Study of Recruitment Process and E- Recruitment

Recruitment is the process of attracting, screening and hiring people or a person for a job. The attracting process of recruitment is where the business advertises the available job vacancies for a period of time. Once the deadline of the advertisement has arrived, the business collects up all the CV’s from the applicants and they are all checked off against the person specification. This is where the applications are selected by the business, the selected applications are then invite by the business for an interview and from there they are able to decide whether they are suited for the job.

Recruitment: It is the process of identifying and attempting to attract candidate who are capable of filling job vacancies appropriately (Kathryn M. Bartol and David C. Martin, 1988)

Recruitment and selection is the process that organisations use to attract potential employees and then choose the best person for the job.

Recruitment refers to hiring a best qualified person for a job opening in a cost efficient and timely manner. This process comprises evaluating the job requirement, attracting the candidates, screening and short listing the qualified applicants, employing and incorporating them with new teams. Talent is the most important assert for any business. Talent Management, which includes recruitment, is a crucial part for any organization’s growth (Limor, 2013).

Recruitment is the process for attracting candidates for vacant jobs , and it’s done through giving attractive advertisements for the jobs , Also by creating well defined job descriptions for the various jobs , The aim of recruitment is to attracts the right candidate for the various job , It’s the first process in selection process.

* On-line recruitment is becoming more and more popular way to recruit. There is two ways online to recruit, one is via email. Using email is very much like sending a letter it’s just a quicker approach. The other is by completing online applications and once the application has been completed they will get sent straight to the employer and stored on an online data basis.

According to Wright et al (2011) recruitment and selection are part of the human resource practices common within organizations in an effort to develop human capital, which is necessary for better production. Numerous scholars have discussed the issue in different contexts. Pramila (2010) discussed the issue of recruitment and selection in an Indian- based company. The article presents effective recruitment practices, which are valuable for organizations. Among the identified practices include internal recruitment, interviews, personality tests, employer references, succession planning, and newspaper recruitment. According to Najafi (2011) the most important aim is to achieve an improvement in their recruitment and selection. With information provided in this article, the researcher is able to advance a thorough understanding of the different issues on improving recruitment and selection processes within organizations.

Recruitment is the process of generating a pool of capable people to apply for employment to an organisation.

The recruitment process is multifaceted. Recruitment begins from the time an organization or human resources manager must determine a recruitment plan. A recruitment plan must include the avenues in which recruitment will be pursued. The recruitment process also includes shortlisting any qualified candidates from the responses, and the entire interview process (including multiple rounds of interviews). This aspect of human resources management is all about attracting the best and the brightest of candidates, convincing them that the organization is the best fit for their career aspirations, and capturing or finally hiring the candidate. This process is not only intended to fill a vacant position, but to also help build the strength of the organization overall.

Internal recruitment can be done relatively cheaply and quickly; the vacancy can be advertised through staff notice boards, company intranet or company-wide emails.

RBC, which has “over 80,000 full-time and part-time employees who serve more than 16 million personal, business, public sector and institutional clients through offices in Canada, the U.S. and 37 other countries” (RBC, n.d., “Corporate Profile”), certainly used E-recruitment as the tool of hiring. “E-recruitment refers to the practices of advertising companies’ vacancies online (Galanaki, 2002), it’s one of the well-recognized worldwide trends of the human resources functions”(Darrag et al., 2010). There are many benefits using E-recruitment. Using E-recruitment help organization save time to find out appropriate talents because the organization can target the eligible candidates effectively and efficiently. In General, E-recruitment exists in software, such as e-link, Facebook, organization’s website, and so forth. The software is used by the users around the world. Hence, the recruitment of organization will extend to the applicants located in different places all over the world rather than only limit to local residents (Ghadeer M. B., 2014). This is why RBC is an organization that has a culture of diversity. Even though the employees of RBC come from different countries and have different cultures, they have equal rights whatever gender, race, religion, and so forth they are in the

In addition, the employment process requires effective communication in terms of the messages to post via advertisements. This is because potential candidates will be attracted by the content of the messages displayed through the adverts. In light of the current technological advancements such as the Internet and social networks, human resource managers would want to utilize such channels to reach many potential candidates across the globe (Lugonja, 2011: 2). This calls for flexibility and willingness to invest in technology where adequate efforts have not been made. However, a multidimensional approach would work better since not all people can access the Internet. In a nutshell, the process of selection and recruitment involves looking for and motivating prospective employees to apply for available job posts. Being a negative process, selection entails scrutinizing the qualifications of candidates that have applied in order to choose only the best applicants for various jobs (Sharma, Khurana, & Khurana, 2009: 17).

The next area of discussion of human resource management staffing is recruitment. Recruitment is the process of attracting people who might make a contribution to the organization. It is often stimulated when an existing employee leaves an organization or when the organization is expanding. So recruiting can be defined as the process of generating a pool of qualified applicants for organizational jobs (Mathis & Jackson, 2008). It is important that human resource managers understand labor markets.

Firstly, recruitment is the process of searching for candidates who will be qualified to meet the desired positions in the company. Figure 1.1 shows the four step process in recruiting potential prospects into any company. This process will determine the best means of hiring qualified employees. “Its purpose is to ensure that the required number of applicants with the required skills is generated at minimum possible cost; to eliminate poorly qualified candidates, thus improving the success rate of the selection process; and to help the firm meet its employment equity goals by attracting a diverse applicant pool.”

The recruitment and selection process refers to where organisations use various methods in order to generate a pool of candidates that are suited to the job at hand and align with the organisations goals. With technology being used and relied on by many in the business world, it is important that organisations stay relevant by implementing both web-based applications methods and scientific tests to attract the best possible people for the job. These both have their benefits and negatives when used in the recruitment and selection process, but with some modifications, they would further aid organisations to attract the best possible employees to fit into the job.