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Outline topic presentation

Definition of recruitment (icha)

Purpose of recruitment (internal and eksternal) (icha)
Process recruitment employed (leni)
sources of recruitment (leni)
principles of recruitment (oktav)

The process of finding and hiring the best-qualified candidate (from within or outside of an
organization) for a job opening, in a timely and cost effective manner. The recruitment
process includes analyzing the requirements of a job, attracting employees to that job,
screening and selecting applicants, hiring, and integrating the new employee to the

purpose of recruitment


The most basic purpose of recruitment is to add new staff to the organization or internally
recruit employees for new and better positions. When employees leave due to dismissal,
voluntary separation, retirement or temporary absence, recruiters need to fill these positions
as quickly as possible, either internally or externally. The same applies if the company
expands, again requiring new, qualified staff to join the team.


While almost anybody can apply for a job, recruiters must determine which candidates are
the best choice in terms of skill and compatibility with the organization's culture, mission and
values. This involves a process of resume screening, followed by at least one interview and
reference checking. Critical-thinking skills are essential in this role, because a recruiter needs
to gauge as much as possible about the candidate's personality and skills. During resume
screening, this requires meticulous attention to the resume's detail. The layout, word choice,
grammar and errors -- if any -- on a resume can quickly qualify or disqualify an applicant. In
an interview, recruiters must ask a set of pre-written questions involving things such as past
work experience, real or hypothetical situations and relevant skills. During this process, the
interviewer -- or interviewers -- takes notes and scores the applicant based on her answers.
Finally, the recruiter contacts the candidate's references to verify her employment history and
ascertain the honesty of her answers. Once all the information is gathered, it is forwarded to
the HR manager, who chooses which person to hire.

Turnover Prevention
While turnover is greatly influenced by the organization's policies, reward systems, culture
and values -- to name a few -- recruitment is just as important for preventing voluntary or
involuntary separations. Recruiters who incorrectly assess a candidate's skills or personality
could allow an incompetent or incompatible employee to join the staff. In turn, this can result
in costly errors, wasted training and disruptions, especially if the employee's attitude and
behaviors are not a proper "fit" for the company. On the other hand, effective recruitment will
ensure that most new hires are the right people for the job.

Seeking Talent

A simple job posting, while quick and convenient, is not enough to recruit the best
candidates. Some recruiters put too much emphasis on experience, missing chances to hire
qualified staff, such as university graduates. These individuals who are fresh in the job
market can bring new perspectives and approaches that seasoned workers may not have. In
cases like these, recruiters actively seek talent elsewhere, such as campus job fairs and
advertisements in educational institutions.

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