All organisations, whether large or small, do engage in recruiting activity, though not to the same extent. This differs with :-
1.the size of the organisation;
2.the employment conditions in the community where the organisation is located;
3.the effects of past recruiting efforts which show the organisation’s ability to locate and keep good performing people;
4.working conditions and salary and benefit packages offered by the organisation which may influence turnover and necessitate future recruiting;
5.the rate of growth of organisation;
6.the level of season my of operations and future expansion and production programmes; and
7.cultural, economic and legal factors, etc.
Process of Recruitment
Recruitment process passes through the following
1..Recruitment process begins when personnel department receives requisitions for recruitment from any department of the company. The personnel requisitions contain details about the position to be filled,number of persons to be recruited, the duties to be perf qualifications expected from the candidates, terms and conditions of employment and the time by which the persons should be available for appointment etc.
2.Locating and developing the sources of required number and type of employees
3.Identifying the prospective employees with required characteristics.
4.Developing the techniques to attract the desired candidates. The goodwill of an organisation in the market may be one technique. The publicity about the company being a good employer may also help in stimulating candidates to apply.
5.Employing of techniques to attract candidates. There may be others of attractive salaries, proper facilities for development etc.
6.The next stage in the process is to stimulate as many candidates as possible and ask them to apply for jobs. In order to increase the selection ratio, there is a need to attract more candidates.
7.Evaluating the effectiveness of recruitment process.
Thus, in an ideal recruitment programme, individuals responsible for the recruitment process must know how many and what types of employees are needed, where and how to look for individuals with the appropriate qualifications and interests, what inducements to use or to 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. The following figure shows an ideal recruitment process as developed by Herbert G. Heneman III et. el.
