Definition of Recruitment - Purpose and Importance of Recruitment

Definition of Recruitment

"Recruitment is the Process of finding and attracting capable applicants for employment. The Process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of application from which new employees are selected."

MEANING OF RECRUITMENT

Recruitment is understood as the process of searching for and obtaining applicants for jobs, from among them the right people can be selected. Though theoretically recruitment process is said to end with the receipt of applications, in practice the activity extends to the screening of applications so as to eliminate those who are not qualified for the job.

PURPOSE AND IMPORTANCE OF RECRUITMENT

* Determine the present and future requirements in conjunction with personnel planning and job analysis activities

* Increase the pool of job candidates at minimum cost

* Help increase success rate of selection process by reducing number of under-qualified or over-qualified applications.

* Reduce the probability that job applicants once selected would leave shortly

* Meet legal and social obligations

* Identify and prepare potential job applicants

* Evaluate effectiveness of various recruitment techniques and sources for job applicants.

The Recruitment Process

Equity Plan

All persons possessing minimum job qualifications regardless of race, color, age, national origin, religion, gender, marital status, or disability or any other protected class, must be provided an equal opportunity to compete for employment. In order to implement this concept in the area of employment practices and procedures, the Vice President for Human Resources and Equity will review all proposed employment decisions with the intent of ensuring equity. Pursuant to the requirements of federal and state laws respectively, the Broward Community College's (the "College") Annual Affirmative Action Plan and the College's Annual Equity Plan include specific measurable goals and timetables for remedying any potential underrepresentation of women and minorities in administrative, faculty and professional technical staff positions. In addition, the College follows Florida Statutes, Chapters 295.07 and 295.085(2), which set forth requirements for public employers to accord preferences in appointment, retention, and promotion to certain veterans and spouses of veterans who are Florida residents.

Role of the Human Resources Department

Job listings shall be posted on the College's website for administrative, faculty and professional technical staff positions and in the appropriate journals and newspapers. The Human Resources Department will conduct outreach activities to assist departments in building diverse applicant pools. The Human Resources Department will provide guidelines for the search processes to the screening committee. These guidelines will include information on confidentiality of the search process, appropriate methods of reference checking and screening, and information on applicable federal and state laws. An applicant for a full time administrative or professional technical position shall meet the minimum requirements which will be set by and approved by the Vice President of Human Resources and Equity. The Human Resources Department will certify that all candidates for full-time positions meet the minimum qualifications outlined in the position specifications. Employment applications, resumes, and letters of interest received by supervisors should be forwarded immediately to the Human Resources Department for processing and certification. For each open position, the Human Resources Department will maintain an applicant control log listing qualified applicants. Applicants for faculty positions will be sent an indication of the faculty salary ranges with the application form. All applications will be retained for not less than 2 years.

Posting

New positions in the College shall reflect the written goals of the department. The immediate supervisor of the position shall initiate the Personnel Requisition form (PE-6) and forward it through administrative channels to the appropriate member of the President's Cabinet, who shall send it to the President for final approval before it, is forwarded to the Human Resources Department.

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All full-time regular positions must be advertised by appropriate recruitment methods. All faculty and administrative positions must be open for a minimum of 14 consecutive calendar days following publication of the advertisement, and professional technical staff positions for a minimum of 7 consecutive calendar days. The Vice President for Human Resources and Equity may authorize a position to be advertised internally. Current employees are required to follow the internal application process. Administrator vacancies will be posted externally if an internal recruitment generates less than three applicants.

Faculty Postings

For faculty positions the supervisor shall discuss the wording of the job announcement and advertisement plan with the members of his/her department, with other faculty bodies, as appropriate, and with the Human Resources Department. Advertisements for vacant positions should include the last date to apply for the position, the projected starting date, and the minimum qualifications for the position. These qualifications should include, but not be limited to: (1) educational requirements, (2) required work experience and skills, (3) required teaching skills for faculty positions, and (4) special requirements, such as the ability to teach two or more subjects and familiarity with certain types of technical equipment.

Internal Advertisement for Faculty Positions

All full-time faculty positions will be advertised internally for a period of 1 week (five working days) in order to give current tenured faculty members the opportunity to apply for transfer. The faculty member desiring the transfer will notify the Human Resources Department on an Internal Application form (PER-19), which will be forwarded to the faculty Screening Committee for consideration. If the faculty Screening Committee, Associate Dean, Academic Dean or Instructional Dean and Provost determine that the faculty