Recruitment Process Importance

The typical recruitment process starts with human resource planning. It is a process in which, starting from the anticipated change in the internal and external environment, predicts needed human resources to realize the plan of the organizations.

Hiring new people takes time. It can last for only a couple of hours, or it can last for months. Recruitment is the process in which an organization expresses its needs in terms of number and structure executors and in which it attracts potential employees. Candidate attraction can be secured from two sources: from the organization itself (internal recruiting) and labor markets and through other agencies for recruiting (external recruiting).

As for internal recruiting, it has its pros and cons. The pros are that the internal candidates know the organization and other employees, employee motivation - rewarded loyalty and it is the cheaper form of recruiting. On the other hand, there can be a lack of qualified personnel and ff the organization is focused on internal recruiting, it becomes inflexible and closed to new ideas.

As for external recruiting, the pros are the new energy and creativity of employees, more experienced candidates, and personnel being more qualified themselves. The cons may be that it is more expensive and uncertain than internal.

Selection is the next step that comes after recruiting. It is a process in which candidates are selected, which according to the established criteria fits the most the needs of the organization. Selection involves the evaluation of each candidate according to how much it meets the required criteria. The selection process is a complex and responsible job.

It varies from organization to organization, even between different organizational levels within the company. How much will be invested in selection depends on the resources of the companies but also from how much the opening position is important. However, the selection has its own challenges such as choosing the criteria, the knowledge of what we are looking for and of course, "You came to me to look for a job" syndrome. So the process has to be objective, simple, transparent, easy to be qualified and confidential.

If you want to be better at the selection you should use as many sources as possible to find good candidates, check the veracity of the information in the biography, successfully conduct a job interview, involve more people in the selection process and give up on making choices if the right person hasn’t shown up.

There are also tests that are very important, such as tests of knowledge, ability tests, personality tests, tests of motivation and achievement and medical tests. However, they are less commonly used for the recruitment of executives. They are good because the rate at which the candidate can apply is foreseen required knowledge and skills for the job. They have to include characteristics such as validity, reliability, sensitivity, and objectivity.

The next step is the interviews. They should be well structured, semi-structured or unstructured. Practical assignments and interviews are the most important selection tools. But most importantly there is that famous first impression. The first impression is not a terrible court, which makes judgments that will never be reversed. Precisely because many factors depend on what that impression will be, the fact is that it is over it we do not have as much control at all as we would like to have.There is no guarantee that we will make a good first impression. Nor does it exist a guarantee that our impressions of others will be correct. We are helped by our previous experience and knowledge, but there is probably no person in the world who was not deceived by the first impression. So it's important to know that it won’t be the end of the world and yes, even if you do not shine with the intention of leaving it positive, it does not mean that everything has fallen apart.

Your CV plays great importance in your future career. It gives you a chance to make a good first impression on your future employer and the firm. It can boost the chance of getting the first face-to-face interview, so you should definitely spend more time and effort in making it because it is the first presentation you give about yourself. Present yourself as the best applicant and try to prove it throughout the CV. Don’t forget that it’s an evolving document which can change over time, during your career, so improve it so it fits the future job you’ve chosen. The time estimated for your future employer to read your resume takes only 8 -10 seconds before considering you as an applicant.

The most important highlights of your CV should be your skills, expertise, and value. Always double-check that you are concise and accurate, and make sure that it’s no longer than two pages. Tailor it specifically for the job you want to apply to and add qualifications, skills and experience your future employers may demand from you.

First of all, write everything you need from your personal info such as your name, address, phone number, and your email address. Your date birth and gender are not obligatory. One more thing is optional and that is your personal profile. You can summarize the areas of expertise and its characteristics, but keep it brief and concise. Add your additional key skills such as secretarial or IT skills and explain why they are important.

Before mentioning your education don’t forget to add the employment history. You can start with either your last or current job position. Include the dates - when you started working and when you’ve finished, your title, name of the employer/firm, nature of business, responsibilities, duties, and achievements. You happen to have a gap between your employment history, try filling it with an explanation.

Most importantly, your education and qualifications. In chronological order write your history of education, schools, colleges or university diplomas and qualifications. You shouldn’t forget to add languages and courses you’ve studied and their levels as well as other extracurricular activities.

Another optional field is interests. You can write something about your personality, your interests, what you like to do in your free time, your hobbies and achievements. Last but not least are the references. There is no need to write in detail, but you can say that they are available on request, but don’t forget to mention that to your past employers.

Most people don’t spend as much time as they should on their CV, but they should because it has to sound professional, concise and neat. Double-check the grammar and try using a confident tone and positive language. After all, you want it to stand out from the rest and to have the best chance of getting the wanted job.