Summary of Journal - Recruitment Strategies by Margaret A. Richardson
Summary of the Journal/ Article:
Recruitment Strategies – Managing/Effecting the Recruitment Process
By Margaret A. Richardson
In this journal/ article, writer listed out some of the recruitment strategies, with identifying the advantages and drawbacks of each strategy. Recruitment strategies may be conducted internally and externally, which internal recruitment including transfer of existing personnel/ through referrals and external sources including walk in applicants, advertising vacancies in newspapers, magazines and journals, visual and/or audio media, employment agencies, online recruiting, through job fairs and the use of college recruitment.
Besides choosing the recruit method, successful recruitment begins with proper employment planning and forecasting. Therefore, “Successful recruitment” involves several processes:
1. Development of a policy on recruitment and retention and the systems that give life to the policy
2. Needs assessment to determine the current and future human resource requirements of the organization. If the activity is to be effective, the human resource requirements for each job category and functional division/unit of the organization must be assessed and a priority assigned
3. Identification, within and outside the organization, of the potential human resource pool and the likely competition for the knowledge and skills resident within it
4. Job analysis and job evaluation to identify the individual aspects of each job and calculate its relative worth
5. Assessment of qualifications profiles, drawn from job descriptions that identify responsibilities and required skills, abilities, knowledge and experience
6. Determination of the organization’s ability to pay salaries and benefits within a defined period
7. Identification and documentation of the actual process of recruitment and selection to ensure equity and adherence to equal opportunity and other laws.
POSTING VACANCIES
As Recruitment is described as “the
Recruitment Strategies – Managing/Effecting the Recruitment Process
By Margaret A. Richardson
In this journal/ article, writer listed out some of the recruitment strategies, with identifying the advantages and drawbacks of each strategy. Recruitment strategies may be conducted internally and externally, which internal recruitment including transfer of existing personnel/ through referrals and external sources including walk in applicants, advertising vacancies in newspapers, magazines and journals, visual and/or audio media, employment agencies, online recruiting, through job fairs and the use of college recruitment.
Besides choosing the recruit method, successful recruitment begins with proper employment planning and forecasting. Therefore, “Successful recruitment” involves several processes:
1. Development of a policy on recruitment and retention and the systems that give life to the policy
2. Needs assessment to determine the current and future human resource requirements of the organization. If the activity is to be effective, the human resource requirements for each job category and functional division/unit of the organization must be assessed and a priority assigned
3. Identification, within and outside the organization, of the potential human resource pool and the likely competition for the knowledge and skills resident within it
4. Job analysis and job evaluation to identify the individual aspects of each job and calculate its relative worth
5. Assessment of qualifications profiles, drawn from job descriptions that identify responsibilities and required skills, abilities, knowledge and experience
6. Determination of the organization’s ability to pay salaries and benefits within a defined period
7. Identification and documentation of the actual process of recruitment and selection to ensure equity and adherence to equal opportunity and other laws.
POSTING VACANCIES
As Recruitment is described as “the