Question

Why do the five steps of the recruitment process require input from other parts of the organization? How might you handle a situation in which the employees or management are reluctant to complete a job analysis?

Answer 1

The five steps of recruitment are -
1. Identifying the source
2. evaluating the validity
3. Searching the applicants
4. Screening the applicants
5. Evaluation

Now the above steps require the following information which is provided by the organisation- category of the candidates required in different departments, the number of personnel needed, the skills that are necessary for the job, academic qualification, communication or technical skills that the candidate should posses, the target area required for searching the candidate, their evaluation, deciding about their compensation and so on. Without all these inputs the recruitment process is inefficient.

Job analysis is giving information about the duties and responsibilities of an employee related to his/her position in the organisation. this clearly brings about objectivity in the work and therefore the employee becomes fully aware of what his authority and duty is. This may lead to questioning in future if he is asked to do something more than what is mentioned in hi duty list.

Facing a situation where the management is reluctant could be handled by explaining him that this gives more clarity in the working relationships of the organisation , bring more discipline and orderliness, preventing duplication of work and chaos in the working. During the times of non completion of work it will be clear to find out that who is responsible as the duties were clear.