Hello Everyone,
Every business would require staff to carry out its operations and attain its objectives.
Because people are the most important assets an organization may have, as they're the people
who determine its future prospects and development.
Topic A: Recruitment Costs
The amount of time and energy spent by an HR manager evaluating successors can
result in earnings loss. Posting a job on internet job boards, reaching out to possible
candidates, conducting interviews cost time of employees and great effort. It is important to
note that the cost of these hiring is both internal and external to the company, and you do not
want the company's turnover rate to be high since this represents a higher loss. "Internal costs
include employee referral programs, salaries of HR recruiters and hiring managers for the
anticipated amount of time to be spent on the selection process, as well as money invested in
the expected learning and development curves for new hires," according to Arthur (2019).
External costs include those associated with a wide variety of potential recruitment sources, as
well as applicant tracking system fees, video interviewing tools, test providers, assessment
centers, drug tests, background checks, and relocation charges. There may also be
unanticipated hiring fees, such as reimbursement for applicants flying in for interviews." Look
at it like you are removing people from the current needs of the business and they are helping
find people to bring in to invest in the growth of the business.
"When all of these professionals
are meeting with potential candidates, screening applications, scheduling a few rounds of
interviews and making final decisions, it takes away time from accomplishing organizational
goals/outcomes, which then certainly ties to ROI [return on investment]," said Ankit Shah stated
in The Real Cost of Recruitment.
Topic B: Guidelines for Writing Job Descriptions
5. Include specific examples of duties wherever possible. This will enable the reader to
more fully understand the scope of responsibility involved. The first criterion, in my opinion,
is to offer clear examples of requirements wherever possible. This will assist folks understand
the scope of the required responsibilities. This is vital since your hiring staff must understand
what they are searching for in a prospect. A job description not only explains the
responsibilities of the position, but it also serves as the foundation for hiring the most fit
employees who can successfully execute the function.
11. Be objective and accurate. Describe the job as it should be performed, not as you
would like to see it performed. Starting with a job specification containing a prioritized list of
position demands, particular skills, ideal attributes, and required expertise, the hiring team
should get started. Everyone manages differently, but the goal is to select the best candidate
for the job. Once the appropriate individual for the job has been hired, you can modify your
