The Recruitment Planning Process for Hiring New Candidates in Business 4.5/5 (2)

Recruitment is one of the important functions of Human Resource Management. It is a process which comprises of an analysis of job requirement, attracting job seekers, screening applications, selection and hiring the potential candidates for the organization.The ideal program of recruitment is that which truly attracts a large number of qualified job seekers and those who survive in the process of screening and consequently get the offer letter from the organization. On the other hand, a recruitment program cannot be successful if it fails in attracting the adequate applicants or if there is an error in the screening process. So, the persons involved in the recruitment process should know certain things so as to reach the ideal. They are:

  • How many employees are needed
  • The types of employees needed for the organization
  • Where to search for candidates having the appropriate qualifications
  • The inducements that are to be used or avoided for various applicant groups
  • How the unqualified applicants can be distinguished from those who have a fair chance of success
  • Evaluation of the work of the applicants

The entire recruitment planning process consists of five stages that are interrelated to each other. Given below are the five stages:

  1. Recruitment Planning

This is the first stage in the entire process. The organization should provide the objectives and targets of a job role for which the candidates are to be hired. This will, in turn, specify the number of concerned applicants to be contacted. Organizations always have a plan of attracting excess candidates than required. From the contacted ones, some can be unqualified, some uninterested and some both. So, every time a recruitment program is planned, the vital task involves the estimation of the number of applicants to fill the vacancies with qualified candidates. Again yield ratios (yRs) to be calculated since it expresses the relationship of applicant inputs to actually qualified outputs during various stages of decision making.

  1. Developing the Strategy

After knowing the number and types of candidates required, detailed consideration should be given to the following:

  • Whether to make employees or to buy employees

It is up to the firms to decide whether they should hire less skilled employees and provide them with the right training or they should directly hire skilled employees from the market.

  • The technological advancement of the devices involved in recruitment and selection

The advent of technology has made the methods used in recruitment and selection very easy. The computers have contributed immensely, both for the employers as well as job seekers.

  • The geographical division of the labor markets that consists of the job seekers

For cost minimization, the companies often search for their required employees from the labor market. The companies often search for managerial employees from the national market, technical employees from the regional market and clerical employees from the local market. Again the exact location of the organization is a vital factor regarding the availability of skilled and unskilled employees from the markets.

  • Various sources recruitment

The two sources of recruitment are Internal Recruitment and External Recruitment. Internal recruitment consists of present employees, employee referrals, former employees and previous applicants while the external sources of recruitment are advertisements, employment exchanges, campus recruitments, walk-ins, consultants, radio and television, acquisition and mergers, e-recruitment, etc.

Whatever may be the source, the candidate should submit the application form first, seeking employment. This form is either provided by the employer or applicants can prepare it on their own and submit before the deadline.

  • Sequencing activities in the process of recruitment

A proper recruitment strategy should also consider the timings of the events besides looking for applicants. Time Lapsed Data (TLD) is very much useful to determine the timings.

  1. Searching

Once the recruitment plan starts to work, the process of searching begins. It involves 2 steps. They are:

  • Source Activation
  • Selling
  1. Screening

The screening process selects the shortlisted candidates. Only these shortlisted candidates are called for the interview stage.

  1. Evaluation

The evaluation of the whole process of recruitment leads to the candidates that are turned into employees of the organization after a period of six months.

The recruitment planning process should be filled with brainstorming ideas with new concepts so that the candidates can be closely evaluated. The organization should provide a proper information to the aspiring candidates about the structure and number of vacancies for a definite job role. A proper recruitment strategy can actually help in developing a recruitment process.

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