Importance of Planning in Recruitment Process
Recruitment
is a lengthy and complex procedure which involves several steps to pick
candidates for a position. Throughout
this process, it is important to consider the needs of the company, the
qualifications of the ideal candidate, the traits of the current team, and many
other things.
The accuracy of each step in the recruitment
process determines whether the hiring process will be successful. Even initial
preparation of the hiring process steps plays an important role for the job
hiring process in the development of the company.
The recruitment process cannot be completed without proper strategic planning. Companies must execute proper staffing strategies and forecasting to ascertain the number of employees they will require before hiring.
Forecasting is based on both internal and
external factors.
- The organisation's size
- Condition of employees
- Structure of wages
- Package of other benefits
- Work culture and working condition within the organisation
- Cost involve in recruitment process
- Technology
- Supply and demand of applicants
- Labor market
- Rate of unemployment
- Labor laws/Regulations
- Competitors
The
below checklist focuses on planning and undertaking the initial stages of the
recruitment process.
This helps
to identify whether extra or replacement
staff is required, specifying the activities to be completed, defining the type
of people needed, locating a pool of qualified candidates, and creating a
shortlist.
Consider your overall staffing requirements and whether you actually have a vacancy. Review the workload after a departure to see whether a full-time replacement is required or whether a different choice would be more suitable. For example ; part-time or temporary, Could we outsource the work..
2. Consult with those involved
It is required to take organisational policies and procedures into consideration. Senior Management may need to authorize any job replacement or new hire. Check for any other department who have an interest in the appointment , Discuss the job role with the relevant line manager, etc..
List the duties, responsibilities and relationships involved in the job role and define the level of authority the post holder will have – this will enable you to draw up an up to date job description.
4. Research the labor market
Undertake some research to find out the pay and benefits package you will need to offer. By monitoring job advertisements and networking with firms in same industry can also give you an idea of current pay rates. Also should consider whether you could find suitable candidates locally or outside.
5. Comply with legal requirements
Different features of recruitment are covered by legislation. It is essential to up to date with the latest developments to ensure that you follow the correct practice and not violating laws.
Can start by looking for suitable internal candidates and then move to outside. Advertising internally is important as a courtesy to employees and emphasis that promotion and development are encouraged. Also can consider using employee referral schemes to attract candidates – by incentive's internal employees to recommend people they know.
7. Decide where to advertise
Determine what you can afford after researching the associated expenditures. Consider your alternatives and choose the strategies that will be most likely to reach the types of individuals you have in mind if you decide to promote independently rather than through an agency:
· Internet recruitment sites
· local or national newspapers
· Social media sites such as LinkedIn, Facebook
Make sure the job posting includes the following information in a clear and concise manner: › duties and responsibilities of the job › qualifications and experience required › personal qualities › where the vacancy will be based › Information regarding Salary scale › applications closing date› method of applying for the job ,etc
(Charted Management Institute, 2015).
Benefits of successful Recruitment Planning
Recruiters identify the qualities they seek in a perfect applicant during the planning stage. So they can concentrate on applicant quality rather than quantity, saving the organisation money because they are not wasting resources on applicants who won't fit in.
Cutting time to fill
positions
Since recruiters have a clear picture of what type of candidates they're looking for and how they're going to find them can reduce the time waste.
Increasing quality of
applicants
By developing a recruitment strategy, organisations specify the types of individuals they are looking for and then take the required steps to find those candidates. Thereby recruitment planning helps to increase the quality of candidates for any given position, which will make the hiring process more effective.
Better quality hiring result from the time recruiters invest in planning and defining precisely what they look for in prospects and better retention follows from better hires
(Untapped Labs Inc, 2022).
Charted Management Institute (2015) PLANNING THE RECRUITMENT PROCESS. [online] Available from: ttps://www.managers.org.uk/~/media/Appius/Submissions/CHK-023-Planning_the_recuitment_process.pdf [Accessed 7th April 2023].
Untapped Labs Inc (2022)What is Recruitment Planning. [online] Available from: https://www.untapped.io/glossary/what-is-recruitment-planning [Accessed 7th April 2023].
Hi Gayathri as you explained recruitment is most important process. In my perspective it lower Hiring Costs Proactively hiring incipient employees increases company's profitability and performance. They can avail departments by providing the indispensable resources and manpower to carry out their obligations, and financially support businesses by lowering the cost per hire, as well as their interest. A more gradual process can disappoint them and tempt them to visually examine other companies. A survey of more than 3,000 job seekers and 100 employers found that 92 percent of companies respond within a week of the interview. Boosts Employee Productivity An efficacious recruitment process can buy HR teams time to train incipient and subsisting employees invest employees. By fixating on learning and development, you can foster employee engagement and performance that engender lasting results.
ReplyDeleteThe article discusses the importance of recruitment planning in the hiring process. It highlights that the recruitment process involves several steps, and it is crucial to consider the needs of the company, the qualifications of the ideal candidate, the traits of the current team, and other factors throughout the process. This article also highlights the benefits of successful recruitment planning, including reducing costs, cutting time to fill positions, increasing the quality of applicants, and boosting the quality of hires.
ReplyDeleteThank you for the great article!
ReplyDeleteYour discussion of the different steps involved in the recruitment process, including job analysis, sourcing, screening, and selection, highlights the importance of careful planning in achieving successful outcomes.
I would like to suggest you discuss the potential impact of technology on the recruitment process, such as the use of applicant tracking systems and video interviewing in your upcoming blogs.
Hiring the right talent for the right job at the right time is really important for a company to attract the talent we could use different methods such as physical or virtual. Recruitment planning plays a major role in a company cause the talent pool of the company drives the business to its goal. Great article.
DeletePlanning in recruitment process is very essential since company has to recruit the most suitable, qualified & experienced staff for the vacancies. If the company recruits a wrong person, it highly effects on the company performance, reputation as well as the behaviour of the other employees etc. As you have discussed, there are more benefits of successful recruitment planning such as reducing costs, increasing quality of applicants etc. In todays context it is also important to have A look on the attitudes of the applicants while recruiting.
ReplyDeleteits excellent article, Requirements Planning having the common mistake also, these are the
ReplyDeleteCommon Mistakes in Requirements Planning:
• Failure in the allocation of right resources and skills
• Documenting changes and communicating with team
• Unanticipated problems
• Unnecessary complexities due to mismanagement
• Lapsed commitment towards stakeholders.
• Missing Standard Procedures
• Ownership issues
• Uncalculated risks
• Unprofessional approach
• Missing restructuring of the plan
It is important to approach the planning stage of the recruitment process with care and attention to avoid potential pitfalls such as poor job analysis, unrealistic expectations, lack of diversity, rushed decisions, and inadequate screening processes. Poor job analysis can lead to unclear job descriptions, unrealistic expectations, lack of diversity, rushed decisions, and inadequate screening processes. By doing so, organizations can increase their chances of finding the right candidate and reducing turnover rates.
ReplyDeleteProper planning is very important in the recruitment process. It helps companies identify the company's needs, the qualifications of the ideal candidate and the characteristics of the current team. With a proper recruiting plan, organizations can find qualified employees on time, avoid job losses, and continue business operations. Effective recruitment planning can reduce costs, cut time to fill positions, increase applicant quality and improve quality of hire.
ReplyDelete