Do you feel uneasy when you sit for an interview in your recruitment process of an organization or company? Do you sweat over the strenuous documentation and details that need to be filled in before the evaluation? Maybe you are not alone in this regards. Research says that more than 14% of the people tend to lose their cool and become uneasy during the waiting period of a job interview. The recruitment of an individual into an organization plays a very important role as it determines the selection of the right candidate for the job. Read on to understand about the process and its importance.

Recruitment Process

The process of recruitment is not just a way of selecting an individual into an organization based on his professional skills but also includes analysis of his social skills most of the times. The choice of the right candidate with the right attitude is necessary so as to make sure that he fits the job description completely. Any deviation or the wrong candidate will not only create imbalance or chaos in the project but will also cause loss of the money invested on the employee by the organization. Recruitment can be internal or external of an organization and is mostly handled by the HR department but, at times, can be outsourced to a third part agency.

Purpose of the Recruitment Process

Recruitment process of any organization is normally targeted towards attracting more talent towards their job application. The process is oriented in such a way so as to encourage maximum number of people to apply for the job. The job description is advertised so as to get the cream of the crowd and the best talent available. This talent pool is then scrutinized to select one who fits best for the job.

The recruitment process at any point of time is based on the present and the future requirements of a company. The HR department analyses the human resource requirements available in a company from time to time and recruits the best candidate for the job. It is also possible at times that the recruitment might happen internally in the organization from other departments or from the available talent pool.

In this process, the employers are linked with the employees and the employer has the ability to choose one he thinks fits as per his present or future project needs. Most of the times, project managers and leaders prefer to accompany the HR department for recruitment processes so as to ensure that the candidate has the right technical potential and attitude to meet the organizational requirements.

Importance of Recruitment Process

Recruitment can be done in many ways namely referral, internal, external, etc. Whatever be the type of recruitment, it always aims to solve the same purpose. The role of recruitment in organizational growth plays a critical part and is hence a must to understand its importance and need.

When recruitment happens, it provides access for an organization to avail to a pool of talent at a single place in a single time. With a high number of candidates, the organization is provided ample skills so as to choose the best one for present or future use. Also, companies can target upon potential candidates and recruit them for future projects rather than striving to find the right one at the last minute.

Also, a well planned recruitment process helps a company to filter out the candidates who do not pass their criterion and hence concentrate more on the eligible candidates. As the count of people who attend recruitment drives are more, the eligible candidates would still pose a good number in spite of the eliminations. Also, a huge group will possess candidates with a variety of skill set and thus the need to recruit multiple skills gets resolved in the same arena.

Recruitment process helps eliminate the fear of employees leaving the organization in between projects as it helps recruit resources as a backup for key positions. Thus the probability of distress when an employee leaves an organization is largely reduced due to the process. The process also ensures diversity in selection to meet all legal and social type of obligations posed by the company.