维护是很重要的利益入围和感兴趣的候选人在工作和组织。初步接触招聘人员和申请人之间是很重要的。第一印象旋转招聘人员判决野心家和野心家的反应招聘人员的行为。此时,招聘人员的行为是很重要的,因为有抱负的人可以使用招聘人员的个性暗示他的就业机会(Connerley & Rynes,1997)。考虑职位的敏感性决定必须认真考虑面试内容和结构。内容应该是对候选人的资格和特定的人力资源管理知识,而结构必须深思熟虑。
It is important to maintain interests of shortlisted and interested candidates in the job and the organization. The preliminary contact between recruiter and applicant is important. Initial impressions rotate around the recruiter adjudging the aspirant and the aspirant’s reaction to the recruiter’s behaviours. At this point, recruiter’s behaviour is important because the aspirant may use the recruiter’s personalities to imply his chances of employment (Connerley & Rynes, 1997). Considering the sensitivity of the job position it is imperative to decide carefully about interview content and structure. Content should be about the candidate’s qualification and specific knowledge about human resources management, whereas the structure must be well thought-out.
The organisation must indulge in further activities with the shortlisted candidates to keep his interest intact. The time gap associated with additional processes might dampen the candidates’ interest. The entire process of recruitment must not take longer in today’s highly competitive and sophisticated marketplace (White, 1998). It is advisable to take the candidates on site visit to present the organisation to the candidates who choose to move forward. This is the appropriate time for the recruiter to sell the job and the organization to the right candidate. However, before finalising on the candidate for the human resource manger’s role it is important to take opinion of more than one employee, not just the recruiter, to minimize the potential for any personal bias. In the final stage of recruitment, the candidate either accepts or rejects the job offer based on his evaluation of job fitness and organisation compatibility. The recruiter can play a supporting role in influencing the right candidate’s decision to join the company.