The Recruitment Process

The recruitment process

An organization is a complex systematic structure of interactive human relations which has the function to organized or administered tasks and it can lead the company to its success or failure. This is the reason why hiring becomes very important in the company. The recruitment department must meet several phases in order to have a successful recruitment process. There are eight phases approximately in this process, the job position analysis, interviews, psychological tests and training programs are just a few and every single one of them can determined if the candidate is appropriate for the organization or not.

A common definition of the selection process is that is a sequence of steps to take in order to get a person who meets certain requirements necessary to fill a particular job position. These steps must be performed with accuracy in order to avoid mistakes; if the recruitment department omits a step the organization runs the risk of not achieving the desired success.

The first step in this complex process is the analysis of the job position. This phase provides the recruitment department with information about the duties and responsibilities that the person is going to be pardoning during the job. It also provides information about what type of skills, experience, knowledge and psychological profile the future employee must have. To ensure the success of the analysis, the recruitment department must have a visible support from senior managers. Senior managers should communicate their requirements about what type of person they want to fill the position. The necessary information can be collected by performing different techniques such as interviews, observing a similar job position, making a job position questionnaire, an employee’s journal or a combination of two or more of them.

In the interview method, the analyst discusses the details of the job position with one or more employees who are occupying the same or similar position to be filled inside the organization. Generally the analyst uses a checklist to conduct the interview in which he or she writes notes of responses and then gives them a place in the various sections of the job description. The analyst doesn’t need to interview all the employees, with just a representative sample would be enough. A supervisor can help identify two or three employees who have more and lees experience in the job in order to be interviewed by the analyst. This way the analyst can set minimum and maximum requirements for the job position.

The observation technique consists of seen some employees who currently holds the job position while they are performing their duties. The analyst occasionally asks questions about various elements of work. During the observation, the analyst carefully takes notes which he or she then uses for the preparation of the job description.

One of the most common techniques use by the analyst is the employment of an extensive questionnaire. It is distributed to all the employees of a specific department for its complication and then it is return to the analyst. Not all companies that employ this technique lets the employees fill out the questionnaire because they higher administration doesn’t want to involved the employees in making the descriptions of their jobs.

The employee’s journal method requires each employee to keep a log of their daily activities during a given period. This method is acceptable only when the work is routine and repeated in a short-term period of time like a week or in some cases a month. Production jobs, clericals, office administration or maintenance jobs are some examples. This method does not provide adequate information to the analyst when the work varies widely or when tasks are not repeated in the short term period. This is obviously the case of the supervisory and management positions, sales or marketing departments.

The second phase in the recruitment process is known as the human resource inventory. Most companies have an inventory of employees which are files that contains records of employees. These files or documents contains relevant data on their performance, ranging from the employment application, tests were performed in the selection process, which has had disabilities, etc. When there is an opening position in the company, the recruitment department often turns to this medium in order to verify if the company has the right employee within the organization to fill the position. When the recruitment department uses this internal inventory, it represents an opportunity for the company’s employees to fill vacancies through an internal competition. This gives them the not only the possibility of a career development but also an effective motivational strategy. This procedure aims to provide an opportunity of improvement to all the employees, showing them that the company provides opportunities to promote the most capable and skilled employee, meaning that interest of employees to excel in their work knowledge and culture will be constant.

After reviewing the human resource inventory the recruitment department enters a third phase in which they will have to make a decision of whether to recruit from the inside of the organization or from the exterior or market.

The internal recruitment is when the company seeks to fill the new position through the relocation of their employees. They can be promoted, known as vertical movement, or transferred, known as horizontal movement. There are some advantages when the company uses the internal recruitment process. It is much cheaper for the company because it avoids costs related to the publication of the recruitment, cost related to the reception of the possible candidates, admission fees, costs of integrating new employees, and other types of costs. It is also faster than the external recruitment because it avoids frequent delays that happen in the eternal recruitment. The company feels more secure because the candidate is already known by the organization. He has ben already evaluated for a period of time and underwent the concepts of their superiors in most of the time. The candidate doesn’t need a period of trail or a period of integration to the company. This process is a powerful source of inspiration and motivation for the other employees because they see the possible the possibility of advancement within the organization for those who have shown some conditions for future advancement. It develops a healthy competitive spirit among the company’s employees bearing in mind that the opportunities will be offered to those who demonstrate the necessary skills.

It is valid to mention that the internal recruitment has some disadvantages for the company. It requires that the employees have

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