ISO 30405:2016
Human resource management — Guidelines on recruitment
ISO 30405:2016 provides guidance on how to attract, source, assess, and recruit people. It focuses on key processes and practices, including:
· recruitment policy development;
· the flow from the sourcing of potential applicants to the boarding of new recruits;
· evaluation and measurement.
ISO 30405:2016 can be used by any organization regardless of type or size.
Introduction
0.1 General
Recruitment is a major part of human resource management, including the necessary activities an organization undertakes to attract, source, assess and employ people. The activities that comprise recruitment also overlap, to some degree, with those that comprise staffing, but the prime focus of this document is on recruitment.
The impact of recruitment on organizational performance was noted in a survey conducted of 4 288 executives from 102 countries by the World Federation of People Management Association (WFPMA), which showed that organizations ranked in the top 20 % in terms of ability to deliver on recruiting experienced up to 3,5 times the revenue growth and as much as twice the average profit margin of other organizations.
This course aims to help organizations focus and deliver on recruitment performance objectives by providing guidance on effective processes and procedures necessary for the recruitment of people.
0.2 Relationship with human resource management in the context of the organization
The recruitment process begins when a requisition is approved. Recruitment is designed to attract, source, assess and employ people to carry out an organization’s activities. Figure 1 illustrates the overall recruitment process.
Figure 1 — Recruitment process within organizations
Figure 1 highlights the fundamental role of the employer brand, recruitment work, and the four critical elements (attract, source, assess and employ people) that influence the quality and quantity of people available to the organization. This in turn affects human resource management outcomes, ultimately affecting the organization’s performance.
(source iso.org)
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