DESIGN AND IMPLEMENTATION OF A COMPUTERIZED RECRUITMENT MANAGEMENT SYSTEM. A RESEARCH PROJECT MATERIAL ON COMPUTER SCIENCE EDUCATION
A recruitment management system is a comprehensive tool to manage the entire recruitment processes of an organization. It is one of the technological tools facilitated by the information management systems to the Human Resource (HR) of the organizations. Just like performance management, pay roll and other systems, Recruitment Management System (RMS) helps to managed the recruitment processes and effectively managing the return on investment (ROI) on recruitment.
Acquiring and retaining high-quality talents is critical to an organization’s success. As the job market becomes increasingly competitive and the available skills grow more diverse, recruiters need to be more selective in their choices, since poor recruiting decisions can produce long-term negative effects, among them high training and development costs to minimize the incidence of poor performance and high turnover which, in turn, impact staff morale, the production of high quality goods and services and the retention the organizational integrity. At worst, the organization can fail to achieve its objectives thereby losing its competitive edge and its share of the market.
In Nigeria, public service organizations have had little need to worry about market share and increasing competition since they operate in a monopolistic environment. But in recent time, the emphasis on New Public Management (NPM)/Public Sector Management (PSM) approaches has forced public organizations to pay closer attention to their service delivery as consumers have begun to expect and demand more for their tax nairas’.
Recruitment is described as “the set of activities and processes used to legally obtain a sufficient number of qualified people at the right place and time so that the people and the organization can select each other in their own best short and long term interest”. In other words, the recruitment process provides the organization with a pool of potentially qualified job candidates from which judicious selection can be made to fill vacancies. Successful recruitment begins with proper employment planning and forecasting. In this phase of the staffing process, an organization formulates plans to fill or eliminate future job openings based on an analysis of future needs, the talent available within and outside of the organization, and the current and anticipated resources that can be expended to attract and retain such talent. Also related to the success of a recruitment process are the strategies an organization is prepared to employ in order to identify and select the best candidates for its developing pool of human resources. Organizations seeking recruits for base-level entry positions often require minimum qualifications and experience. These applicants are usually recent high school or university/technical college graduates, many of whom have not yet made clear decisions about future careers or are contemplating engaging in advanced academic activities. At the middle levels, senior administrative technical and junior executive positions are often filled internally. The push for scarce, high-quality talents, often recruited from external sources, has usually been at the senior executive levels. Most organizations utilize both mechanisms to effect recruitment to all levels.
Successful recruitment involves the several processes which include therefore the following:
i) Needs assessment to determine the current and future human resource requirements of the organization. If the activity is to effect the human resource requirements for each job category and functional division/unit of the organization, the organization must be assessed and a priority assigned.
ii) Identification within and outside the organization, of the potential human resource pool and the likely competition for the knowledge and skills resident within it.
iii) Assessment of qualifications profiles, drawn from job descriptions that identify responsibilities and required skills, abilities, knowledge and experiences.
iv) Determination of the organization’s ability to pay salaries and benefits within a defined period.
v) Identification and selection to ensure equity and adherence to equal opportunity and other laws.