d per position and in total helps to find out the potential issues in the area of insufficient number of candidates, which can identify the issue in the recruitment sources or bad cooperation with the recruitment agencies.number of open positions at one time can indicate many issues in the organization and help the HRM Function to move more responsibilities to the line management to make the recruitment process more smooth.sources of the recruitment are very important as the sources with the highest number of candidates and with the highest success rate should be the favorite source of candidates in the future and the newly designed recruitment process should be built around. costs of the recruitment are very important. It is easy to use executive search for all the positions, but the cost per hire is enormous then and the HRM Function has to find the optimum way to hire the new hires at affordable cost to the organization.quality of the recruitment is also very important . Nothing can beat the Internet job posting in number of job resumes received, but when the quality has to be proven, the Internet based recruitment can be easily the least efficient source of candidates.Recruitment Process Stepsaim of the HRM Function is keeping the recruitment process design as simple as possible. The HR Recruiters should not forget about this main goal during the design phase of the recruitment process development.recruitment process is simple on the high level, but it contains a lot of interaction among different participants in the recruitment process. The HRM Function, the line manager and candidates need to receive and share a lot of information and their interaction is usually the main issue during the recruitment process.main steps of the recruitment process are:
1. Job Design
2. Opening Job Position
. Collecting Job Resumes
. Preselection of Job Resumes
. Job Interviews
. Job Offerjob design is the most important part of the recruitment process. The job design is a phase about design of the job profile and a clear agreement between the line manager and the HRM Function. The Job Design is about the the agreement about the profile of the ideal job candidate and the agreement about the skills and competencies, which are essential. The information gathered can be used during other steps of the recruitment process to speed it up.
Chapter 2. Evaluation of methods of recruitment and selection on example of Procter and Gamble LLC
and Gamble Company Recruitment and Selection Processes
Procter & Gamble (P & ...
