It is a process that involves identifying recruitment source – determining where qualified candidates can be located and developing recruitment methods – choosing specific means of attracting potential employees to the organization. An organization need to do this in the context of a recruitment policy. (Sneddon, Monash University Lecture Notes, 2003)

Recruitment is not simply just hiring people. Newell and Shackleton quote in Bach & Sisson(2000,p.111) said that “hiring the “right’ people is of paramount importance and this is dependent on effective recruitment and selection procedures, which aim to select the ‘right’ individuals and reject the ‘wrong’ ones”.

Recruitment involves making predictions about future behavior so that decisions can be made about who will be most suitable for a particular job. Predictions must always be couched in terms of probabilities because the future is unpredictable.

There are 2 (two) goals of recruitment, first is to generate a large pool of applicants from which to choose, and second is to provide enough informat

Motivation is instead multidimensional. Here is where heart and soul become critical. Nearly 50 years ago, psychologist Abraham Maslow theorized a "hierarchy of human needs" to help explain how people interact with the world (Decenzo & Robbins, 2002, p. 268). Applied to today's retention problems, employees' happiness and self-fulfillment can be realized only when they are given a stable, secure work environment and healthy social interactions. (Kossek & Lobel, 1996, p. 127)

Some items to be considered in the development of a recruitment policy include:

The internal method is by doing Human Resources Information System (HRIS), and Job Postings. HRIS is the use of computers to systematically generate relevant and timely information for the making of Human Resources Management decisions (Stone, 2002, p. 72). A Job posting is advertising of job openings to current employees via bulletin boards, newsletters or personal letters (Stone, 2002, 844). Internal recruitment may have a number of potential advantages, such as, the recruits will already understand something about how the organization operates. It also will be cheaper than doing advertising and consultancy, it may be able to relieve an organizational problem off too many employees in another area, and it may provide motivation to existing employees who can see new opportunities available within the wider organization. (Bach & Sisson,2000,p. 116). However, internal recruitment also bring several disadvantage, such as, it can be discriminatory, since it tends to perpetuate a workforce from the same sources as already exist and may therefore reinforce existing organizational inequalities.

Decenzo, D.A., Robbins, S.P., 2002, Human Resources Management 7th Edition, John Wileys & Sons Australia Ltd., Australia.

Recruitment is a form of economic competition. It is also a costly process in terms of time, effort and money. Ineffective recruitment activities can be costly to the organization particularly when oorganisation compete with each other to identify, attract and employ qualified human resources. The way in which the recruitment process is handled affects the organisation’s image as an employer and, in turn, its ability to attract qualified people. The HR manager must ensure that applicants do not receive misleading or inaccurate information. This can create unrealistic expectations among candidates, and may produce job dissatisfaction, lower commitment and higher turnover.

Some topics in this essay:
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