Recruitment
Staffing and Recruitment In times of increased competition, in which organisations must continuously learn and innovate, the human element becomes increasingly important in generating value for a company. In fact, the power of a company today is much more based on its intellectual asset than on other tangible equipments. For this reason, the organisation's decisions about recruitment and selection are central to its ability to survive, adapt and grow. Recruitment: The recruitment and selection process is essentially concerned with finding, assessing and engaging new employees who satisfy the human resource needs of an organisation at a minimum cost. In this context, recruitment can be defined as the process of generating a pool of capable people to apply for employment to an organisation. When recruiting applicants for a an organisation, managers commonly pass through different stages. The first stage in a staffing process is to establish the criteria for selecting a new employee. The establishment of this criteria can adopt both a job/task focus (job analysis) and a competencies/role focus (role profiling). Job analysis identifies the behaviours necessary for adequate job performance by using critical tools, such as job description, person specification, in order to identify essential and desirable characteristics and, finally, terms and conditions of employment. Role profiling refers to fundamental characteristics of an individual that may be causally related to superior performance in a job situation. In this context, fundamental characteristics refer to motives, traits, knowledge and overall skills of an individual, that are either essential for a specific job or can be used to distinguish superior from average performers. After the job is analysed and requirements clarified, the focus changes to attracting candidates. The second stage in a staffing process is the recruitment. In this stage, managers should select the recruitment methods necessary to reach the