Recruitment Management System

Recruitment Management System

Abstract:

The recruitment management system is designed to integrate various HR activities such as payroll and recruitment administration functions into a shared service concept. Using the system, our managers are able to shortlist the candidate’s online, conduct job interviews and ensure that priority candidates who match to job rolled.

Introduction:

Recruitment management system is the comprehensive tool to manage the entire recruitment processes of an organization. It is one of the technological tools facilitated by the information management systems to the HR of the organizations. Just like performance management, payroll and other systems, Recruitment management system helps to contour the recruitment processes and effectively managing the ROI on recruitment.

Meaning Of Recruitment:

Recruitment is the process of finding the suitable candidates for the required position in an organization. After the manpower planning, the Talent resources required for the organization is charted out. On that basis, the Recruiter of the organization finds out the suitable candidates who can fit into that job role. After the recruitment process, the selection process starts by having a preliminary round of interview and the whole interview process takes place. Then comes the post - selection activities liking releasing the offer, induction, training etc…

Recruitment

1. Trainning and development
2. Demand
3. Welfare
4. Supply
    

Recruitment needs are of three types

*PLANNED
the needs arising from changes in organization and retirement policy.

*EXPECTED
expected needs are those movements in personnel, which an organization can predict by studying trends in internal and external environment.

*UNEXPECTED
Resignation, deaths, accidents, illness give rise to unexpected needs.

The purpose of the system was to:

• Provide a better online experience for job seekers
• Encourage people to apply online
•  Improve the administration of the recruitment function
• Recruitment is the process, which links the employers with the employees.
• Increase the pool of job candidates at minimum cost.
•  Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants.
•  Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time.
•  Meet the organizations legal and social obligations regarding the composition of its workforce.
• Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants

Benefits:

The features, functions and major benefits of the recruitment management system are explained below:

• Structure and systematically organize the entire recruitment processes.
• Recruitment management system facilitates faster, unbiased, accurate and reliable processing of applications from various applications.
• Recruitment management system helps to incorporate and integrate the various links like the application system on the official website of the company, the unsolicited applications, outsourcing recruitment, the final decision making to the main recruitment process.
• Recruitment management system is flexible, automated and interactive interface between the online recruitment department of the company and the job seeker.
• Offers tolls and support to enhance productivity, solutions and optimizing the recruitment processes to ensure improved ROI.

Recruitment procedure:

1. Identify vacancy
2. Prepare job description and person specification
3. Advertise
4. Managing the response
5. Short-listing
6. Visits
7. References
8. Arrange interviews
9. Conduct the interview
10. Decision making
11. Convey the decision
12. Appointment action

The recruitment process for most organizations is designed along the same path; applications are received, either via an online application form, a postal form Candidate are short-listed and invited for interview. The number of rounds in the interviews also varies based on the vacancy available at the interview stage they receive an official offer letter for based on the performance of the candidates.

As organizations, one of the biggest investments will ever be marked in recruitment. Fortunately, it is a duty of the HR professionals, to prove that the business is getting outstanding returns on this investment. The best output of the recruitment processes deliver outstanding performance, control costs, increase sales, maintain efficiency and develop the organization. The need to have RECRUITMENT MANAGEMENT SYSTEM, its importance in streamlining recruitment process and calculating the RETURN ON INVESTMENT.

Conclusion:

At the end, I like to say that HR professional is having a big responsibility to hire a best person from the available talent pool. At the same time, one needs to be cost conscious. It is a good practice in recruitment to be objective and seek to identify the candidates' abilities. Judge on individual merits and set the same standards for all. Whereas generalized assumptions made about ability or ambition, based on applicant's sex, caste, age, religious belief, sexual orientation or any disability, is a bad practice. One needs to use the technology, to get the best results from recruitment process. The good news is that if you're just getting started with applicant tracking, there are many good systems available today to fit almost any budget.