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Recruitment refers to the process of attracting, screening, selecting, and on boarding a qualified person for a job.

At the strategic level it may involve the development of an employer brand which includes an 'employee offering'. The stages of the recruitment process include: job analysis and developing a person specification; the sourcing of candidates by networking, advertising, or other search methods; matching candidates to job requirements and screening individuals using testing (skills or personality assessment); assessment of candidates' motivations and their fit with organisational requirements by interviewing and other assessment techniques. The recruitment process also includes the making and finalising of job offers and [1] the induction and on boarding of new employees. Depending on the size and culture of the organisation recruitment may be undertaken in-house by managers, human resource generalists and / or recruitment specialists. Alternatively parts of all of the process might be undertaken by either public sector employment agencies, or commercial recruitment agencies, or specialist search consultancies.

Internal and external recruitment A manager can recruit in two different ways:

Internal recruitment is when the business looks to fill the vacancy from within its existing workforce External recruitment is when the business looks to fill the vacancy from any suitable applicant outside the business

Of course, the option to use BOTH internal and external recruitment can be used. This is often the case for senior management appointments.

Advantages Internal Recruitment People already familiar with the business and how it operates Provides opportunities for promotion with in the business can be motivating Cheaper and quicker to recruit

Disadvantages Limits the number of potential applicants No new ideas can be introduced from outside May cause resentment amongst candidates not appointed

Business already knows the strengths and weaknesses of candidates External Recruitment Larger pool of workers from which to find the best candidate People have a wider range of experience Outside people bring in new ideas

Creates another vacancy which needs to be filled

Longer process More expensive process due to advertising and interviews required Selection process may not be effective enough to reveal the best candidate

Attract and encourage more and more candidates to apply in the organisation. Create a talent pool of candidates to enable the selection of best candidates for the organisation. Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities. Recruitment is the process which links the employers with the employees. Increase the pool of job candidates at minimum cost. Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants. Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time. Meet the organizations legal and social obligations regarding the composition of its workforce. Begin identifying and preparing potential job applicants who will be appropriate candidates.

Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants