Abstract Men have always had an advantage over women in the employment world. Statistics shows that men employment rate is 75 percent down from 86 percent and women employment range from out of every 10 women, six are employed; this rate is the typical in the job society today. Recruitment justifies the statistical data of employment however; the human resource specialist has developed role profiles for the requirement of the vacancy to help fill the positions with suitable individuals. Role profiles define the overall purpose, requirement, and key result area in an occupation. Role profile also covers the competence, skill, educational and experience requirement. The basic knowledge of recruitment must generate a plan from the human resource that will verify the number and categories of people required to occupy an organization. In this research paper, I will explain the recruitment process, the methods recruitment uses, laws, and regulations that govern the recruitment process.
Recruitment is a focal point of running a business by generating and screening potential qualified applicants to help fill job vacancies. Recruitment phases consist of planning, development, searching, applicant reactions, transition to selection and legal issues. The planning phase of recruitment covers the organizational and administrative issues that represent the background of the desired skills needed for the position to be filled. The development phase formalizes a guide that involves the process to be followed to attract applicants to a job. The searching phase requires looking for a candidate and developing a message and selecting a method to communicate those messages. Next, applicant reaction screens the recruitment process by reducing the applicant’s pool with a job related devices. The transition selection phase prepares the applicant on what to expect next in the hiring phase and what is required of them. Lastly, the legal phase covers the laws and regulations of employment.
The Process of Recruitment Recruitment is the process of identifying and hiring the best-qualified candidate (from within or outside of an organization) for a job vacancy, in a most timely and cost-effective manner. (Business Dictionary.com) In order to fulfill recruitment obligations, we must administer a plan that consists of organizational and administrative issues. An organizational plan consists of coordinating the identification and attraction of applicants. While, administrative issues consist of the number of contacts offered for the recruiters to be used and the budget requirement on hand. Organizational plans also have internal and external factors; internal factors are controlled by the organization, while the external factors are not. The internal factors are the recruitment policy, human resource planning, size of the firm, cost of recruitment, and growth and expansion. External factors consist of supply and demand, labor market, image/goodwill, political-social-legal environment, unemployment rate, and competitors. The recruitment process consists of 19 steps below.
Step #1 — Determine your ideal recruiting target — The goal of this step is to determine precisely who recruiting efforts should target, including performance level, experience level, and whether or not they are actively looking for a job. At this step, many firms prioritize their jobs, so that they focus resources on jobs with the highest business impact.
Step #2 — Understanding your target’s decision criteria — a significant part of any recruiting process is attracting desired talent, which you cannot do effectively without understanding what your targets consider important. This step focuses on identifying the key factors, known as “job acceptance criteria,” that are necessary in order to convince a qualified prospect to apply for and eventually accept a job at…