| JOB ANALYSIS, HUMAN RESOURCE PLANNING | | | | convention advertisement and self-initiated contacts. |
| AND RECRUITMENT | | | | Generally, it seems safe to say that research has not |
| Job analysis gives the nature and recruitments of | | | | identified a single best source of recruitment. Thus, |
| specific jobs. Human resource planning determines the | | | | each organization should take steps to identify its most |
| specific number of jobs to be filled. Recruitment | | | | effective recruitment sources. |
| concerns providing a pool of people qualified to fill | | | | FOR EXAMPLE: |
| these vacancies. | | | | A human resource department could monitor the |
| Questions that are addressed in the recruitment | | | | effectiveness of recent hires in terms of turnover, |
| process include: | | | | absenteeism and job performance. It might then |
| What are the sources of qualified personnel? How are | | | | contrast the different recruitment sources with respect |
| these qualified personnel to be recruited? Who is to be | | | | to employee’s effectiveness and identify which of |
| involved in the recruiting process? What inducements | | | | the specific recruitment sources produces the best |
| does the organization have to attract qualified | | | | employees. |
| personnel? | | | | WHO DOES THE RECRUITING AND HOW? |
| The selection process concerns choosing from the | | | | In most large and middle size organizations, the human |
| pool of qualified candidates the individual or group of | | | | resource department is responsible for recruiting. |
| individuals most likely to succeed in a given job. | | | | These organizations normally have an employment |
| EFFECTIVENESS OF RECRUITMENT METHODS | | | | office within the human resource department. The |
| Organizational recruitment programs are designed to | | | | employment office has recruiters, interviewers and |
| bring a pool of talent to the organization. From this pool, | | | | clerical personnel who handle the recruitment activities |
| the organization hopes to select the persons or | | | | both at the organization’s offices and elsewhere. |
| persons most qualified for the job. An obvious and | | | | The role of personnel in the employment office is |
| very important question faced by human resource | | | | crucial. Walk w ins/write w INS and respondents to |
| department is which method of recruitment supplies | | | | advertising develop an impression of the organization |
| the best talent pool. | | | | through their contacts with the employment office. If |
| Many studies have explored this issue. One study | | | | the applicant is treated indifferently or rudely, he or she |
| concluded that employee referrals were the most | | | | may develop a lasting negative impression. On the |
| effective recruitment source when compare to | | | | other hand, if the applicant is pleasantly greeted |
| newspaper advertisements, private employment | | | | provided with pertinent information about job openings |
| agencies and walk in applicants. This study found that | | | | and treated with dignity and respect, he or she may |
| turn over rates from employees hired from employee | | | | develop a lasting positive impression. Having |
| referrals were lower than for employees hired through | | | | employees trained in effective communication and |
| the other methods. | | | | inter-personnel skills is essential in the employment |
| Another study examined the relationship among | | | | office. |
| employee performance, absenteeism, work attitudes | | | | When recruiting is done away from the |
| and methods of recruitment. This study showed that | | | | organization’s offices, the role of the recruiters is |
| individuals recruited through a college placement office | | | | equally critical. Job applicants impression about the |
| and to a lesser extent, those recruited through | | | | organizations are significantly influenced by the |
| newspaper advertisements were lower in | | | | knowledge and and expertise of the recruiter. |
| performance (i-e quality and dependability) than | | | | In small organizations, the recruitment function, in |
| individuals who made contact with the company on | | | | addition to many other responsibilities, is normally |
| their own initiative or through a professional journal or | | | | handled by one person, frequently the office manager. |
| convention advertisement. This study concluded that | | | | Also, it is not unusual for line managers in small |
| campus recruiting and newspaper advertising were | | | | organizations to recruit and interview job applicants. |
| poorer sources of employees than were journal | | | | |