Role of recruitment consultant:

·         To perform the staffing function on behalf of the management of the client organization re: filling vacancies with the type and calibre of staff required

Tasks of  a Recruitment consultant normally includes the following:

• Analysing, or being  informed of, the requirements-the demands of the post, the organization’s preferences for qualifications, personality and so on;

• Assist to draw up, or offering advice on , job descriptions, person specifications and other recruitment and selection aids;

• Designing job advertisements;

• Screening applications, so that those most obviously unsuitable are weeded out immediately;

• Assist with short-listing for interview;

• Advising on the constitution and procedures of the interview;

• Offering a list of suitable candidates with notes and recommendations.

The tasks will depend on whether the consultant is employed to perform the necessary tasks or merely to advise and recommend.

Potential advantages of labour turnover in an organization might include the following:

• Opportunities for an organization to inject “ NEW BLOOD ” . New people brings new ideas and outlook, new skills and experience in different situation. ABSENCE of labour turnover might create an increasingly AGED workforce;

• Creation of opportunities for PROMOTION AND SUCCESSION. Absence of labour turnover means junior staff and management facing a long career without development,waiting for someone higher up the ladder to retire, with no incentives or encouragement to ambition;

• Ability to COPE WITH LABOUR SURPLUSES in some grades of job without having to make redundancies. Natural wastage can save industrial relations problems in this way.