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Research has shown the importance of proper recruitment, selection and induction systems in organizations. Recruitment, selection and induction involve finding, hiring and initiating employees. Most problems concerning human resources begin when these processes are not well handled. Problems such as low motivation and poor performance may be as result of incorrect procedures in these processes. This paper discusses the recruitment, selection and induction processes in an organization.


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Recruitment is the premier step in the selection process. It is an important part of an organization which involves generating a pool of qualified applicants for jobs. In other words, it is an activity directed at obtaining appropriate human resources whose qualifications and skills match the functions of the relevant posts in that organization (Compton, Morrissey & Nankervis, 2009). It is very crucial to the performance of an organization; therefore competent human resources at the right positions are an important resource and can be a strategic advantage to it.

The main objective of a recruitment process is to obtain the right number and quality of employees for an organization that can be selected in order to help it achieve its goals and objectives. It helps the organization to create a pool of prospective employees so that the management can select the right candidate for the right job from the pool created.

Purposes of Recruitment

Recruitment is a continuous activity. Its main purpose is to provide an organization with a pool of qualified candidates. Other purposes include increasing organizational and individual effectiveness in the short and long term plans. Additionally, it assists an organization when examining the success rate of a selection process by reducing the numbers of under-qualified and over-qualified applicants (Cook, 2008). To achieve the purposes mentioned above it is important for an organization to have relevant policies and ensure that they are properly implemented.

The Recruitment Process

A successful recruitment process begins with proper employment planning and forecasting. In planning and forecasting an organization formulates plans to fill future job openings based on analysis of the future needs, the talent available within and outside an organization and availability of resources that can be used to attract and retain such talent. Proper strategies have to be established to ensure that the organization is prepared to select the best candidate. (Compton et al., 2009). A recruitment process includes several procedures.

The first step is to develop a policy on recruitment, retention and the systems supporting the policy. Then the organization needs to identify its staffing requirements. This is the need to establish the current and future human resource needs of the organization. If recruitment is to be effective, then human resource requirements for each job category and department of the organization must be prioritized. The third step is to identify the potential human resource pool either within or outside the organization.

A job analysis and evaluation has to be done. It helps to identify the aspects of each job opening and calculate its relative worth. After analysis and evaluation, an assessment of qualifications and profiles drawn from the descriptions of the specific job that bring out the responsibilities and required skill, knowledge, abilities and experience is done. This is followed by the determination of the organization’s ability to pay salaries and benefits within the specified period. The final is the identification and documentation of the whole process of recruitment and selection in order to ensure compliance with equal employment laws.


Selection is the process of placing people on the right job and matching organizational requirements with skills and qualifications of the candidates. The team in charge of the hiring process meets and selects the right candidate(s) to be offered the job. They carefully consider the candidates qualifications, assessments and interviews to determine the best candidate for the position. If the team is not satisfied with any of the candidates, then the recruiting process may start again.

Selection must be done only when there is effective matching. By selecting the best candidate required, the company will be able get quality performance from the employee; it will face less employee turnover and less abseentism and thus it will save money and time (Cook, 2008). The selection process takes several steps which follow each other in order.

First is the preliminary interview which is used to eliminate the candidates who do not meet the minimum requirements set by the organization. Here the team examines the candidate’s skills, academic and family background, competencies and interests. The candidate is then given a brief on the organization and the job profile; it also examines how much the candidate knows about the organization (Compton et al., 2009). After the preliminary interview the candidate is expected to fill application blank. This contains data record of the candidates like age and experience.

Thirdly, various written tests are conducted. These tests include aptitude tests and intelligence tests. They are used to assess the potential candidate. The fourth step is a personal interaction between the interviewer and the candidate which is used to find out whether the candidate is fit for the position or not. Medical examination is the next step after employment interviews and they are conducted to ensure physical fitness of the candidate. Finally an appointment letter is issued to the selected candidate.

The induction process begins when a candidate accepts a job offer. Most organizations send the candidate a welcome package and an employment contract which is to be signed and returned.  A date is set for the new employee to start working. When this information is received, pre-employment screening such as background and reference checking is completed. When all the employment information has been verified, the candidate is informed of the reporting date. The new employee is then introduced to the organization (Cook, 2008).


In conclusion, the process of recruitment, selection and induction is very crucial and of great importance to an organization. It should be handled keenly without bias so that an organization may reap the highest benefit from the best candidates selected.

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