本篇文章主要讲的是什么是招聘，根据Cole(2009)的研究，招聘被定义为寻找候选人来雇佣他们，刺激他们，以及申请特定职位空缺的方法。关键的目标在于以更低的成本获得高质量的员工，以帮助满足组织的关键人力资源需求。它被认为是任何公司最基本的人力资源管理活动之一。Crawford(2009)认为，选择和招聘都是根据时间和足够数量的正确技能来吸引个人的过程。本篇布里斯托论文代写文章由英国论文通AssignmentPass辅导网整理，供大家参考阅读。
In accordance to the research conducted by Cole (2009), recruitment is defined as the method to search candidates to employ them and stimulate them as well for applying for specific job openings. The key aim lies in obtaining at lesser cost, employees of good quality that can help in satisfying organizations key human resources requirements. It is considered as one of the most essential human resource management activities across any company. According to Crawford (2009), it has been argued that selection and recruitment are both processes used to attract individuals on the basis of time and in sufficient number with correct skills.
Use of specific techniques to recruit allows any organization to recruit and select fine employees for their organizational needs. The key focus is to attract employees in the most ethical manner as possible. The significance for recruitment lies in attracting and motivating more individuals to allow them to apply for the job. The process as well helps in creating and increasing the talent pool of organizations at the least possible cost to allow best candidate’s selection. This process also helps in determining organizations present and future requirements with regard to job analysis activities and planning personnel (Takkar, 2015).
Throughout the process, it is helpful in increasing the selection process success rate through decrease in the number of visible over or under qualified applicants for job. An effective system for recruitment further will help in increasing also helps in reducing the probability that applicants of job recruited once and selected will leave the firm only within shorter time period. It also helps the firms to meet with their legal or societal based obligations in relation to workforce composition. As per the CIPD, (2010), the process of recruitment is inclusive of working across several stages inclusive of role definition, application attraction, application management, process for selection and appointing them.
Prior to new staff recruitment, time has to be invested for collecting information on the job nature. This is inclusive of job analysis preparation (Jamali et al., 2015). Analysis of job is an assessment which helps in defining behaviour and jobs required for their performance. Such analysis has its basis over description of job and specification of persons. The description of job provides explanation on the job role to those seeking jobs and helps ensure job based effective performance. A specification of a person additionally helps in stating the required and desirable selection criteria.
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