Objectives of Recruitment in HRM: A Comprehensive Guide

objectives of recruitment in hrm

Have you seen that in a football game, even if only one person scores the goal, the credit goes to the entire team? All ten players were pivotal in making the team into a winning team. Like in football, team spirit and a cohesive working environment are essential for corporate success.

 

While this is one of the top objectives of recruitment in HRM (human resource management), finding culturally fit talents is also vital. It ensures not only you’re hiring talented people but also they understand your values and goals. This ensures no conflicts later, a better workplace, and greater customer satisfaction. 

 

Similarly, we will discuss numerous other recruitment objectives in a company in this article. 

What are the Objectives of Recruitment in HRM?

Recruitment for any company is a vital process that ensures you attract and hire top talents for better business outcomes. Resources say new positions in a company take nearly 42 days to fill, mainly because there are numerous conditions to fulfil. 

 

Some of the recruitment goals and objectives examples are identifying the right talents, diversifying the workforce, complying with legal and ethical standards, etc. In recent years, recruitment has shifted to candidate-centric, meaning candidates are given more priority in job selection and hiring. 

 

You must set SMART goals for hiring employees such that qualified candidates fill your available positions. It can also help you develop a recruitment strategy that saves hiring time and resources and reduces workload. 

 

Research says 97% of companies plan to invest more in recruitment technologies in 2023, and 47% invest in AI technologies. This helps you make unbiased choices based on skills and knowledge, not candidates’ personal information. 

SMART Recruitment Goals and Objectives Examples 

Let us assume you want to increase the number of applications via the company website by 15% in the next quarter using better job descriptions, outreach via LinkedIn and word of mouth via other social media platforms. 

 

S – The statement describes how you will increase application numbers to the company website by 15%.

M– The increase in application numbers is measurable by comparing the number before and after reaching the goal.

A– This goal is achievable.

R– Your primary goal is to improve the company’s profit by attracting more business and utilising company websites more than job boards. 

T– The time mentioned here is during the next quarter. At the end of that quarter, you can analyse the numbers and verify if the goal has been met. 

7 Objectives of Recruitment in HRM 

Businesses need to set SMART goals for workforce planning. This is mainly because a bad hire can charge you up to 30% of the employee’s salary in the first year

 

Additionally, they can disappoint your customers, negatively impact your reputation, and disturb your sales cycle. We have listed ten objectives of recruitment in HRM for reference. 

Refine the Quality of the Hire

When searching for the ideal talent for your vacancy, the first thing you look at is their resume. You first match them with your job description by looking into their professional skills, education and work experience. 

 

But that doesn’t ensure you choose high-quality people in your organisation. Therefore, you can ask a few more questions about their soft skills during the interview. It helps you better understand how they operate as an employee and their expectations from the job. 

 

For example, ask your candidates their strengths, weaknesses, reasons for applying for the position, professional goals, team working ability, etc.

Diversify the Workforce

Most candidates applying for jobs look at how diversified the company is and its DEI initiatives. This assures them that you support people from all backgrounds and skills. 

 

Diversity in the workplace is essential for its sustainable growth and success. With this in mind, you can create objectives of strategic workforce planning that encourage people from all groups to apply for your vacancy. A diversified workforce enhances problem-solving abilities, fosters innovation and creativity, and improves work culture. 

Reducing New Hires’ Failure Rates

One of the major objectives of recruitment in HRM is to reduce the new hires’ failure rates. For instance, you have a capable sales representative with years of experience in your company. 

 

Are their abilities the same as those of a new hire? It can never be similar because new hires are unfamiliar with your company’s culture, goals, and work process. Therefore, you must spend time and resources training them over time, disrupting your normal productivity. 

 

So, you must plan the hiring process before recruiting new people and use the right tools. This allows you to find the perfect candidate for the job role and reduce the failure rate of a new hire.

Enhance Company Performance

Recruiting top talents in business is directly connected with your overall organisational performance. Why? They are the base of an organisation that puts in hard work and effort to allow you to fulfil promises. 

 

For example, if you took a bulk order from a client, would an incompetent team fulfil your promise to meet deadlines and manage quality? The answer will be “No”. 

 

But if your team comprises skilled and experienced people, they can help you manage quality and quantity within deadlines. This further positively impacts your customers, leading to retaining them in business longer. 

Building a Talent Pipeline

The objectives of recruitment in HRM are not always restricted to hiring for immediate roles. They aim to create a talent pipeline for future vacancies. 

 

When you have a talent pipeline ready beforehand, you can recruit them for critical roles anytime. This succession planning approach can save you time and resources in finding employees for weeks to months. Additionally, you stay assured that the people you hire are best suited for the role. 

Improve Employer Branding

Among the top few recruitment goals and objectives examples, improving employer branding comes on top. The higher your brand value, the greater your chance to attract the creme-le-creme of talents. It improves as you start using the right recruitment tools that remove discrimination and choose candidates based on their skills. 

 

Employer branding creates a positive and welcoming image on social media like LinkedIn, Reddit, etc. When you promote a positive workplace, your current and ex-employees leave glowing recommendations on review sites, further solidifying your image as an employee-centric workplace. 

Prevents Disruption of Business Activities

One of the main objectives of recruitment in HRM is to ensure the smooth functioning of all the departments in your company. A sales representative may not be the right man for IT needs and vice versa. 

 

You must provide sufficient people for various job positions to avoid overburdening your employees. If your production house is responsible for marketing, sales, and customer service altogether, will they be able to focus on production? 

 

Thus, workforce planning strategic objectives help improve company productivity by assigning the right man for the right task. This also reduces employee burnout rate and improves their workability. 

How 6 Pence Helps 

We understand how difficult it is to hire the right people in business while meeting the objectives of recruitment in HRM. If you struggle to find the right people for the job, you can always unburden yourself with 6 Pence. 

 

For almost two decades, 6 Pence has been helping business partners across Oman, Iraq, Bahrain, and Dubai with top-notch temporary and permanent staff outsourcing solutions. 

 

Our experienced team undertakes an end-to-end, customised recruitment process and even assists you with a 24/7 HR e-service portal. This allows the organisation and its employees to find an HR document anytime and anywhere.

 

For more details, contact us today!

 

Also Read: Why Employee Training and Development is Must for Organisations?

Frequently Asked Questions

What are the primary objectives of recruitment in HRM? 

The primary objectives of recruitment in HRM are to hire the most qualified candidates in the company, diversify the workforce, build an extensive talent pipeline, and reduce business disruptions. 

How does recruitment impact an organisation’s long-term goals? 

One of the main objectives of recruitment in HRM is to leave an everlasting impact on your organisation’s long-term goals. It helps you build a diverse and competitive workforce by attracting candidates from various backgrounds and fostering a culture of inclusivity, creativity and adaptability for long-term success. 

What role does cost-effectiveness play in recruitment objectives?

One of the major objectives of recruitment in HRM is to ensure cost-effectiveness while hiring candidates. For example, a good job description can attract many applicants at a lower cost.

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