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.