Recruitment process

Recruitment can be regarded as the process of attracting candidates insufficient numbers and with appropriate skill-sets and encouraging them to apply for vacancies within the organization (Byars and Rue 1987:141; Casico 1998;170; Carell et al.1999:138). The recruitment process typically consists of a sequence of steps that need to be followed to ensure that the best possible job applicant is appointed in terms of relevant knowledge, skills, and capabilities. These steps provide a sequential and systematic way of managing the recruitment process. Usually such a management process starts off with human resource planning to determine the realities of supply and demand facing the labor force.  This is followed by consideration of a more operational nature. This includes a through job analysis, the nature and requirement of the incumbent for the position. And the nature of the job. (Swapnepoel, Erasmus, and Shenek 2008:270-273)

According to the  above statement, the common sequential steps in the recruitment process as follows.

1. Identify the need to recruit/ determine whether a vacancy exist.
2. Update the job description, specification and profile.
3. Determine the key performance area of the job/ recruitment planning.
4. Consult the recruitment policy and the procedure.
5. Consider the source of recruitment. ( Searching)
6. Choose the appropriate recruitment method.
7. Develop the recruitment advertisement / strategy development.
8. Placed the advertisement in the most appropriate and suitable communication medium/  implement a decision.
9. Ensuring availability of application blanks/ ensure pool potential qualified applications/allow sufficient time for responses.
10. Screen responses/ screening.
11. Recruitment evaluation and calculation.

References.

Thebe, T.P & Vander Weldth, G.2014. A Recruitment and Selection process Model: The case of the department of Justice and Constitutional Development. Administratio Publica, 22(3):6-29