Recruitment and selection

RECRUITMENT AND SELECTION

BY NORMAXMADOV BEXRUZ
Recruitment and selection is part of a multi-layered process. Recruitment involves actively seeking out and advertising to potential candidates and obtaining their interest in the position. Selection refers to the process of determining the best candidate from the pool of applicants.
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CONTENTS
Fill a temporary absence within the team
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Replace a staff member who has retired
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Assist with an increased workload
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Get the company started with a new venture
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Cover a newly created position
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Here are some reasons why a company would open the process of recruitment:
Before searching for the ideal candidate, the recruiter should consider several factors. These include the characteristics of the role, the number of vacancies they will be covering, and the profile type of the desired candidate. Next, recruiters should lay out a plan of action to carry out the hiring process.
Finally, the company must calculate the cost of the entire process of recruitment and selection. This will determine whether or not it is viable for them to proceed.

Investing in human resources and the process of recruitment is a must! But hiring someone that doesn’t fit the bill could substantially increase the company’s recruitment expenses. A poor recruitment strategy costs time and money. Not to mention, the overall productivity is at risk if the wrong person is brought into the team.

Importance of Finding the Right Candidate

Investing in human resources and the process of recruitment is a must! But hiring someone that doesn’t fit the bill could substantially increase the company’s recruitment expenses. A poor recruitment strategy costs time and money. Not to mention, the overall productivity is at risk if the wrong person is brought into the team.

Effective recruiting managers make the most of the time spent recruiting and selecting staff with talent acquisition software.

The process of selecting the right candidate involves planning and strategic action. While hiring new talent, the following components should be considered.
Recruitment Process: Talent Acquisition & Selection

Advertising the Offer

One of the first hiring steps to finding candidates who fit the bill is to advertise the offer in the correct place. Some companies find specialized job boards to be the best place to connect with job seekers. Others choose to communicate their offer through their website or by advertising on posters, newspapers, or radio.

In addition, social media is a great resource to use when advertising your job postings. If you are on the fence about whether to hire interns, check out the benefits of hiring interns first.

Job Description Offer

A clear and detailed job description is crucial in finding the ideal candidate for the vacancy. The job description needs to be crystal clear in what the role entails. When writing the perfect job description, you should indicate the abilities, knowledge, and necessary experience required.

CV (resume) Selection

After gathering all of the resumes, you must narrow down the selection. Following this, it’s time to screen candidates who fit the requirements of the role.

Conducting Personal Interviews

This is the best way to know the potential employees better and gain an understanding of whether they would be a good match in the company. Also, phone interviews are beneficial for recruiters to narrow down the candidates.

Internal Recruitment

Finding new talent isn’t always about searching for someone new. Internal recruitment can eliminate hiring expenses and save time. If you employ internal recruitment, candidates will already be adapted to the company’s culture and work environment. Additionally, rewarding employees for their work encourages their development and progress. Promotions create a motivated and loyal workforce!

On the downside, internal recruitment can be limiting, especially if you are looking for new approaches. Training new talent also requires time and money, which should be budgeted for.

THANKS FOR ATTENTION