Human Resource Recruitment Process

Posted by Smith on April 5th, 2021

Many companies forecast the human resource demand to estimate the future need for human resources. They intend to include the right quality candidates in the right number. The same is assessed as per the potential requirement matching the organization’s plans for a given duration.

Demand forecasting varies as per external and internal factors. The internal things considered for demand human resources are employment trends, replacement of the employees due to death or resignations or retirement or termination, recall of laid-off employees, employee productivity, growth of the organization, etc. The external human resource is the availability of labor force, new recruitment, labor turnover, literacy rate of the country, the population of the nation, industry growth rate and levels, technological development, compensation system based on education and age, etc.

The techniques used to forecast the human resources demand are managerial Judgement, work-study technique, ratio-trend analysis, Econometric Models, Succession analysis, and Markov analysis.

A good HRM or Human Resource Management is vital for businesses to run. HRM manages people to achieve better performance. it is about recruiting the right people who fit the company culture. They must be happy with the company and the company should also be happy with them. They must stay longer and productive.

Since engaged employees are more productive, one of the HR functions is employee engagement. This helps the employees deliver high-quality work. HR helps to optimize the company's performance by keeping the employees productive and engaged.

The main functions of HR include Human resource recruitment, Performance management, Learning and development, Succession planning, Employee compensation and benefits, Human Resources Information Systems, data, and analytics, etc.

Recruitment and selection are undeniably the key elements of HR. Finding the right candidates and selecting the best ones for the company is the main responsibility of HR. The workforce is what can break and make the organization, and finding the right match is a key thing.

As the new job is created or an existing job opens, the work of the HR recruitment department starts.  The HR manager is sent the job description and then the HR starts recruiting the candidates. During the process, the HR uses various selection instruments such as interviews, assessments, background checks, and many others.

In the case of a lot of candidates, HR uses preselection tools to separate the right candidates from the rest. The shortlisted candidates go through the next round. They are then interviewed and assessed in depth.

When the employees come on board, then performance management happens, where they help the people to perform better in their jobs. They get feedback on their performance like one-on-one performance reviews, 360-degree feedback instruments, etc.

One of the basic responsibilities of HR is Learning & development so that the employees improve their performance and meet the company’s long-term goals.