Recruitments refers to a process that is being used by the human resource management in obtaining qualified staff to work in the organization, the platform gives an organization an avenue of sourcing a pool of potential job seekers, the success of the recruitment process entirely depends on the strategies used by the human resource management. The recruitment policy in an organization must be utilized to satisfy the procedural and transparency needed in accordance with the human resource code of conduct.
The recruitment process involves the development of policies which helps in determining the future and sustainability human resource requirements ,the recruitment strategy being determined by the human resource management can be conducted effectively ,here, successful recruitment process considers number of factors before its implementation.(Braddy & Kroustalis,2006).
Factors Considered in Implementation of Strategic Recruitment process
The success of the recruitment process depends on the ability of an organization to use appropriate policy framework, the main goal for initiating this is to efficiently and effectively create an organization which is both universal in hiring individuals with the prerequisite qualifications, it makes an organization to grow and progress in the service delivery, in addition human resource management should factor it so that the delivery system of the organization smooth.
E-recruitment is another issue to be considered in the recruitment strategic plan when sourcing for employees in an organization, the management should consider the nature of the work that is being advertised, in this aspect, the use of internet is a global technology that has been embraced in almost all areas, however, in using this the manager should critically analyze in situations where the need a pool of applicants who are cop muter literate.
Moreover, the other issue to be considered in the strategic recruitment before is implementation is the job description ,here, the plan should show the task that are required by the applicants, this will enable the job seekers to determine their capability whether they can accept the nature and the conditions of the job, the description outlines the hours of the work required in the organization, this fully forms a basis of understanding the nature of the work, prior to advertisement , this written duties and the responsibilities will determine the expectation of the employee before applying .
In strategic recruitment process, the competencies of an individual and the organization culture should also be considered, here, the culture of the organization determines the success and plans of the organization. It is a common factor that human resource manager considers before its implementation ,this helps the employees avoid the culture shock when they are fully employed, the value, believes and the general attitude must be clearly outlined so as to make the employees conform to the expectations ,the employees therefore will develop attitude that a will bring change in an organization, this is an aggressive factor geared toward the growth of the organization
According to Zheng & Sharan,(2010),External outsourcing of employees is also a factor, it can be used in scenarios where he manager needs variety of applicants who qualify for the position, the use of journals ,magazines and newspaper to advertise the position validates the process, job assessment or analysis can be further done to determine the evaluation process of an individual performance ,it is done to determine the worth of the employees. It is one of the factor that has been viewed as significant in bringing new talents to the organization, however, external recruitment should be critically analyzed since it decreases promotion in an organization and the general knowledge, marginal returns will bring sabotage to the productivity level, thus those who are recruited outside most often lack the firm specific knowledge than the insiders
Furthermore, the level of performance in organization demands depend on a well planned strategy to attract more applicants, (Kulkarni,2012). there is need to identify the positions needed to be filled in the organization, this vacancies clearly outlines the requirements of the candidate. This process hence will fasten the interviewing process because the applicants’ best suits the advertised position.
Also consider the parameters that will be used to appraise the employee, it will enable the human resource among them to evaluate the performance, this s exercise will motivate employees since rewards are given to employees who have done the extra ordinary performances.
Apart from relying on the available source the human resource manager might prefer to outsource the employees from the firm who do the outsourcing of employees, this swill help the organization in creating a suitable pool of applicants outside the vicinity, here, outsourcing firms do employ people on behave of the organization thus this platform cohesively develops a n environment of diverse skills which lead to innovations, at the end the firm will charge some fee for the service.
In conclusion, before any implementation of the recruitment strategy, the human resource in an organization should establish proper strategies that will ensure there is perfect utilization of the workforce in an organization this project should d be prioritized to ensure the entire process is well utilized.
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