The document discusses recruitment strategies and effective hiring processes. It explains that recruitment significantly impacts organizational performance and goal achievement. Successful recruitment involves developing recruitment policies, assessing human resource needs, identifying potential candidates, and determining compensation plans. Both informal methods like referrals and formal methods like online job postings are discussed. The benefits of online recruitment through job sites and corporate websites are outlined, including faster posting, application, and resume processing. Companies are advised to utilize specialized job sites, enhance their online presence, and leverage the Internet to broaden their candidate pools.

1. RECRUITMENT STRATEGIES
MANAGING/EFFECTING THE RECRUITMENT PROCESS
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2. INTRODUCTION
RECRUITMENT, AS A HUMAN RESOURCE MANAGEMENT FUNCTION, IS ONE OF THE ACTIVITIES THAT
IMPACT MOST CRITICALLY ON THE PERFORMANCE OF AN ORGANISATION. WHILE IT IS UNDERSTOOD AND
ACCEPTED THAT POOR RECRUITMENT DECISIONS CONTINUE TO AFFECT ORGANISATIONAL PERFORMANCE
AND LIMIT GOAL ACHIEVEMENT, IT IS TAKING A LONG TIME FOR PUBLIC SERVICE AGENCIES IN MANY
JURISDICTIONS TO IDENTIFY AND IMPLEMENT NEW, EFFECTIVE HIRING STRATEGIES.
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3. SUCCESSFUL RECRUITMENT INVOLVES THE SEVERAL PROCESSES –
• DEVELOPMENT OF A POLICY ON RECRUITMENT AND RETENTION AND THE SYSTEMS THAT GIVE
LIFE TO THE POLICY,
• NEEDS ASSESSMENT TO DETERMINE THE CURRENT AND FUTURE HUMAN RESOURCE REQUIREMENTS OF THE
ORGANISATION,
• IDENTIFICATION, WITHIN AND OUTSIDE THE ORGANISATION, OF THE POTENTIAL HUMAN RESOURCE POOL,
ASSESSMENT OF QUALIFICATIONS PROFILES,
• DETERMINATION OF THE ORGANISATION’S ABILITY TO PAY SALARIES AND BENEFITS WITHIN A DEFINED
PERIOD.
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4. RECRUITING FROM EXTERNAL SOURCES – INFORMAL AND FORMAL METHODS
INFORMAL RECRUITING METHODS TAP A SMALLER MARKET THAN FORMAL METHODS. LIKE –
• REHIRING FORMER EMPLOYEES,
• CHOOSING FROM “WALK-IN”,
• APPLICANTS WHOSE UNSOLICITED RÉSUMÉS HAD BEEN RETAINED ON FILE.
• THE USE OF REFERRALS.
ADVANTAGES: -
• THEY ARE RELATIVELY INEXPENSIVE TO USE,
• IT CAN BE IMPLEMENTED QUICKLY.
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5. ON-LINE APPLICATIONS/RECRUITING ON THE INTERNET –
• USING THE INTERNET IS FASTER AND CHEAPER THAN MANY TRADITIONAL METHODS OF RECRUITING,
• JOBS CAN BE POSTED ON INTERNET SITES FOR A MODEST AMOUNT,
• JOBS MAY REMAIN ON INTERNET FOR PERIODS OF THIRTY OR SIXTY DAYS OR MORE - AT NO ADDITIONAL
COST,
• AVAILABLE TWENTY-FOUR HOURS A DAY,
• CANDIDATES CAN VIEW DETAILED INFORMATION ABOUT THE JOB AND THE ORGANISATION AND THEN
RESPOND ELECTRONICALLY.
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6. • THE INTERNET SPEEDS UP THE HIRING PROCESS IN THREE BASIS STAGES:
1. FASTER POSTING OF JOBS,
2. FASTER APPLICANT RESPONSE,
3. FASTER PROCESSING OF RÉSUMÉS,
ALSO, PROVIDES ACCESS TO PASSIVE JOB SEEKERS.
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7. FOR EFFECTIVENESS IN THE USE OF THE STRATEGY OF E-RECRUITING, COMPANIES ARE ADVISED TO:
• USE SPECIALISED JOB SITES THAT CATER TO SPECIFIC INDUSTRIES;
• THOROUGHLY ASSESS THE SERVICE LEVEL PROVIDED BY JOB SITES TO ENSURE THAT THEY
MAINTAIN THE LEVEL THEY CLAIM TO PROVIDE;
• ENHANCE THE CORPORATE WEB SITE AS A TOOL TO ENCOURAGE POTENTIAL JOB SEEKERS TO BECOME
INTERESTED IN JOINING THE COMPANY;
• TAKE ADVANTAGE OF THE FACT THAT INTERNET JOB ADVERTISEMENTS HAVE NO SPACE LIMITATIONS SO
RECRUITERS CAN USE LONGER JOB DESCRIPTIONS TO FULLY DESCRIBE THE COMPANY, JOB REQUIREMENTS
AND WORKING CONDITIONS OFFERED;
• USE VALID SEARCH ENGINES THAT WILL SORT CANDIDATES EFFECTIVELY,
• CREATE ATTENTION-GRABBING NEWSPAPER ADVERTISEMENTS THAT PROMPT PEOPLE TO VISIT THE
COMPANY’S WEBSITE,
• ENCOURAGE EMPLOYEES TO E-MAIL JOB ADVERTISEMENTS TO FRIENDS.
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