Recruiting Methods/Processes

Institutional affiliation
1. Recruiting methods-job fairs
A job fair or a career fair/expo as it sometimes referred is an exposition for employers from different organizations, recruiters or institutions such as health care facilities of schools to meet with potential job seekers. Job fairs allow companies seeking employees a platform to interact with potential candidates in person and have a chance to know them better (Arthur, 2012). This helps in saving time that is used in the normal recruitment process where advertisements have to be made, profiling or outsourcing recruitment. The strategy is appropriate in healthcare since a job fair is a onetime event that can deliver the right person for the job. Besides, the company gets a wide database for job seekers which they can use in future recruitment.
2. Recruiting Process
Recruitment process includes various steps. The most basic steps for successful recruitment process as explained by Arthur (2012) include
1. Job description: This is the first step that involves information regarding the nature of the job. This may include job content, purpose, output required by the job holder, how the job suits the organization`s structure and the skills and personal traits needed to carry out the job.
2. Finding candidates: This include the process of identifying potential candidates for the job, an internal method such as staff referrals, job sharing, secondments or succession planning may be used. This is can be a way to motivate employees and increase retention. In other circumstances, external methods including job advertisement to the public is used.
3. Managing the application process: This is the process of handling applications. Usually applications are received either in application forms designed by the recruiter or curriculum vitae designed by the applicant. Each format has its own advantages and limitations that the recruiter should consider.
4. Selecting candidates: This stage involves shortlisting of candidates that meet the job profile. Also assessing applicants through interviews, competence based interviews, presentations or role play to determine the suitable candidate.
5. Making appointment: this entail meeting the selected candidate for further examination including verifying their documents, signing of contract, medical examination etcetera.
6. Induction: this is final and very important part in recruitment process for both employee and employer. It entails orientation to the company and the job.
References
Arthur, D. (2012). Recruiting, interviewing, selecting & orienting new employees. New York: American Management Association.

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