Recruitment requires significant financial expenses from the employer, mainly if mass recruitment is carried out and if highly qualified specialists are being searched. This is because these types of personnel searches require a lot of time and money for placing search ads and the work of human resources managers (Cappelli, 2019). Some managers use the services of particular companies that are engaged in recruitment. Their work can be lengthy, which significantly increases costs. Christensen et al. (2017) state that the management decides to independently engage in selecting personnel, which may exclude the possibility of choosing qualified personnel. Subsequently, this may lead to managers will need to spend money on staff training or start looking for specialists anew.
The main job responsibilities of the HR manager:
- Formation of the company’s personnel policy.
- Recruitment in accordance with the personnel policy.
- Development and practical application of the personnel training system.
- Adaptation of new employees.
- Development of an employee motivation system. The combination of these tasks will help to coordinate the work of the recruitment department most successfully.
The most significant tasks include the selection of personnel, which can take about half of the total time, that is, 50%. This is because recruitment is at the heart of all recruitment and follow-up actions. In addition, it is essential to develop a motivation system for co-workers, which can take 10% of the time. Motivation will help employees increase their desire to work and achieve success at work.
Less significant tasks are adaptation, development of a system of training, and the formation of personnel policy. 10% of the time should be allocated to each of these points. The adaptation of employees to a new place can happen without the help of recruitment managers, but in general, the team’s support may be necessary. Training development also does not belong to the most critical tasks since the work can undoubtedly occur without training. Nevertheless, updating knowledge is essential when there is a need. Forming a personnel policy is necessary but hiring exceptional employees may not correspond a little to the company’s accepted policy.
References
Cappelli, P. (2019). Your approach to hiring is all wrong. Harvard Business Review.
Christensen, T., Riis, A., Hatch, E., Wise, L., Nielsen, M., Rothman, K., Sørensen, H., & Mikkelsen, E. (2017). Costs and efficiency of online and offline recruitment methods: A web-based cohort study. Journal of Medical Internet Research, 19(3), 1-13. doi: 10.2196/jmir.6716