Table of Contents
How to Good Recruitment Policy Writing. Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization. It is often termed “positive” in that its objective is to increase the selection ratio, the number of applicants per job opening. Or recruiting is the process of discovering potential candidates for actual or anticipated organizational vacancies. Or from another perspective, it is a linking activity bringing together those with jobs to fill and those seeking jobs.
How to Good Recruitment Policy Writing
Sources of Recruiting: Certain recruiting sources are more effective than others for filling certain types of jobs. As we review each source in the following sections the strengths and weaknesses in attempting to attract lower-level and managerial level personnel will be emphasized. How to Good Recruitment Policy Writing.
The Internal Search: Many large organizations will attempt to develop their own employees for positions beyond the lowest level. These can occur through an internal search of current employees, who have either bid for the job, been identified through the organization’s human resource management system, or even been referred by a fellow employee. The advantages of such searches – a “promote from within wherever possible” policy –are that
- a) It is good public relations.
- b) It builds morale.
- c) It encourages good individuals who are ambitious.
- d) It improves the probability of a good selection since information on the individual’s performance is readily available.
- e) It is less costly than going outside to recruit.
- f) Those chosen internally already know the organization.
- g) When carefully planned, promoting from within can also act as a training device for developing middle – and top-level managers.
Good Recruitment Policy Writing
There can be distinct disadvantages, however, to using internal sources. It can be dysfunctional to the organization to utilize inferior internal sources only because they are then when excellent candidates are available on the outside. However, an individual from the outside, in contrast with someone already employed in the organization, may appear more attractive because the recruiter is unaware of the outsider’s faults. Internal searches may also generate infighting among the rival candidates for promotion, as well as decreasing morale levels of those not selected.
External Searches:
Advertisement: When an organization wishes to communicate to the public that it has a vacancy, advertisement is one of the most popular methods used. However, where the advertisement is placed is often determined by the type of job. Although it is not uncommon to see blue-color jobs listed on placards outside the plant gates, we would be surprised to find a vice presidency listed similarly. The higher the position in the organization, the more specialized the skills, or the shorter the supply of that resource in the labor force, the more widely dispersed the advertisements in a national publication. On the other hand, the advertisement for lower-level jobs is usually confined to the local daily newspaper or regional trade journal. How to Good Recruitment Policy Writing.
Good Recruitment Process Writing
A number of factors influence the response rate to advertisements. There are three important variables; identification of the organization, labor market conditions, and the degree to which specific requirements are included in the advertisement. Some organizations place what is referred to as a blind-box ad, one in which there is no specific identification of the organization.
Respondents are asked to reply to a post office box number or to an employment firm that is acting as an agent between the applicant and the organization. Large organizations with a national reputation seldom use blind advertisements to fill lower-level positions; however, when the organization does not wish to publicize the fact that it is seeing to fill an internal position, or when it seeks to recruit for a position where there is a soon-to-be removed incumbent, a blind-box advertisement may be appropriate.
Recruitment Policy Writing
Employment Agencies: We will describe three forms of employment agencies: Public or state agencies, private employment agencies, and management consulting firms. The major difference between these three sources is the type of client served. All states provide a public employment service. The main function of these agencies is closely tied to unemployment benefits since benefits in some states are given only to individuals who are registered with their state employment agency.
Good Recruitment and Selection Process
Accordingly, most public agencies tend to attract and list individuals who are unskilled or have, had minimum training. This, of course, does not reflect on the agency’s competence, but rather, on the image of public agencies. State agencies are perceived by prospective applicants as having few high –skilled jobs, and employers tend to see such agencies as having few high-skilled workers. The agencies tend to attract and place predominantly low-skilled workers.
The agencies image as perceived by both applicants and employers thus tends to result in a self-fulfilling prophecy; that is, few high- skilled individuals place their names with public’s agencies, and, similar, few employers seeking individuals with high skills list their vacancies or inquire about applicants at state agencies.