The recession changes the situation in the recruitment and staffing area dramatically. As the organization have no issue to fill every single vacancy, the proper management of vacancies has to be put in place in organizations. The HRM Function is fully responsible for the recruitment and staffing process and as the process owner it has to propose the right recruitment measures to keep the recruitment process fair and useful for the whole organization.
The recruitment and staffing process needs a redesign in the recession and the era after the recession. As the recruitment process was focused on finding people and making the organization attractive enough for the potential new comers. Currently, the organization has no issue with hiring the new employees, but the organization has to manage the demand of the managers to have new employees.
The current recruitment measures are about:
- Quality of the recruitment and the quality of the final job candidate
- Cost of the recruitment process
- Speed of the recruitment process
The future will make the recruitment measures richer by one other recruitment measure. The manager will have to deliver a detailed business case for the vacancy and the value added to the organization, when the HRM Function will decide to hire a new employee. Let us be honest, the HR Recruiters did not ask for any evidence about the need for the new employee in the past. As the economic growth allowed paying additional salary easily, the organizations were not careful in hiring new employees and they allowed huge additional costs resulting from the over employment.
The HRM Function has to develop a standardized business case for the managers, when they want to open a new job vacancy as they cannot complain and they can see a fair treatment for all the managers in the organization. The Human Resources and Finance specialists should prepare such a business case together as both functions can benefit from it.
The recruitment business case has to cover all the typical topics of the business case:
- Motivation for opening a new job vacancy
- Roles and Responsibilities of the new employee
- Expected additional income and benefits for the organization
- Risks of not hiring a new employee
- Goals of the new employee for the next 3 and 12 months
- Expected salary and additional compensation components
The recruitment business case has to be standardized as the HR Professionals can make ranking of the individual business cases, when they have to decide about opening the right new job vacancies. Each manager wants to have a bigger unit as it brings more responsibilities and a bigger influence on the whole organization.
The recruitment business case is the only efficient way to select the right requests for opening a new job vacancy. As the organizations have to redesign their organizational structures and their own business model, the recruitment business case is one of the most important recruitment tools. The top management will have the security of hiring the right job positions and the managers will have right recruitment measures for the decision about opening the job vacancy.
