It identify and prepare potential job applicants, increases the effectiveness of the organization and individuals and evaluates the effectiveness of various techniques and locations of recruiting for all types of job applicants (Schein, 1977; 1-20).
Job Analysis.
Job analysis represents a basic recruitment tool, it needs to identify the range of the task. It involves developing a detailed description of the tasks involved in a job, determining the relationship of a given job to other jobs, and ascertaining the knowledge, skills, and abilities necessary for an employee to successfully perform the job. There are six methods of the job analysis which include observation, individual & group interview, structured questionnaire, technical conference and diary method (Robbins, 1996; 636-637).
Job analysis usually results in documentation consisting of two parts - the job description and the job specification. The job description is the list if the duties and responsibilities of a job, the working conditions that apply, and the tools, materials and equipment needed to perform the job. The job specification which details the knowledge, skills and other attributes required in a person to perform effectively in the job (Davidson& Griffin, 1999; 478-479). According to Cole (2001; 458), the job specification describes an imaginary, ideal job-holder. In other words, it is list what the job-holder must be able to do, under what conditions, and the standards they must reach. .
Recruitment method.
The method of the recruitment includes internal and external recruitment, internal recruitment means considering current employees as applicants for higher level jobs in the organization. For higher level positions, a skills inventory system may be used to identify internal candidates, or managers may be asked to recommend individuals who should be considered. External recruitment involves attracting people from outside the organization to apply for jobs, which includes advertising - the newspaper advertising is often used, because it reaches a wide audience from "equal opportunity", campus interviews, engaging employment agencies or executive search firms, etc (Davidson & Griffin, 1999; 480).