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Recruitment is not about filling jobs that are currently vacant - IPRC

   

Institute of Professional Recruitment Consultants, IPRC Nigeria has stated clearly that recruitment is not about filling jobs that are currently vacant – it is about making a continuous, long-term investment to build a high quality workforce capable of accomplishing the organization’s mission now and in the future. According to Director General and Chief Executive of the Institute of Professional Recruitment Consultants, IPRC Nigeria, Nick Odife, unlike selection, recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization, while selection involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts.

Going further, Odife said the basic purpose of recruitment is to create a talent pool of candidates to enable the selection of best candidates for the organization, by attracting more and more employees to apply in the organization while the basic purpose of selection is to choose the right candidate to fill the various positions in the organization.

While recruitment is a positive process i.e. encouraging more and more employees to apply, selection is a negative process as it involves rejection of the unsuitable candidates

Thus, recruitment is a critical management function and all levels of the organization should be involved in planning and implementation

According a study conducted by Accenture of 4,100 job seekers in 21 countries on what job seekers are looking for, it was discovered that the most valued career goals of both fresh graduates & experienced job seekers are: challenging & interesting work, recognizing & rewarding accomplishments, providing an opportunity for fast career growth & advancement, financially strong and people oriented organization.

Speaking to members of the institute at the end of year ceremonies in Lagos, Odife stated that workforce planning should be the framework that must integrate all Human Resource practices in Nigeria starting from identifying workforce needs, analyzing where you are as an organization and developing Human Resource strategies to close such gaps.

He said that the major challenges facing recruitment managers in Nigeria today is that there is a very small pool of replacement workers to fill positions of those who will be retiring and quoting Peter Drucker he said, “…the dominant factor in the next society will be something most people are just beginning to pay attention to: the rapid growth in the older population and the rapid shrinking of the younger generation.”

According to Nick Odife, other challenges facing recruitment consultants in Nigeria are: globalization –the world is flat, lack of employability skills in the Nigerian graduates, aging workforce in the public service in Nigeria, high cost of sustaining pension benefits – reducing benefits could decrease the attractiveness of public sector employment, changing definition of career has reduced the loyalty of employees to organizations, rapid change that requires a highly fluid skill mix, brain drain-that can result in the movement of skilled labor to other countries, declining image of the public sector, insincerity in the private sector etc.

To compete successfully for talented applicants and retain high performing employees, governments must become an employer of choice. To achieve this, Odife noted, consideration should be given to: developing high talent interviewers and recruiters, providing challenging work, implementing progressive human resource policies – work/life balance, offering opportunities for promotion & career development, engaging in marketing/public relations, recognizing of employee accomplishments, developing printed/electronic materials to present positive images to recruits, using technology solutions for recruitment & selection, establishing & correcting reasons why good employees leave, creating internships or other entry level programs, reducing the cycle time for filling hotly recruited positions, building partnerships with universities and colleges and the establishment of National Council for Work Experience

 

 
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