Recruitment is not just a luck

 

Recruitment is one of the biggest activities of organisations. As when proper individuals are employed the organisations can flourish. Finding a proper individual with the skills and abilities that are required by the organisation is quite difficult (van den Berg et al., 2020). Various competencies have been possessed by the individuals however, there are some important factors such as patience and coordination. It has been evaluated that to hire an individual with around 805 of the skillset as desired by the organisation also are willing to be employed as well as possess the type of personality which can give value to the organisation (peoplehum, 2021).

The total process of hiring should not be left on the Human Resouce department for which the manager must be involved in the process of hiring for the insights and whether the hired candidates can perform accordingly with the role for which they are employed. Using social media can also be a means for the organisation to smoothen the process of hiring. The Human Resource department can make use of the social media platforms like Facebook and LinkedIn which can be used for the attraction of individuals (Abbasi et al., 2020). Making things easy for individuals for applying for the job. Using the latest technologies can be a useful tool that will streamline the process of hiring. Furthermore, it will also, help in the employment of individuals who are fit for the role and hence have a positive impact on the organisation (Gupta et al., 2018).


Formulating the goals and the requirements for the recruitment of the organisation can be a highly useful method that helps the organisation in the employment of qualified individuals. This shows that recruiting a person takes a lot of effort and hence it gets quite tough sometimes (Darmawan et al., 2020).

 

 

Reference list

Abbasi, S.G., Tahir, M.S., Abbas, M. and Shabbir, M.S., 2020. Examining the relationship between recruitment & selection practices and business growth: An exploratory study. Journal of Public Affairs, p.e2438.

Darmawan, I., Bakker, C., Brockman, T.A., Patten, C.A. and Eder, M., 2020. The role of social media in enhancing clinical trial recruitment: scoping review. Journal of medical Internet research, 22(10), p.e22810.

Gupta, P., Fernandes, S.F. and Jain, M., 2018. Automation in recruitment: a new frontier. Journal of Information Technology Teaching Cases, 8(2), pp.118-125.

peoplehum. 2021. Recruitment isn’t just 'luck': What makes a successful recruitment strategy? | peopleHum. [online] Available at: <https://www.peoplehum.com/blog/recruitment-isnt-just-luck> [Accessed 2 December 2021].

van den Berg, A.C., Giest, S.N., Groeneveld, S.M. and Kraaij, W., 2020. Inclusivity in online platforms: Recruitment strategies for improving participation of diverse sociodemographic groups. Public Administration Review, 80(6), pp.989-1000.

 

Comments

  1. Nimesha SundarapperumaDecember 4, 2021 at 8:16 AM

    The process of discovering candidates for a vacant post and encouraging them to apply is known as recruitment. The term "selection" refers to the process of selecting the best candidate from a pool of candidates and extending an offer of employment to them. Recruitment is a positive procedure aimed at recruiting a growing number of job applicants.The five steps involved in recruitment process are Recruitment Planning, Strategy Development, Searching,Screening , Evaluation and Control.Better company performance are the result of effective recruiting and selection processes. When the best personnel are hired and retained, the quality of products and services improves. When the best people are identified, hired, trained, and retained, financial success improves.Nice article and good luck,

    ReplyDelete
  2. Diana HarshaniDecember 12, 2021 at 8:46 PM

    Yes true,recruitment is not a luck, it is overall process of identifying ,sourcing,screening,shortlisting and iinterviewing candidate for job within an organization.

    ReplyDelete
  3. E127918December 19, 2021 at 5:50 AM

    Recruitment is a challenging task, and the consequences of poor recruitment can go far beyond a person leaving their position. It can have an impact on the company's bottom line, other employees, and even the employee's family. As a result, employing the incorrect individual for the job can have major consequences: it can damage not only the morale of the rest of your team and their engagement, but it can also raise absenteeism, impact customer service, diminish productivity, and, ultimately, affect profitability.

    ReplyDelete

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