Recruitment | Placements | Selection | Head Hunting | Hiring | Outsourcing | Employment | Jobs | Jobz

Recruitment | Placements | Selection | Head Hunting | Hiring | Outsourcing | Employment | Jobs | Jobz 

Recruitment is the process of identifying that the organisation needs to employ someone up to the point at which application forms for the post have arrived at the organisation. Selection then consists of the processes involved in choosing from applicants a suitable candidate to fill a post. Training consists of a range of processes involved in making sure that job holders have the right skills, knowledge and attitudes required to help the organisation to achieve its objectives. Recruiting individuals to fill particular posts within a business can be done either internally by recruitment within the firm, or externally by recruiting people from outside.
The advantages of internal recruitment are that:

1. Considerable savings can be made. Individuals with inside knowledge of how a business operates will need shorter periods of training and time for 'fitting in'.
2. The organisation is unlikely to be greatly 'disrupted' by someone who is used to working with others in the organisation.
3. Internal promotion acts as an incentive to all staff to work harder within the organisation.
4. From the firm's point of view, the strengths and weaknesses of an insider will have been assessed. There is always a risk attached to employing an outsider who may only be a success 'on paper'.
The disadvantages of recruiting from within are that:
1. You will have to replace the person who has been promoted
2. An insider may be less likely to make the essential criticisms required to get the company working more effectively
3. Promotion of one person in a company may upset someone else.

External recruitment

External recruitment makes it possible to draw upon a wider range of talent, and provides the opportunity to bring new experience and ideas in to the business. Disadvantages are that it is more costly and the company may end up with someone who proves to be less effective in practice than they did on paper and in the interview situation.
There are a number of stages, which can be used to define and set out the nature of particular jobs for recruitment purposes:
Job analysis is the process of examining jobs in order to identify the key requirements of each job. A number of important questions need to be explored:
the title of the job
to whom the employee is responsible
for whom the employee is responsible
a simple description of the role and duties of the employee within the organisation.

Job analysis is used in order to:
1. Choose employees either from the ranks of your existing staff or from the recruitment of new staff.
2. Set out the training requirements of a particular job.
3. Provide information which will help in decision making about the type of equipment and materials to be employed with the job.
4. Identify and profile the experiences of employees in their work tasks (information which can be used as evidence for staff development and promotion).
5. Identify areas of risk and danger at work.
6. Help in setting rates of pay for job tasks.
Job analysis can be carried out by direct observation of employees at work, by finding out information from interviewing job holders, or by referring to documents such as training manuals. Information can be gleaned directly from the person carrying out a task and/or from their supervisory staff. Some large organisations specifically employ 'job analysts'. In most companies, however, job analysis is expected to be part of the general skills of a training or personnel officer.

Job description

A job description will set out how a particular employee will fit into the organisation. It will therefore need to set out:
the title of the job
to whom the employee is responsible
for whom the employee is responsible
a simple description of the role and duties of the employee within the organisation.
A job description could be used as a job indicator for applicants for a job. Alternatively, it could be used as a guideline for an employee and/or his or her line manager as to his or her role and responsibility within the organisation.

Job specification.

A job specification goes beyond a mere description - in addition, it highlights the mental and physical attributes required of the job holder. For example, a job specification for a trainee manager's post in a retail store included the following:
'Managers at all levels would be expected to show responsibility. The company is looking for people who are tough and talented. They should have a flair for business, know how to sell, and to work in a team.'
Job analysis, description, and specification can provide useful information to a business in addition to serving as recruitment instruments. For example, staff appraisal is a means of monitoring staff performance and is a feature of promotion in modern companies. In some companies, for example, employees and their immediate line managers discuss personal goals and targets for the coming time period (e.g. the next six months). The appraisal will then involve a review of performance during the previous six months, and setting new targets. Job details can serve as a useful basis for establishing dialogue and targets. Job descriptions can be used as reference points for arbitrating in disputes as to 'who does what' in a business.Selection involves procedures to identify the most appropriate candidates to fill posts. An effective selection procedure will therefore take into consideration the following:
keeping the costs of selection down
making sure that the skills and qualities being sought have been identified,
developing a process for identifying them in candidates
making sure that the candidates selected, will want the job, and will stay with the company.
Keeping the costs of selection down will involve such factors as holding the interviews in a location, which is accessible to the interviewing panel, and to those being interviewed. The interviewing panel must have available to them all the necessary documentations, such as application forms available to study before the interviews take place. A short list must be made up of suitable candidates, so that the interviews do not have to take place a second time, with new job advertisements being placed.
The skills required should have been identified through the process of job analysis, description and specification. It is important then to identify ways of testing whether candidates meet these requirements. Testing this out may involve:
interviewing candidates
asking them to get involved in simulated work scenarios
asking them to provide samples of previous work
getting them to fill in personality and intelligence tests
giving them real work simulations to test their abilities.

Induction and training

New workers in a firm are usually given an induction programme in which they meet other workers and are shown the skills they must learn. Generally, the first few days at work will simply involve observation, with an experienced worker showing the 'new hand' the ropes. Many large firms will have a detailed training scheme, which is done on an 'in-house' basis. This is particularly true of larger public companies such as banks and insurance companies. In conjunction with this, staff may be encouraged to attend college courses to learn new skills and get new qualifications. Training thus takes place in the following ways:
1. On the job - learning skills through experience at work
2. Off the job - learning through attending courses.
Promotion within a firm depends on acquiring qualifications to do a more advanced job. In accountancy for example, trainee accountants will be expected to pass exams set by the Association of Chartered Certified Accountants (ACCA). At the same time, a candidate for promotion must show a flair for the job. It is the responsibility of the training department within a business to make sure that staff with the right skills are coming up through the firm or being recruited from outside.
The Association of Chartered Certified Accountants has 300,000 members and students throughout the world. It is a professional body setting standards for the accountancy profession. To be properly qualified, accountants must have passed examinations that make them eligible for membership of one or more professional accounting bodies, such as ACCA. Typically accountants will improve their knowledge and experience by taking courses run and organised by ACCA during their professional training enabling them to develop and enhance their careers.
Induction is the process of introducing new employees to an organisation and to their work responsibilities in that organisation.

Job portals in Pakistan

Job Portals in Pakistan



Top job sites in Pakistan, Best job sites in Pakistan


Unemployment is an alarming tone for the survival of the country. Solution to this problem is a must to wriggle the new generation out of the sense of deprivation.
The problem of unemployment has all along been existing in Pakistan society since its birth. It has occupied a central place in the country. Therefore, its new generation suffers from this problem a lot. It has made youths weak mentally and psychologically. It has brought about a great mental disorder and unrest among the country youths. This has made their lives worsen and national talent useless. The unemployed young men go too frequently far the limits to earn their livelihood. They fall a prey to criminality. For certain wealth, they can kidnap and commit murder of an innocent one. Moreover, there is a sever type of competition in the open market. Those who are well competent and active enough stand a great chance of selection. However, clever and broad minded youth are very few and far between. The market is already full and there is hardly any need for more workers. Besides, educational system is not up to the standard than expected ever. The youth of the hour is not well prepared in the educational institutions as well as the country market demands. This is the reason that the problem of unemployment is still unaddressed and new generation is under its debris. Therefore, educational institutions must be strengthened and made better than ever before. This being so, copy culture must be abolished from the institutions. Later on the youths will be better prepared to serve the country whole hog.

To begin with, due to rapid population growth, all the professions are already saturated so that there is no any need of further employees. On the other hand, education of the country is not up to the required standards. It is backward and deficit so that the youths are not trained full well to come to the market demands. A graduate young is hardly accepted in any field. He is artless to the great extent and having no ability to work or serve in any profession at the present in the country. The on going educational system is divided in such a way that it creates classes between the people in accordance with the college and university they attend, on the other hand majority of the colleges and universities are infested with political parties. All of that creates confusion, rifts and tumbles between the students. The members of political parties are often found in undesirable, criminal activities in educational institutions. The real purpose of education remains unaddressed. Therefore, after getting degrees, they lag behind; only degrees are in their hand but not any ability. They depend on the degree focused education. This is the reason they remain unemployed.

Given the facts above, copy culture specially practiced in Sindh and Balochistan has reduced education to an empty show and of no account. 

Further more, fiscal deficit in budget has detracted the ratio of employment and has made educational system weak or emaciated. The educational system is in shambles and hardly any budget is provided to reform system. The budget of this year has promised no better for Pakistani people. It has rather made them worried, only ten percent is given to amend education while fifty percent to defense. What a foolish practice it is! The root of the country problem is lack of education leading to lack of opportunities for employment which in turn gives rise to criminal and terrorist activities among the youth of the nation. 


Besides it, the percentage of employment varies according to industrial development of the country. Pakistan, however, is a backward country in industrial sphere. Government has not given any priority to promote industrialization in the country, lack of industrialization deprives the youths from employment.


Last but not the least, favoritism in politics and lack of plan and management has also given birth to a puzzling condition in this regard. The favoritism in politics has created environment of self- aggrandizement so that every one is shackled with his own interests to a great extent. Every body chooses or supports and seconds the party members of its own for certain posts. That is why a poor even talented candidate faces joblessness. Moreover, lack of planned management for the future has been paving the way for the economic scrambles in the country so that the problem of employment is still unresolved satisfactorily. In this way, the first and foremost negative effect of unemployment is that it creates frustration among the youths. Lack of employment put a wide spread effect on them and various social evils and diseases take place among them. In the sequel, they pose a great threat to law and order of the nation so far. Even certain commit suicide in various cases it has been witnessed, while others fall in the lapse of criminality and hooliganism. Sinful and undesirable activities are, therefore, on the rise in the society. This not only mars the rhythm of national progress but also puts the coming future of nation on insecurity. In short, a country can not make head way whose new generation is unemployed, impoverished, backward and benighted. Therefore, the vistas of progress have got blurred and confused. 


Similarly, in the countries where talent is used in an apt way, they have established their supremacy in the comity of nations. The case of Japan is to learn from, which is known as Scientific and Economic Giant. However, unfortunately that new talent in Pakistan is made useless. Lack of opportunities has made the lives of the youths insipid and rather humdrum. Thus, national talent is of no use on which hope of the family and the future of the Pakistan rest on. In this wise, education is key to change and progress, both change and progress go hand in hand, no change no progress. Therefore, educational system should be stabilized and changed to prepare the youths according to the true values of life and especially the market demands. The liberal education in Pakistan should be provided to majority but not to the minority at door steps. We should seek the light from the model of SIR SYED AHMED KHAN. System should be reoriented to suit the needs of the developing country by making the standard courses. All the youth belonging to elites or non elites ought to be prepared in government colleges and universities that will lead the system to reform. 


Besides, copy culture ought to be put an end to by promoting merit culture in the country as possible. When copy culture is uprooted the true education would be supplied from topmost corner to the bottommost corner of the country. This being so, political parities should be excommunicated from the colleges and universities by creating peaceful environment for the students. Moreover, industrialization should be developed in the country that would lead to employment opportunities for the youth by contributing stability to the country. Pakistan is a poor country in regard of industrialization, therefore, there should be given top priority and upper hand to the boost of the industrialization. 

Finally, Quid e Azam Mohammad Ali jinnah, the father of the nation, called the youth and the students as the arsenal of muslim India. Hence, available youth's activities and energies should be directed in a useful channel for the nation's prosperity. Unemployment is an alarming tone for the survival of the country, solution to this problem is a must to wriggle the new generation out of the sense of deprivation. 

According to the latest Economic survey of Pakistan, the country has labor force of 54.92 million people while unemployment rate is 5.6%. It means 3.05 million people are in search of job in Pakistan to earn bread and butter.


Job sites are playing important role in fulfillment of dreams of young educated population of Pakistan. I have gathered information of top job sites or best job sites of Pakistan to assist youngsters. These top job sites or best job sites of Pakistan are on the basis of Alexa ranking.
Pakistan Job sites
www.esquare.com.pk www.rozee.pk 
www.mustakbil.com 
www.bayrozgar.com 
www.apnijobs.com 
www.brightspyre.com 



Please visit job sites placed above and let other people know which site is the best job site in Pakistan. Thank you