Basic Points About Recruitment
Recruitment is all the actions implemented to identify a suitable candidate to the needs of an organization in a given position.
The company has to offer work: it must be recruited. The decision to recruit is strategic, because mistakes can be costly. Hiring a new employee goes through various stages of research that will bid to host the new employee in the company.
This is a promotional offer or propose a change to a company employee, or to integrate a trainee. This post is offered within the company through the company newsletter, a memo, by posting, by the organization’s internet. Its cost is low, employees know the company well and will soon be operational, internal recruitment can motivate staff (with hopes of promotion). However the choice of candidates is often limited, and promotions may sometimes lead jealousies. This can be done by co-opting Internal nominate
an employee of one of his colleagues inside the company, for the post.
It can be done by considering unsolicited applications received in the form of a letter or a CV by mail. For small ads: print, radio, TV, and France, Minitel can be used. For sponsorship or co-optimization: it requires company employees to nominate candidates they know by use of formal organizations in France, ANPE (now, more recently, the EP: job center) and employment centers.
For use of other organizations: the alumni files of universities associations like APEC in France. The company delegates some or all of the executive recruitment process to a specialized firm. Based on different firms, the methods differ. It may be a simple research cloning or a real thorough job of defining organizational audit function. Once the mission is entrusted to the firm, the search for candidates is done primarily by listing (internet and release) or
by direct search (searching or headhunter), especially for executives.
Different leading recruitment agencies have a different approach from those of recruitment agencies to the extent their performance, unlike that of a headhunters, which is usually confidential. By direct meeting with the candidates: forums organized by schools or groups of companies.
The methods one can process through consider an analysis of the CV and motivation letter, then in an interview of candidates, possibly for psychological testing. Then we follow in an interview with the future line manager and the person in charge of recruitment. Lastly the study of matching the best candidates and their future environment depend on the invested direct contact.
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