Jisan Jahan Chowdhury

In today’s highly complex and competitive world, choice of the right person in the right place, at the right time, is a major challenge for  organisations.
Every organisation wants to grab the best candidates for itself. But few get success in that. Well-skilled, well selected employees are highly required to run an organisation better, as well as for finding significant potentials for future replacement. Rather than jumping directly into the steps or process, the organisation should think of planning while doing recruitment.
Recruitment planning is about a clear outlook of what the recruiters are actually going to do in the whole process. The main issue is to manage job vacancies in a suitable way which cuts the costs and implements hard recruitment targets in each department. To gain competitive advantage, it is necessary to make an alignment between human resource strategy and the capability of an organisation first. The planning period, whether internal or external, will not be fruitful only with recruitment specialists and HR managers. They need to cooperate with the career development team to identifying the main skills and competencies gaps.
Here, emphasis has been given to external recruitment _ to grasp the talent pool of candidates outside the organisation. The organisation should think of its reputation as it promotes itself by placing advertisements, depending on the position it is looking for and its employment opportunities.
Always bear in mind that the externals have different options besides your organisation, so they expect to be treated with respect and provided with the same opportunity as internals. The search professionals have to play a big role as they should have good understanding of the organisation and its requirements. That will help to know about the technical skills of the job role, and also the personality and behavioural characteristics required to succeed in the job. The other processes are to be followed according to the particular organisation’s rules and regulations.
Nowadays, many organisations offer huge benefits with handsome remuneration. But it is noticeable and advisable that externals not only look for the benefits, although those are necessary, but also recruiter knowledge and sense of behaviour.