Exploring Recruitment Analysis, HR Trends, and the Cost of Bad Recruitment in HR Practices

Dear all,

This is in reference to the previous posting (A humble request to all HRs and Executives). Almost all industries have become target-oriented. Of course, that's a good sign; I have nothing against it. This has created high pressure among the Recruiters to meet their targets where they end up in "Bad Recruitment." I hope you agree with this. How many are aware of the "Cost of Bad Recruitment"?

Before knowing the Recruitment Analysis, we have to know the Requirement Analysis. How many HRs or Recruiters have time to look into these fundamental Job Analysis or Job Description? The difference between Knowledge-based Requirement and Skill-Based Requirement. Contracts and Agreements are losing value, since attrition rate is increasing even in the HR industry too.

"Change does not necessarily assure progress, but progress implacably requires change. Education is essential to change, for education creates both new wants and the ability to satisfy them." - Henry Steele Commager

Regards,
Raj

Hi Raj,

I am involved in a summer project titled "Modern Methods of Recruitment and Selection." I have observed that HR managers are so preoccupied with routine jobs that they do not have time for any kind of analysis regarding the methods of recruitment or the cost of bad recruitments. This has resulted in several trends such as high levels of attrition with management failing to tackle the problem at the grassroots.

Also, the concept of Recruitment Analysis is non-existent. Could you shed some more light on this very interesting subject? I am in my 3rd year of the MBA program specializing in Human Resources.

Thanks and Regards,
Nandini

Hello Raj, nice to see your good thinking.

Why are the managers not focusing more on the essential things like recruitment analysis and requirement analysis? I believe that professional people need to equip themselves more and more. This should happen every day, every minute, every second. Unfortunately, once people get a job and settle in, they don't focus much on self-improvement. They lose themselves in the routine job in order to progress or change their organization.

As it is said, training, research, and development should be continuous processes. However, in our country, most organizations do not consider training as a continuous effort.

I am sure this HR site would help people a lot in equipping themselves, sharing their views, experiences, and honing their skills.

Raj, I am from Delhi/Chennai. Next week, I am coming to Chennai for a two-week leave. If possible, I would like to contact you.

Best wishes always,
Senthil Raj
Email: karpavi_raj@yahoo.com
Phone: 09871487138

Dear All,

The above views expressed are quite true and prevalent. Recruitment has been mostly reduced to a numbers game these days, with the focus being on "closing the position" ASAP. With this objective, any "quality time" being spent on the analysis of recruitment and selection is a rarity.

I have just entered this industry about three months back and have been involved in the recruitment function of HR in an IT company. My experience has taught me the importance of using brains while recruiting, and not just keeping a focus on numbers. After all, it's about the quality of "resourceful humans" that we bring in, and not just the quantity.

I have recently been assigned a project to look into the effectiveness of the recruitment process and also examine the selection metrics available for the same. Being a fresher, some guidance from senior colleagues is most anticipated.

In my experience so far, I have realized the importance of standing back and looking at the recruitment process from time to time and strategizing for the same. This would be beneficial to all involved, and ultimately the objective of the recruitment process would be achieved.

Hoping to hear the views of my colleagues soon.

Hi, I am a student majoring in HR. Can someone tell me about the new trends in recruitment and selection? Does this include the use of HR software as well? What are the trends other than video conferencing, teleconferencing, and web? Please help.

Gomathy.M

Hi,

I just came across a similar idea: the importance of recruitment analysis and new means of recruitment. This becomes more important, especially in the case of campus recruitment, when an organization has a day and hundreds of students (with varied backgrounds) to scrutinize.

I am working on developing some online data gathering and analysis methodologies. This could include the use of online tests such as psychometric tests, automatic validation, and comparison of resumes, information sharing, etc. The effort would be made to do better groundwork from both sides (employers as well as job seekers) before the D-Day.

I would appreciate people putting in their comments and ideas that will help everybody come up with new innovative and more effective recruitment processes.

You can also send your comments to sandeeprb2002@yahoo.co.in or call me at: 09886515516.

Sendup

Hi,

I just started my job in India. I worked as an HR recruiter in Dubai. Thank you for your valuable ideas and suggestions. It's nice to read all this and gain some good knowledge about HR. I was looking for more recruiter analysis, but after reading this, I got some new methods to implement in my company.

Thanks,
Senthil
Sarah

Hi, can you help me by providing some details about recruitment analysis and the cost of bad recruitment? It's an interesting topic for my project.

Thanks,
Nisha

Hi Nisha,

As an HR recruiter, good recruitment analysis is very important. A bad recruitment analysis is as detrimental as hiring the wrong person for the right job. In my suggestion, you can use the SWOT model to analyze. It really helps you to get results. I don't assure you will get a perfect result, but it does help you in many ways as every model has its advantages and disadvantages.

The recruitment SWOT Analysis can assist the HRM Function in identifying gaps and opportunities in the recruitment and staffing process to enhance the process and increase the organization's ability to compete in the job market.

Hope this helps you.

Bye,
Sarah