Skip to main content

RECRUITMENT PLANNING

RECRUITMENT PLANNING

Introduction

Recruitment planning is the first step of the recruitment process, where the vacant positions are analyzed and described. According to (Wood, R. and Payne, T.1998)it includes job nature, experience, qualifications, skills required and job specification. The potential candidates should be qualified, experienced with a capability to take the responsibilities required to achieve the objectives of the organization (Zaharie, M. 2013).

 

Defining Job Requirements

The number and categories of people required may be set out in formal human resource or workforce plans from which are derived detailed recruitment plans more typically, requirements are expressed in the form of ad hoc demands for people because of the creation of new posts, expansion into new activities or areas, or the need for a replacement. These short-term demands may put HR under pressure to deliver candidates quickly (Wood, R. and Payne, T.1998).

 

Analysis of Job

Job analysis is a process of identifying, analyzing, and determining the duties, responsibilities, skills, abilities, and work environment of a specific job. These factors help in identifying what a job demands and what an employee must possess in performing a job productively (Zaharie, M. 2013).

 

Job Description

According to Pioro, I. and Baum, N (2005)the traditional process of recruiting is starting with job description and job specification. The job description describes the work responsibilities of the successful job present. Job description is an important document, which is descriptive in nature and contains the final statement of the job analysis.

Job Specification

The job specification specifies the experience a person should possess in order to carry out the work. Job specification focuses on the specifications of the candidate, whom the HR team is going to hire (Pioro, I and Baum, N. 2005). The first step in job specification is preparing the list of all jobs in the organization and its locations. The second step is to generate the information of each job.

 

Job Evaluation

Job evaluation is a comparative process of analyzing, assessing, and determining the relative value/worth of a job in relation to the other jobs in an organization.The main objective of job evaluation is to analyze and determine which job commands how much pay. There are several methods such as job grading, job classifications, job ranking, etc., which are involved in job evaluation. Job evaluation forms the basis for salary and wage negotiations (Anwar, G. & Shukur, I. 2015).

SEARCHING AND ATTRACTING CANDIDATES

Identify Sources of Candidates

The first step in attracting candidates is analyze recruitment strengths and weaknesses. The outcome of this analysis can be used to develop an employee value proposition and employer brand. Next step is identify possible sources of qualified candidates, it means make a short list, filtered candidate, identify the position needs all this step to know the worthy applicant to refill the position (Robert, W. 2018).

 

Advertising

Advertising has traditionally been the most obvious method of attracting candidates and it is still important, although many organizations are outsourcing recruitment to agencies or consultants or using online recruitment, (Franklin, C. 2010).

Aims of an Advertisement

·       Attract attention  

·       Create and maintain interest

·       Generate candidates

·       Stimulate action


References

·       Anwar, G. & Shukur, I. (2015), The impact of recruitment and selection on job satisfaction, International Journal of Social Sciences, Pune. pp.4-13

·       Franklin, C. (2010), Become an Employer of Choice to Attract and Keep the Best Talent, Prentice Hall Press, Paramus, New Jersey, pp.163-167.

·       Pioro, I. and Baum, N. (2005), How to design better job description and specification, People Management Publication. pp. 42-53

·       Robert, W. (2018),Competency-Based Recruitment and Selection, Tata M.C.Graw-Mill Publishing Company Limited New Delhi.pp.16-19

·       Wood, R. and Payne, T. (1998), Competency-based Recruitment and Selection, Wiley, Chichester. pp. 15-18

·       Zaharie, M. (2013), Job Recruitment and Selection Practices in Small and Medium Organizations, Studia Universitatis Babes-Bolyai. Vol. (58) No. 2, pp.86-94.


Comments

  1. Asitha GalhenaAugust 23, 2022 at 11:45 PM

    The job description will explain to the job applicant the responsibilities and objectives of the job role he will get. It can also provide clarity during induction and later on regarding performance and goals (Recruitment Process Overview | Factsheets | CIPD, 2021).

    ReplyDelete
    Replies
    1. Masha PasquelSeptember 6, 2022 at 9:38 AM

      Thank you Asitha for your valuable comment. Some employers resist using job descriptions because they feel it locks them in to a set of duties or performance standards. They fear that an employee will say: “I don’t have to do that task; it’s not in my job description”. A job description should be viewed as a guideline for the position at any particular point in time.(Richard S 2017). Since the duties and functions in any business change, the job description should change as necessary to accommodate the work environment. Consequently, the job description should be a practical working document.

      Delete
  2. Nimshi RanawanaSeptember 1, 2022 at 9:14 PM

    Well compiled post Masha. I think Job description and job specification is a mandatory requirement because it helps the organization to identify and categorize the skills, qualifications and experience needed to perform the job and the duties and responsibilities associated with the job. Moreover, it assists the prospect candidates to check whether he/she is suitable for the position.

    ReplyDelete
  3. Rinosha PrasannaSeptember 5, 2022 at 8:13 AM

    Manpower planning is very vital for proper HR planning as it is important to provide various departments of the organization the required number of employees of the right qualification and competency at the proper time, place and cost (Anderson, Lievens, Van & Ryan, 2004; Breaugh & Starke, 2000; Hussey 1999). The process of obtaining the right manpower requirement, desired qualification levels, expected competency and experience base, from the various organizational departments is an important step in the recruitment of employees. The ability to gauge the labour market for targeting and employing is another important step (Breaugh & Starke, 2000).

    ReplyDelete
    Replies
    1. Masha PasquelSeptember 6, 2022 at 9:42 AM

      Yes, Rinosha, according to Fippo, S. (2016), Manpower planning is the process of searching prospective employees and stimulating for prospective employees, to stimulate them and encourage them to apply for job in an organization. It is the activity which links the employers and job seekers.

      Delete
  4. prabodhaOctober 3, 2022 at 4:55 PM

    hai Masha ..
    Satisfaction of employees (Job satisfaction-JS) is an emotional condition of the
    individual about his/her position at work (Warr & Inceoglu, 2012). The final effect
    of his/her work depends on his/her satisfaction, which is expressed in profit that the
    employee creates. Additional factors that are very closely connected with
    satisfaction are absenteeism and fluctuation.

    ReplyDelete

Post a Comment

Popular posts from this blog

RECRUITMENT AND SELECTION PROCESS

  RECRUITMENT AND SELECTION PROCESS Introduction Recruitment and Selection is an important activity in human resource management, designed to maximize employee strength in order to meet the organization’s strategic goals and objectives (Pravin, 2010). In this blog, discuss the various aspects of Recruitment and Selection such as the recruitment process, the factors affecting recruitment, recruitment planning, methods of recruitment, recruitment interviews, selection process and making an offer.   Recruitment Recruitment is the process [Figure 1.0] in which people are offer selection in an organization. It is when prospective candidates are search for selection and encouraged to apply for job within the organization. Recruitment activities are typically perform by Human Resource practitioners, either internally or externally (Bagul, 2014). Figure 1.0 : Recruitment Process Source: (Bagul, 2014) Importance of Recruitment   According to Bagul, 2014...
13 comments
Read more

RECRUITMENT PROCESS OUTSOURCING (RPO)

  RECRUITMENT PROCESS OUTSOURCING (RPO) Introduction According to Abdul-Halim (2009), Recruitment Process Outsourcing (RPO) involves an employer turning the responsibility of finding potential job candidates over to a third-party service provider. RPO method is designed to bring qualified potential candidates with minimal involvement from HR staff [Figure 1.0]. An employer could sign a contract with a recruitment process outsourcing firm, giving it responsibility to find, screen and assess suitable candidates (Gale, 2015) .   RPO Process RPO services typically start with a recruitment process outsourcing agreement, which outlines [Figure 2.0] the scope of the project, timing, cost and more (Foley, and Andrews, 2004) . Often, the HR management [ HRM ] staff and the RPO service provider meet to create or discuss job descriptions. Then, the RPO team spreads the word about the job opening using its own recruiting methodologies and technology or the client's techniques and ...
5 comments
Read more