fill the vacancies.
Recruitment is a two-way process because two parties participate in it: the organization that needs to fill the vacancies and the candidate who is interested in establishing an employment relationship with the organization. Both sides have the right to choose, since the candidates do not care what they will do, which organization they will be attached to, and the like.
Recruitment is a process that identifies staffing needs and identifies potential candidates for vacancies. In order to acquaint potential candidates not only with the jobs they are applying for but also with their position in the company, it is necessary to conduct a broad information activity. There are two basic sources of recruitment – internal and external. Internal sources include employees already working in the company, and external sources include those who are outside the company (in the labor market, schools, colleges, other companies, and institutions). Culver Careers will help you to learn more about it.
What is the purpose and goal of recruiting?
The purpose and goal of recruitment are to attract a qualified group of candidates from outside the organization for a specific, vacant position. We must note that recruitment is a two-way process, which means that the organization is not the only one that has certain expectations, but also a potential candidate. In addition, legislation finds compliance with employment laws and prohibits any form of discrimination (based on gender, age, race, religion, etc.).
Human resources planning
Human resource planning is a very important function of human resource management that contributes to the successful achievement of strategic goals of the organization. For strategies to become effective, an organization must have the right number of people who have the skills, knowledge, and talents to implement them. Plans are instruments for realizing the strategy, translating it into concrete people, activities, and other necessary resources. Human resource planning answers seemingly simple but important questions:
- How many people do we need to achieve business plans and goals?
- What mix of knowledge, skills and abilities do we currently need?
- What kind of people, what skills, knowledge, and abilities will we need in the future?
- How to provide the necessary people?
- How to prepare current employees for future job needs and requirements?
- Where and how will we find the people we need?
As simple as these questions may seem, the timely and appropriate answers are of great importance in human resource planning.
Recruitment goals
Recruitment is a process that, by the nature of things, builds on the process of planning and analyzing the job, if it is estimated that the demand for certain profiles of staff is greater than the supply and if the organization decides to fill vacancies. The main goals of recruitment are:
- defining current and future labor needs, in accordance with the policy of human resource planning and analysis of work in the organization,
- attracting as many qualified candidates as possible, at the lowest possible cost,
- increase the percentage of a selection of qualified candidates and decrease the percentage of admission of inadequate candidates,
- reducing the percentage of leaving the organization by newly hired staff,
- monitoring the success of various recruitment programs and sources of potential candidates, in order to find the most rational and effective modalities for attracting and providing the optimal number of qualified candidates.
Why is careful selection important?
Candidate selection requires a serious approach because otherwise, it can lead to undesirable consequences such as poor candidate selection, which affects the work, development, and productivity of a company. Employees with the right skills and qualities make a great contribution to their superiors and the company.
One of the main sources of recruiting candidates is considered to be the Internet because it enables contact with a large number of people with quick feedback. However, very often we have a situation where a large number of unqualified candidates apply. In addition to the Internet, there are also finding candidates for college, professional job search organizations, the company’s website, recommendations for employees, and many other sources.
Conclusion
Before starting the recruitment and selection process, it is necessary to gain a detailed insight into the movements in both the external and internal environment. Important factors of the external environment is the external labor market and government policy. Internal factors are factors within the organization that influence the recruitment and selection process. The following are taken into account: a strategic approach to human resource management; “Hard” or “soft” approach to human resource management; the financial position of the organization; the size of the organization, the industry sector to which the organization belongs, and the culture of the organization. Recruitment is the process of attracting qualified candidates in numbers that will allow the organization to select the best ones to fill vacancies. Potential vacancies are indicated when a worker leaves, or when a job expands. In these cases, most often, there is a real need to fill the vacancy.
Selection is a process in which a choice is made between available candidates for a particular job and a decision is made about their employment. There are different selection methods and many techniques that help managers predict which of the registered candidates will be the most successful in meeting the job requirements. Three groups of criteria must be met in the selection process: criteria that must be met by selection methods; criteria that must be met by the candidate, and criteria that must be met by the organization.
