Recruitment Planning

The first stage in the recruitment process is planning. Planning involves the translation of likely job vacancies and information about the nature of these jobs into a set of objectives or targets that specify (a) number, and (b) type of applicants to be contacted.

Strategy Development

‘Make’or ‘Buy’: Firms must decide whether to hire less skilled employees and invest on training and education programs, or they can hire skilled labor and professionals. Essentially, this is the ‘make’ (hire less skilled workers) or ‘buy’ (hire skilled workers and professionals) decision.

Evaluation and Control

Statistical information on the cost of advertisements, time taken for the process, and the suitability of the candidates for consideration in the selection process should be gathered and evaluated. However, exercises seem to be seldom carried out in practice.

To ensure effective and efficient recruiting.

Effective recruiting means that the person employed for the job is the best possible candidate for it, with all the required skills, talents and qualifications of the job. Efficient recruiting, on the other hand, means that the process has been carried out without incurring a lot of costs on the part of the organization. By following the process, there is a greater chance that the human resources department can get the best possible person for the job.

Organizations may carry out their hiring processes their own way, but without a system or set guidelines in place for its conduct and implementation, there is a risk that the company may incur more expenses than necessary.

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