Recruitment by Human Resource Department

Many organizations, both large and small have a Human Resource department. It does not matter the size of an organization or the business where these offices are located, the roles performed by the individuals in such departments are the same. As the name illustrates, the primary function of the department is primarily to manage and assist the human components of the company. Being that human aspect of every organization is capital to most institutions, it is prudent that they are appropriately managed (Bailey, 2018). This is the primary reason for the existence of the Human Resource Department.

One of the primary functions of the Human Resource department is the recruitment of the employees. It is very critical to hire and put the right people in the right places where they fit, and they can at the same time give their best in such areas they are set to perform. In the process of conducting interviews and recruiting employees from the perspective of the company, the Human Resource Department plays a very central role (Collings, 2018). Such roles of hiring employees are particularly crucial to a small business as it will determine the rate and the extent of growth for these small businesses.

There are several steps that the Human Resource Department follow to recruit the new employees. The first step is that the department should identify the vacancy and evaluate the need at hand. Recruitments are made possible when the process is aligned to the skills of the staff and the initiatives as well as the goals of the organizations. These are the pointers that usually guide the department towards settling for the right person for the particular position he needs to be filled (De Mauro, 2018). The second stage is the development of the position description which is one of the core stages in successful recruitment.

The third step is the development of the recruitment plan which encompasses a posting period, placement goals and limited advertising resources. Formation of a search committee is the fourth step in the process of conducting successful recruitment of the employees. The fifth stage is post position and implements a recruitment plan which is equally very critical. This department then reviews the list of the applicants and develop the short list and then conduct the interview. The eighth stage in the recruitment process is a selection of the hire which is followed by finalizing the recruitment. This last stage is done upon the completion of the process of recruitment (Gutierrez-Gutierrez, 2018). As have been mentioned, this process is very critical to the organization and small businesses as well.

References

Bailey, C., Mankin, D., Kelliher, C., & Garavan, T. (2018). Strategic human resource

            management. Oxford University Press.

Collings, D. G., Wood, G. T., & Szamosi, L. T. (2018). Human resource management: A critical

approach. In Human Resource Management (pp. 1-23). Routledge.

De Mauro, A., Greco, M., Grimaldi, M., & Ritala, P. (2018). Human resources for Big Data

professions: A systematic classification of job roles and required skill sets. Information Processing & Management, 54(5), 807-817.

Gutierrez-Gutierrez, L. J., Barrales-Molina, V., & Kaynak, H. (2018). The role of human resource-related quality management practices in new product development:

A dynamic capability perspective. International Journal of Operations & Production Management, 38(1), 43-66.