Reserve System and Recruitment

Reserve System

Market: The Intersection of Supply and Demand

• Job Market:

  This comprises job offers from organizations in a specific location and time. Increased organizational presence leads to higher employment rates.

• Human Resources Market:

  This encompasses individuals employed in a specific location and time, categorized by specialization (e.g., lawyers, engineers, skilled workers).

Therefore, the Human Resources Market reflects the Labor Market; when one is abundant, the other is in demand, and vice versa.

Recruitment: A Proactive Approach

Recruitment involves actively inviting individuals from various organizations to participate in the selection process. This ensures a wider pool of applicants, leading to better choices.

External Recruitment: Seeking Talent Outside the Organization

External recruitment involves attracting candidates from outside the organization. Techniques include:

a) Advertising:

The effectiveness of advertising depends on the chosen channel and message.

• Channel: The medium used for publication (e.g., newspapers, websites, radio) depends on factors like location, urgency, and resources.
  • Mass: Targets a broad population.
  • Selective: Targets a specific population segment.
• Traditional Media: Includes newspapers, websites, radio, and magazines (both oral and written press).

Regarding the message:

• Message: The content's effectiveness depends on adhering to the AIDA principle.

AIDA: Attention, Interest, Desire, Action.

b) Employment Agencies:

Organizations that recruit human resources on behalf of companies, presenting suitable candidates (e.g., consultants, placement offices).

c) Higher Education Institutions:

This approach targets individuals with specific educational backgrounds, often referred to as "incubators of professionals" (e.g., universities, professional institutes).

d) Nepotism:

This refers to favoritism based on personal connections, such as knowing someone in the workplace.

e) Current Employees:

Seeking recommendations from current employees can be beneficial due to their knowledge of the company. However, it can be problematic if employees lack commitment and provide biased information.

f) Potential Applicants:

Individuals who submit resumes and wait for vacancies.

g) Competitors:

Recruiting from competitors allows organizations to leverage their investment in experience and training.

h) Other:

Includes student interns, replacements, etc.

Internal Recruitment: Promoting from Within

Internal recruitment focuses on finding candidates within the organization, often linked to career development and motivation.

Techniques include:

a) Job Postings:

Announcing vacancies through supervisors, the Human Resources department, unions, and information panels.

Notices should include:

• Job title
• Location
• Remuneration
• Requirements

b) Personnel Records:

The Human Resources department uses personnel records to identify potential candidates based on training, performance evaluations, etc.

c) Skills Bank:

Specialized information systems that track employee skills and performance evaluation results.

Joint Recruitment: Combining Internal and External Approaches

Joint recruitment combines internal and external recruitment methods, but it is less common than the other two approaches.