Recruitment and Selection of key employees

Recruitment and Selection for startups

Startups have a wide range of choices for filling open positions. There are several crucial processes or procedures in the recruiting and selection process to ensure that you pick the best applicant if hiring additional workers is your best business option. Here is a list of them. Keep in mind that the startup may also be able to meet your staffing needs by rearranging tasks, obtaining consultants and independent contractors, and enhancing and educating the current workforce.

Recruitment

It comes after HR planning in the acquisition (procurement) function. Through recruitment, it is possible to find the kind and number of employees required to maintain the business. Finding viable candidates for upcoming or current job openings in a company is what it is all about. In other words, it is a linking activity that brings people with employment and people looking for jobs together. A staffing program's need for manpower is identified during the recruitment phase, which also involves applying effective measures to attract that workforce in sufficient numbers to enable efficient employee selection. The most crucial aspect of HR management has been deemed recruitment since without the proper candidates, even the best strategies and control systems would not yield the desired results.

Sources of recruitment:

• Internal Sources
  • Transfers:
    It entails moving people from their current employment to one that is similar. These don't involve any differences in duty, status, or rank. Transfers do not increase the population's size
  • Promotions:
    Promotions involve moving employees into roles with greater status, more responsibility, and a higher remuneration. The higher-level positions that become available might be filled from within the organization's employees. The number of employees in an organization does not increase as a result of a promotion. A person who is promoted from his existing post must leave it. Promotion constantly spurs workers to raise the bar on their work so they can advance to more senior positions.
  • Present Employees:
    A company informs its current staff of any potential openings. The employees suggest their family members or others they know well. The management is relieved of the task of finding suitable people. Given that they are familiar with the requirements for various roles inside the company, the candidates proposed by the employees may actually be qualified for the positions. The current personnel assume full responsibility for people they recommend and guarantee their proper performance and conduct.
• External Sources:
  When existing personnel are not up to par, all firms must and prefer to use external sources to hire for higher level positions. When an organization decides to grow, more people are required.
  • Advertisement:
    It is a technique for hiring that is typically used to find skilled laborers, secretaries, and higher level employees. Advertisements can be placed in publications including professional journals, newspapers, television, and social media. These adverts aid in drawing a sizable number of candidates with varying degrees of quality. The creation of the ideal advertisement requires specialist knowledge. A "blind advertisement" may be distributed if a business wants to keep its identity a secret and asks potential employees to submit their applications to Post Bag or an advertising agency.
  • Employment Exchanges:
    The government of India runs employment exchanges. It is typically utilized as a source of hiring for skilled, semi-skilled, unskilled, and clerical positions, among other positions. In some circumstances, it is now required that corporate organizations notify the exchange of employment of any open positions. Employers used to exclusively use these services as a last resort in the past. The employment exchanges bring the job-givers and job-seekers together.
  • Schools, Colleges, and Universities:
    Direct hiring from educational institutions is currently a regular technique for various jobs (i.e. placements) that call for professional or technical qualifications. It is easier to find qualified people when there is close communication between the employer and the educational institutions. Throughout their studies or research, the pupils are dappled. This method of hiring may be used to find management interns or entry-level managers.
  • Recommendation of Existing Employees:
    The company and the prospective candidate are both known to the current staff. Therefore, some businesses encourage their current staff to help them find applications from people they know in order to assume the role of the people who were referred. In rare circumstances, prizes may also be granted if the organization chooses the people they recommended. Favoritism that results from recommendations will kill staff morale.
  • Factory Gates:
    Every day, some workers show up at the factory gate in search of job. In India, this form of hiring is quite frequent and well-liked for hiring unskilled or semi-skilled labor. The first line supervisors choose the cute applicants. The main flaw of this technique is that the chosen candidate might not be suitable for the position.
  • Casual Callers:
    Personnel who unintentionally seek employment with the company may also be given consideration for the open post. It is the most cost-effective method for hiring. This type of hiring is quite frequent and well-liked in industrialized nations.
  • Central Application File:
    The candidates who weren't chosen during the initial recruitment process may have a file retained. In order to maintain the file's viability, applications in the file must be verified periodically.
  • Labor Unions:
    All recruits frequently come from unions in particular sectors like hotels, construction, the maritime industry, etc. (i.e., an industry where employment is insecure). From a management perspective, it is useful or advantageous since it reduces the expense of hiring. However, in some other areas, unions could be asked to provide recommendations as a politeness or as a sign of goodwill.
  • Labor Contractors:
    For the recruiting of unskilled and semi-skilled workers in the brick industries in India, this type of recruitment is still widely used. The contractors stay in touch with the workforce and send those workers where they are required. They receive a commission or reward based on the number of people they supply.
  • Former Employees:
    If former employees are interested in returning to the company after leaving the factory, being laid off, or leaving on their own (provided their prior record is good).
  • Other Sources:
    In addition to these primary sources of external recruiting, there are certain more specific sources that the organization occasionally oppresses. These include special lectures given by recruiters at numerous institutions, yet it appears that these talks have little direct bearing on recruitment. Then there are video documentaries that are distributed to various organizations and concerns to demonstrate the development and history of the company. These films tell the story of an organization to different audiences, which helps to spark interest in it.

Numerous businesses host trade events that draw a lot of potential employees. Advertisements may frequently target a niche group of workers, such as married women who had careers before to becoming married. These women may also show to be a reliable source of workers. The labor market also includes people who are physically unable to work. Visiting other businesses might help you discover a lot of new sources for hiring.

Reference:

Chand, S. (2014). http://www.yourarticlelibrary.com/. Retrieved from yourarticlelibrary: http://www.yourarticlelibrary.com/recruitment/sources-of-recruitment-of-employees-internal-and-external-sources-recruitment/25954/

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