Talent Aqisition.

Talent acquisition is the process of finding and acquiring skilled human labor for organizational needs and to meet any labor requirement. When used in the context of the recruiting and HR profession, talent acquisition usually refers to the talent acquisition department or team within the HR

department. This team responsible for finding, acquiring, assessing, and hiring candidates to fill roles that are need to meet company goal and fill project requirements.(Recruiter 2020)   

Our recruitment and selections process which we discussed via this blog can be achieved a team like above or HR department. Also this team should be very skill full and knowledgeable in their related area because if select wrong candidates for the specific job may cause to down the performance of the company. Other wise recruitment is most important to run the healthy and profitable organization with skillful and talented employees.

Reference.

      

Available at https://recruiter.com/t/talent-acquisition/

[Accessed on 15th February 2020] 

 

Recruitment

Actually this is the final stage of this methodical process. After passing those critically evaluated stage, the organization now free to recruit most suitable candidate for the job. Normally it will take three month time duration when it comes to the recruitment. In this level the organization offer the job for candidate via the agreement call appointment letter which include the salary, company rules and regulation relate with the duty, generally or with the third parties may be, condition of termination, leave entitlements etc....

As per the Sage " Recruitment is the process that actively seeking out, finding and hiring people for a specific position or job. From inception to the individual recruits integration to the company". (Sage 2019)

References.
Sage, 2019. Sage. [online]
Available at https://www.sage.com/en-us/blog/glosarry/what-is-recruitment/
[Accessed 15th February 2020]

Internal and External source of Recruitment

When it comes to the recruitment in an organization, we can be seen two sources as internal and external. Internal refer within the organization and external refer other parties but who are interest about the organization. Lets evaluate relevant factors that affect for both sources.

Internal Sources.

Transfers.

Moving an employee to the next or cross departmentally. with that some organization try to get the employer knowledge and skills with the job as optimizing the productivity, refreshment or motivation.

Promotions.

Employee move to the upper level with their abilities, capabilities, competencies, performances etc..

Most probably that type of employees have to achieve greater duties than the duties before promotion and also their responsibility and accountability will higher than the last position.

Employee referrals.

 Most of the leading organization following this way due to high credibility. The current employees can nominate their loved ones or trust worthy parties for the vacancies. Dialog Axiata, Insee cement, Unilever, etc....are some organizations which following this way.

External sources.

Media advertisement.

Employee exchanges.

Direct recruitment.

Educational or campus placement.

Labor contracts.

E- Consulting.

Above are the most using methods when it comes to the external sources of recruitment.

Reference.
Jargon, B., 2019 Business Jargons. [online]
Available at: https://businessjargons.com/sources-recruitment.html
[Accessed 15th February 2020]



    

Recruitment and Selection

Recruitment, as a HR management function, is one of the activities that impact most critically on the performance of the organization. While it is understood and accepted that poor recruitment decisions continue to affect organizational performance and limit goal achievement, it is best that much effort is put in the recruitment and selection practices.(Randall, 1987)

According to Randall, we can understand the Identifying the  importance and  the strong relationships of the recruitment and selection for the companies performance excellence.

Recruitment and selection process have essential of influenced decision inherent in them. But treating job candidates in qualified and confident method, whether the candidate is effective or not effective, with positive sight of the company and how it has deal with the candidate. (Saviour, et al, 2016) 

according to Anosh,  et al 2014, recruitment and selection refers to,

• Defining recruitments.
• Attracting candidates.
• Selecting candidates.

References.

Anosh, M. Hamad, N & Batool A. 2014. Impact of Recruitment and Selection of HR department practices. European Journal of Business and Management.

Saviour, A. W. Kofi, A. Yao, B.D. & Kafui L. A., 2016. The impact of Effective Recruitment and Selection practice on organizational performance. Global Journal of Management and Business research. A Administration and Management 

N. Mldetye, P. Hlongwane,. 2019. An Evaluation of Challenges Relating to Recruitment and Selection Process on the Robben Island Meusium. South African Journal of Business and Management. 

Theorise of selections.

Macro-model of selection.

with relevant to situation of recruitment, this macro model for selection is focused at strategic HR development. this model delivers via a process map that describes the stages from the beginning and the preliminary screening and interview of the candidates to decide final decision on offering the position to the job applicant. (Thebe & Weldth, 2014)

Meso-model of selection phase.

Meso-model signifies phases for selections as follows.

According to (Thebe & Weldth)

Phase 1 - Reception interview or initial screening interview.

Phase 2 - Application blank or form.

Phase 3 - In-depth or selection interview.

Phase 4 - Back ground and reference checking.

Phase 5 - Medical and physical examination (Pre employment testing)

Phase 6 - Assessment center or work samples.

Phase 7 - Make a final hiring decision.

Phase 8 - Make a fair job offer.

References. 

Thebe, T.P. & Weldth, G. V. D. a recruitment and selection process model: The case of Department of justice and Constitutional Development. Academia, 22(3) pp 1-31. 

Theorie of recruitment.

Macro-model of recruitment.

The macro theory for recruitment is focused at strategic HR development and delivers a procedure describing the stages from the identifying the necessity to hire, up to executing assessments and control of recruitment. (Thebe & Weldth, 2014)  

Meso-model recruitment phase.

Meso model signifies a phases as bellows.

according to (Thebe & Weldth, 2014)

Phase 1 - Identify the need to recruit.

Phase 2 - Update the job description, job specification and the job profile.

Phase 3 - Determine the key performance area of the job.

Phase 4 - Consult and refer to the recruitment and selection policy and procedure manual.

Phase 5 - Consider the sauces of recruitment.

Phase 6 -  Choose the appropriate recruitment method.

Phase 7 - Develop the recruitment advertisement.

Phase 8 - Place the advertisement in the most appropriate and suitable media.

Phase 9 - Ensure availability of application blanks or form.

Phase10- Screen responses or screening.

References.

Thebe, T.P Weeldth, G. V. D. 2014. A recruitment and selection process model: The case of the department of justice and constitutional development. Academia, 22(3), pp. 1-31.