Recruitment is a very critical part of business. Primary purpose of the process is to identify and attract right candidates or potential employees. The recruitment plan must be developed in conjunction with the general manger of the company. When a current employee plays a major decision making role in the recruitment process, it becomes easier to find an appropriate match for organisational need. The involvement also signals to the applicant and current employees that the organization gives its recruitment process importance for its success (Pfeffer, 1998).
To be specific, it is essential to determine the needs and work diversity related issues of the organization. The general manager is required to finalise the invite-interview-offer ratio, for example, how many applicants to be invited, how many to be interviewed and how many to be given provisional offer. Simultaneously the cost involved with all the phases of recruitment has to be determined. The entire process of recruitment can be broadly categorised into three phases: generating applications, maintaining applicant status, and influencing job choice (Barber, 1998).
After completion of planning, applicants have to be generated. An ideal candidate for the role of a human resource manager should possess sound amount of experience with dealing a team of more than 100. The appropriate recruitment source which meets this organisation’s need can be either a recruitment agency or open sourcing. Once applications start coming in the organisation should provide information including organization background, better idea about the job position, and describe the application process (Bretz & Judge, 1994). However, it is important to be careful about providing aptly pitched information to the applicants because the current outlook of the organisation does not seem perfectly employee friendly. The candidates may decide to either pursue further after initial company information or eliminate themselves from the process.