Recruitment Process Optimization: Chosen Findings From Practice In Poland

Abstract

Recruitment process is a progressive and time-consuming activity for an enterprise, usually connected with high costs. Even multi-stage and complex recruitment processes are connected with the risk of failure, an eff ect of which is an unfi lled vacancy. Every organization aims to achieve the highest possible level of effi ciency of the recruitment process in a way that they hire the person who possesses the required competences for a particular position, in the shortest possible time and with the lowest costs. Th erefore, a signifi cant element of every recruitment process is both a proper plan for the whole recruitment process, as well as eff ective check of competences of a potential candidate. Th e research proves that the costs connected with the replacement of an employee range from 1/3 of the annual earnings even up to the value of the two-year remuneration in the case of a high-level manager, it is dependent on the position for which the recruitment process is conducted. Being aware of costs, it is signifi cant to optimize the whole process within organization. New solutions and requirements of the labour market make candidates change the approach to recruitment process. All the time, lack of preparation for interviews may be observed among candidates, starting from the mistakes made at the level of CV preparation , up to the lack of knowledge concerning the organization and its products. Th is paper aims to discuss the ways and tools of the recruitment process optimization in the case of organization, indicating the ways of preparing candidates for recruitment so that they could eff ectively present their own achievements.

Effect of motivational tools on employee satisfaction in small and medium enterprises

“…The abovementioned determinants have an impact on diverse transformations in human resources management that must be reflected in recruitment and development of employees (Jeřábek & Čapošová, 2016;Grabara et al, 2016). The authors Spišáková et al (2016) and Kačerová (2016) state that the field is prioritized by the EU strategic document called "Europe 2020".…”

Social Worker Staffing Process

“…The recruitment process aims to find competent staff, both in their abilities and social relations [11]. Recruitment needs to be done to get staff committed to their duties and functions within the organization [12].…”

A study to enhance candidate screening process using similarity analysis

“…The current standard process followed by IT industry is given by Grabara et al (2016). The benchmark process which most of the recruiters are using across the globe is shown in Figure 1.…”

“…The basic recruitment tools used in the internal recruitment include interviews with potential candidates, obtaining references from the candidate's direct superior, and using the results of competence measurement, provided that the organisation has implemented human resources management system based on competence. The advanced recruitment tools used in the internal recruitment include assessment centre (a multidimensional process of competency assessment conducted by a team of judges) which may be carried out either with the support of a third party or by a dedicated unit from inside the organisation (Grabara et al, 2016).…”