The recruitment function of HR includes analyzing the requirements of an available job, attracting suitable candidates to the position, carefully screening and selecting all applicants, hiring, and seamlessly integrating new employees and roles into the organization. There are four stages of the recruitment process used by human resources departments to successfully and comprehensively achieve each of these objectives:
- Job analysis
- Screening of applicants
The initial step of the recruitment process is job analysis. During this stage of recruitment, the human resources department determines the need for additional personnel and begins to review and analyze what skills may be required of prospective employees in the available position. Based on the analysis, human resource representatives are able to create a detailed job description to describe the core duties of the job. Job descriptions often contain a minimum qualifications section and some may elaborate on a defined salary. Job offers are extended to candidates based on their qualifications and the information presented in the job description.
To begin the recruitment process, managers at Tidbit, Inc. review the current status and makeup of employees within the organization. They determine that it would be beneficial to add one new employee to each of four different organizational roles. Based on this instruction, the human resources department begins to formulate a job description that will be later advertised to prospective candidates, elaborating specifically on job duties, educational and previous work requirements, and an estimated annual salary for each defined role. Because of their strong job analysis and creation of a detailed job description, Tidbit, Inc. will be able to reach the most qualified candidates to fill these new roles.
The recruitment process begins with an analysis of organizational roles by the HR department. Once the scope of employees has been determined, job descriptions can be created to define the roles of new positions being added to the organization.
After a job description has been created, the human resources department begins to disseminate information about the available job through advertising and search for applicants. Social networking, commercial advertising, and other forms of creative recruitment are effective methods of advertising that have become increasingly popular in recent years because they are more relational and create a high engagement between an employer and prospective employees. Potential candidates can be found though many channels internally or externally, meaning that many search methods can be used to find applicants who match or exceed job requirements.