Impact or recruits on the organisation
A recruiter is someone engaged in recruitment, which is the process of solicitation individuals to fill jobs or positions in an organization. They can be divided into two groups: those working internally for the organisation and those working for multiple clients. An internal recruiter is a member of an organisation and mainly works in the human resource. They maybe multifunctional, serving in the human resource generalist role or in a specific focusing all their time on the recruiting activities.
They can be permanent employees or hired for the purpose. Recruiters have a great impact on the organization in that they can build communication with and recruit from alumni database. That is, a former employee who left the organisation in good faith or good terms can be hired back. This is advantageous to the organisations since this is one person that you know a great deal. He has also acquired additional experiences and skills elsewhere that has potential abilities to contribute to your organization (Fine, A. Sidney & Cronshaw, F. Steven, 1999).
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Hence, they will have gained skills and experiences thus have the capability of rendering better services. Therefore, it is important to take time and communicate with them as they maybe of benefit at some point. A good recruiter should always work towards getting more for less effort. That is, he always ensures that he gets the best recruits without a lot of straining as this will cut the extra expenses that the organization would incur if more time and job analysis resources were to be required.
A lot of time is also saved which is crucial any running organisation. As they work to find the most probable and cheap means and and ways any new client they desire, the organisation will have a direct benefit. This is because the desirable client will obviously give out what is best to the organisation thus maximizing the outputs. He should work towards unleashing and dealing with the very best clients and avoiding time wasters. This is mainly to increase the output of the organisation without wastage of the available resources.
He should ensure that his time is well managed and always work towards gaining the attention of any client that he calls. He should work towards finding candidates even for the most difficult vacancies and improve the quality of the advertising responses of the organization. All these are efforts aimed at maximizing the company’s outputs and well utilization of the available resources. As a human resource manager, I would use a fulltime recruiter. This is because they will have all he time to keenly analyze the skills that are needed to maximize the performance of the organization.
Since he has full understanding of the performance of the company, he knows the loopholes that need to be covered. Therefore, he has all the time to fully work towards achieving the set goals and objectives. He has the fully idea of the skills that an individual who is to be recruited should have, the experiences that they need and the relevant training that they will need to bring out the best. They have the maximum required time to impart these skills to the new recruits and even have proper information on who should work where and when.
To prepare someone to be a recruit for my organisation, I would ensure he undergoes technical training and has the ability to run his job. He should be in a position to understand and agree on what he needs to do to perform well in his job. For instant, he will need to understand the weakest and strongest points in an organisation and therefore work towards making the weak parts stronger. I will ensure that there is an agreement on the areas to concentrate on when time sets tight. These should be the areas that will always maximize the output of the organisation.
He should have the resources, training and the staff needed to do a good job. He should have access to a research business document to help him understand his work. He should ask relevant questions to the relevant managers about the requirements and proposal of the job. He should also interview the existing jobholders and always observe them so as to see what they always do.
Reference Fine, A. Sidney & Cronshaw, F. Steven. (1999). Functional Job Analysis: A foundation for Human Resources Management. Erlbaum: Mahwah, NJ.