Recruitment is one of the most important tools for procuring and using Human Resources in an organisation effectively. According to Edwin B. Flippo, “Recruitment is the process of searching for the potential candidates for employment and stimulating them to apply for job vacancies in the organisation”. It is often termed positive in that it inspires people to apply for jobs to increase the hiring ratio. It is during this process the Human Resource Management’s function is to identify, screen, shortlist and hire potential resources to meet the organization’s requirements. It is a process where the job seekers are linked with the employment provider which involves finding and attracting capable applicants for employment. The process commences with seeking of new recruits and ends when their applications are submitted to the Human Resources department and in some organisations, the heads of functional departments. Here, the objective is to have a pool of applications of prospective employees for the organisation to facilitate the selection of the right candidates for the right positions. Lievens, Van Dam and Anderson (2002) noted that effective recruitment strategies provide a means for organization to build a large pool of qualified talent from which to choose the best talent among the bests. However, in order for an organization to increase the efficiency of hiring, it is recommended that the Human Resource team follows a series of best practices. This is to ensure that the recruitment process is successful without any interruptions and to maintain consistency and compliance.


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