RECRUITING AND TERMINATIONS

Recruiting and terminations

Recruiting and terminations

Introduction

In this paper we are discussing the methods of recruiting and training employees. Human resource management has been one of the most important, crucial, extremely important and one of the major core of all businesses that we see today. We here define recruitment as the process used to identify and involve candidates to fill vacancies. Recruitment is the set of techniques and procedures aimed at attracting qualified candidates potentially able to occupy positions within the organization. Similarly, recruitment involves attracting new staff and provides the company (Smith, 2007).

Hiring methods

Since, hiring is the most crucial component which plays an important role in the recruitment process. It should include a process which should be managed well and it should be according to the requirement of the organization. These are some methods which can be used while hiring (Smith, 2007).

Developing a hiring game plan

It should include the requirement of the job and the selection criteria. It should also mention that why is the organization hiring and what is the job description. What are the requirements which must be fulfilled by the employees? It also involves the position of the profile for which the candidate is being hired.

Requirement of job

The hiring process must clearly define what candidates would be selected according to the requirement of the job and the culture that prevails in the organization. The personality of the candidate must be critically evaluated and his personal style of handling issues. The attitude of the candidate must be tested before selecting him for the job (Stewart, 2005).

Considerations and planning for recruitment should occur during the early stages of project development. A methodology section often needs to be tailored to accommodate the needs of recruitment and retention (keeping individuals in the study). The ability to attract and maintain participants is crucial to most studies, and some methodologies can lead to problems with participation and recruitment. Methodological problems may include length of time of the study, number of surveys, location, and language and literacy barriers. In addition, partnerships formed with community agencies, which will increase recruitment, may have restrictions that require alterations to the methods. For this reason in particular, designing recruitment strategies needs to occur at the beginning of the study design to allow for any necessary adjustments.

Define the job

The technical requirements of the job should be clearly defined. The performance expectations and behavioral requirements should also be clearly defined and easy to understand. The candidate should know the role he has to play while doing the job. The position profile should provide the mission, performance standards and conditions of the organization (Stewart, 2005).

Know when to hire

There should be a proper time during which the hiring of the candidate can be done. The organization should check the feasibility whether hiring done at this time is suitable or not. What are the benefits on the basis of which hiring is done.

Developing the recruitment plan

The salient features of the job must be provided. The opening of the job must be clearly advertised ...