英语论文网

ests followed by group discussions and interviews, thus this process varies from post to post and organization to organization. Here is a generalized method of recruitment process.

Identifying job requirement: The department heads/ managers identify the need of more employees to be recruited. This need may be due to a number of factors like organization expansion, meeting deadlines, new projects and opportunities, increasing productivity etc.

Informing HR department: Now this information of the required number of new employees for particular type of jobs is being passed to the HR department. This includes complete job details that are being required by that department of the organization. The HR department takes all the job specifications to formulate the Job Description Form or document.

Formulation of panel for recruitment: Now next comes the panel formulation step in which HR manager decides the members of the panel keeping in consideration all the aspects related to that post. These aspects may be related to the experience of the members, whether members are familiar with the anti- discrimination legislation or not, the willingness of the members, whether the panel members are technical and familiar enough to judge the candidate and to decide to select or reject the candidate.

Formulation of the Job description form and the advertisement of vacancies: Now the panel after considering all the aspects and requirements of the job decides what desired skills and capabilities the candidate should have. Then they prepare an advertisement describing the post and job details and what qualifications and experience they expect from the candidates. Now this advertisement can be given on the website, newspapers, different agencies etc. so that this job information can be made available to the targeted and capable candidates. This is followed by sending of the resumes of the candidates to the particular address or email id before a deadline.

Internal/External Recruitment: When a post is open in an organization, it is available for all including internal employees and the external candidates. Generally this information will be posted on the company's website, cafeterias, break rooms, information boards, magazines etc. If any employee is interested in it he will have to go through a similar method as it is for external candidates. If after sending the resume they are qualified, then they will have an interview with HR manager. The internal recruitment may reduce the expenditures on advertisement but at the same time the skill pool is limited in this case. If the internal trainees/ employees are not able to satisfy or complete the requirements of the post then an external recruitment process is applied which may be in the form of Campus Drive, employment agencies, test at one of their centers being open for all or third-party recruitment which seeks out candidates.

Employee Referrals: This is also one of the ways to recruit where the existing employees suggest a suitable candidate in their knowledge. This is helpful over traditional recruitment methods as they are already familiar with the management structure and the working environment in the organization. This is also suitable for recruiting the potential candidates who are working for another organization and are not actively looking for the job, but may be enticed to change their job waiting for a suitable opportunity本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。