Recruitment Planning helps corporations increase competitive advantage and find the best employees and at the same time be cost effective. One of the critical steps in the recruitment process involves the actions you take to speed up the process and reach the largest, desirable pool of candidates. Recruitment is a tricky process, a practice that requires constant monitoring and survey. But by employing the right methods and practices, companies can locate and attract capable applications for jobs. An effective approach to recruitment can help a company successfully compete for limited human resources. There are many ways to make recruitment planning better.
The foremost methodology is to identify job openings. While many openings can be identified by waiting unless someone resigns from a particular job, this involves a lot of delay and patience. Corporations should in fact try to identify job openings even before a resignation is announced. Human Resource is all about planning for the future. The second method is to make decisions. Vacant positions can be filled in a number of ways. One could either outsource or recruit candidates from the inside or the outside. Therefore a decision must be made whether to fill a position with a candidate or go for other options that will help benefit the corporation. The third method is to determine what kind of candidates will be suited for a particular portfolio or job. An organization must identify specific requirements of the job: the duties, reporting relationships, salary range for hiring, and competencies required of a new worker (e.g., education, experience, knowledge, skills, and abilities). Meeting with candidates who are qualified is the last and the most important among all. Candidates should be provided with information about the company and the job. Failure to provide a sufficient amount of information could be detrimental to the recruiting process.