Human Resource Knowledge

Recruiters must have clear ideas what they want

The purpose of recruitment is to provide a group of candidates that is large enough to let managers select the qualified employees they need. Sony is constantly looking for the very best engineering talent in general, and it seeks people to fill specific openings in the organization as well.

Job and position Descriptions:

Before employees can be recruited, recruiters must have some clears ideas regarding the activities and responsibilities required in the job being filed. Jon analysis is therefore an early step in the recruitment process. Once a specific job has been analyzed, a written statement of its content and location is incorporated into the organization chart. This statement is called either a job description or a position description. Each box on the organization chart is linked to a description that lists the title, duties, and responsibilities for that position. For example, a brief position description might read as follows: Sales Manager: Duties included hiring, training and supervising small sales staff and administration of sales department; responsible for performance of department; reports to Division manager.

Once the position description has been determined, an accompanying hiring or job specification is developed. The hiring specification defines the education, experience and skills an individual must have in order to perform effectively in the position. The hiring specification for sales manager might read: Position requires BBA degree; five years’ experience in sales and two years’ supervisory experience; energetic motivated individual with well developed interpersonal skills.

Sources for Recruitment:

Recruitment takes place within a labor market – that is, the pool of available people who have the skills to fill open positions. The labor market changes over time in response to environmental factors. As Sony became a more global company it had to learn to recruit in many different labor markets.

Sources for recruitment depend on the availability of the right kinds of people in the local labor pool as well as on the nature of the positions to be filed. An organization’s ability to recruit employees often hinges as much on the organization’s reputation and the attractiveness of its location as on the attractiveness of the specific job offer. If people with the appropriate skills are not available within the organization or in the local pool, they may have to be recruited from some distance away or perhaps from competing organizations.

Outside recruitment for managers and professionals:

Large companies use various outside recruitment sources to fill vacancies at different level of management. For many large companies, college and graduate school campuses are a major source of entry level and new managerial help. Campus recruiting however has some disadvantages: The recruitment process can be quite expensive and it is not uncommon for hired graduates to leave an organization after two or three years. When recruiting to fill middle management and top level positions many large companies resort to even costlier and more competitive hiring strategies.

When top quality ability is in short supply, middle management recruitment often requires the services of placement agencies or the purchase of expensive ads in newspapers and national publications. And when recruiting is done to fill top level positions, many corporate managements turn to executive search firms. These firms generally locate there or four carefully considered prospects who are highly qualified and can be enticed from their present positions by the right offer.

Federal Express has 25 recruitment centers around the country where candidates are screened. Often a peer recruiter is used – someone with actual experience in the type of work for which applicants are being recruited. Thus system offers dual benefits: the recruit sees first hand the type of person who would be suited for the position, and at the same time, the recruiter can offer an experience based, realistic image of what the position is like.
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The purpose of recruitment is to provide a group of candidates that is large enough to let managers select the qualified employees they need. Sony is constantly looking for the very best engineering talent in general, and it seeks people to fill specific openings in the organization as well.

Job and position Descriptions:

Before employees can be recruited, recruiters must have some clears ideas regarding the activities and responsibilities required in the job being filed. Jon analysis is therefore an early step in the recruitment process. Once a specific job has been analyzed, a written statement of its content and location is incorporated into the organization chart. This statement is called either a job description or a position description. Each box on the organization chart is linked to a description that lists the title, duties, and responsibilities for that position. For example, a brief position description might read as follows: Sales Manager: Duties included hiring, training and supervising small sales staff and administration of sales department; responsible for performance of department; reports to Division manager.

Once the position description has been determined, an accompanying hiring or job specification is developed. The hiring specification defines the education, experience and skills an individual must have in order to perform effectively in the position. The hiring specification for sales manager might read: Position requires BBA degree; five years’ experience in sales and two years’ supervisory experience; energetic motivated individual with well developed interpersonal skills.

Sources for Recruitment:

Recruitment takes place within a labor market – that is, the pool of available people who have the skills to fill open positions. The labor market changes over time in response to environmental factors. As Sony became a more global company it had to learn to recruit in many different labor markets.

Sources for recruitment depend on the availability of the right kinds of people in the local labor pool as well as on the nature of the positions to be filed. An organization’s ability to recruit employees often hinges as much on the organization’s reputation and the attractiveness of its location as on the attractiveness of the specific job offer. If people with the appropriate skills are not available within the organization or in the local pool, they may have to be recruited from some distance away or perhaps from competing organizations.

Outside recruitment for managers and professionals:

Large companies use various outside recruitment sources to fill vacancies at different level of management. For many large companies, college and graduate school campuses are a major source of entry level and new managerial help. Campus recruiting however has some disadvantages: The recruitment process can be quite expensive and it is not uncommon for hired graduates to leave an organization after two or three years. When recruiting to fill middle management and top level positions many large companies resort to even costlier and more competitive hiring strategies.

When top quality ability is in short supply, middle management recruitment often requires the services of placement agencies or the purchase of expensive ads in newspapers and national publications. And when recruiting is done to fill top level positions, many corporate managements turn to executive search firms. These firms generally locate there or four carefully considered prospects who are highly qualified and can be enticed from their present positions by the right offer.

Federal Express has 25 recruitment centers around the country where candidates are screened. Often a peer recruiter is used – someone with actual experience in the type of work for which applicants are being recruited. Thus system offers dual benefits: the recruit sees first hand the type of person who would be suited for the position, and at the same time, the recruiter can offer an experience based, realistic image of what the position is like.

Labels: HRM

posted by Paresh @ 8:42 PM