Recruitment and
When there is a vacancy in a company, it is the of the Personnel Manager and his department to manage the recruitment of a new employee. One way an organization can find staff for vacancies is to recruit in-company. Management can inform people of new appointments by means of the firm’s notice board or news bulletin. Another possibility is to ask for recommendations from departmental managers and supervisors. If it is necessary to recruit outside the company, the personnel department may use commercial and government employment offices or . It may prefer to put its own advertisement in a newspaper or magazine.

It is usual for an advertisement to give a short description of the , conditions of work and salary, and to invite introductory letters from applicants. After studying these, management decides who receives an application form.

In order to the applications, managers can work from a personnel such as Rodger’s Seven-Point Plan. They do not choose applicants who do not have a good profile. For this reason, it is important that the application form requests clear information about such things as the applicant’s age, education, qualifications and work experience. It must also ask for references from other employers or people who know the applicant well. This information helps management to make a decision on the number of applicants they can short-list for interview.

The staff who hold an interview together are called an interview ‘’. It is important that they know what information they need to get from the applicants. This comes from a careful reading of descriptions, personnel , and applications. To help the in their , some companies use an interview form. This is used by the during the interview when each applicant is checked under the same point on the form.

Many employers say that the success of a good business begins in the Personnel Manager's office.