CHAPTER ONE
INTRODUCTION
1.1 Background of the Study
Employees are the most important asset of any organization. They are the life blood of the business. This is especially true for service oriented companies such as Banks, Insurance and Telecommunication where customers come into contact with the employees on a daily basis; hence it is very important to keep employees happy to enable them to be dedicated and hardworking since happy, dedicated and hardworking employees also keep customers happy. (Mounce, 2007).
Lack of the right kind of employees obstructs the achievement of organizational goals. Therefore hiring the best people to work, in today’s competitive world have become extremely important globally. The process of attracting the best employees to fit into a job requirement is called recruitment; thus, staffing of employees in a vacant post. Recruitment becomes eminent when an employee leaves voluntarily or is fired or an employee is promoted or demoted to another rank or transferred and therefore a substitute is needed. For the complexities of ensuring the recruitment of the right staffs, companies have separate human resource departments and are willing to spend huge amount of capital on their staffing each year.
For successful recruitment, the human resources department needs to analyze the vacant to create a detailed job descriptions and job specifications.
Among the objectives of recruitment are:
* Support the organization ability to acquire, retain and develop the best talent and skills.
* Determine present and future manpower requirements of the organization in coordination with planning and job analysis activities.
* Obtain the number and quality of employees that can be selected in order to help the organization to achieve its goals and objectives.
* Increase the pool of candidates at minimum cost.
* Acts as a link between the employers and the job seekers
* Increase the effectiveness of various...