Effectiveness of Recruitment in Organizations
Recruitment is a ‘linking activity' bringing together those with jobs and those seeking jobs. Companies are now looking out for new ways of giving themselves a competitive advantage.
To define recruitment, it is a process of searching for prospective employees and stimulating them to apply for jobs in an organization. It is often termed positive in that it stimulates people to apply for jobs to increase the selection ratio. Selection on the other hand tends to be negative because it rejects a good number of those, who apply, leaving only the best to be hired."
Effectiveness of Recruitment in Organizations.
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Further programs are held by human resource officers for parents to educate how they can assist their sons and daughters in their education wise or may be say to help them overcome their shyness and fears. Parents are always a physical support who travels along with them. This program would a motivating both parents and children.
Materials and Methods
Source of Recruitment Process
It involves two types of sources, Internal and External Sources
Stephanie Fagnani refers as (smallbusiness.chrom.com, visited 10-04-2013) Internal Sources hold local employee’s data in their database. Whenever there is recruitment in an organization, first preference is given to the local employee’s and others are considered. They would look upon: 1) Internal promotions 2) Referrals 3) Former employees.
Merits of Internal sources
Stephanie Fagnani refers as(smallbusiness.chrom.com, visited 10-04-2013)The Organization, logs in details of employee’s work and their records too include their individual performance, experience and how they have progressed so far in the organization from the basic level. The fact is that internal employee’s are much more preferred when compared to outsiders as this is considered to be less costly too. They assure a better and effective performance if they realize they are considered important first before the outsiders recruitment.
Demerits of Internal sources
Stephanie Fagnani refers as(smallbusiness.chrom.com, visited 10-04-2013)Sometimes in an Organization there may not be a possibility to choose a perfect person for the appropriate position. Since the learner does not know more than the lecture, no innovation worth the name can made. Therefore, on jobs which require marginal thinking, this practice is not followed. As promotion is based on seniority, the danger is that really capable hands may not be chosen.
Aswathappa (2003) refers as External Sources of recruitment refer to Person’s waiting to join the Organization and contribute their talents and progress inside the Organization. The external sources are:1) Newspaper articles 2) Recruitment in Colleges 3) Online recruitment 4) Public job seekers.
Merits of External sources
Aswathappa (2003) refers as External sources mostly comprises of experienced person’s and fresher’s. Experienced employees are preferably better for the organization, because its of a less guidance needed over them. Fresher’s can be shaped as to the position required by the organization. Persons recruited form a large number are chosen irrespective of color, sex and caste, this source proves economical because potential employees do not need extra training for their job.
Demerits of External sources
Aswathappa(2003) refers as However, this system suffers from what is called "brain drain," especially when experienced persons are raided or hunted by sister concerns.
Kazim Ladimeji refers as(www.recruiter.com, visited 11-04-2013)these...