--By Sanjita Ghimire

“Recruiting is hard. It's just finding the needles in the haystack. You can't know enough in a one-hour interview. So, in the end, it's ultimately based on your gut. How do I feel about this person? What are they like when they're challenged? I ask everybody that: "Why are you here?" The answers themselves are not what you're looking for. It's the meta-data." -Steve Jobs

Human Resource Management can be defined as the process of managing all the human resources for achieving organizational goals. There are mainly 

four major pillars of HR and they are acquisition (recruitment), development, motivation and maintenance. Recruitment in liberal words refers to "hire". It can also be known as the overall process of attracting, selecting and appointing suitable candidates for jobs (either permanent or temporary) within an organisation. 

Recruitment processes involve choosing individuals for not paid positions, such as voluntary roles or unpaid trainee roles. Managers, human resource generalists and enrollment specialists may be tasked with carrying out recruitment, but in some cases publicly owned employment agencies, profitable staffing agencies, or expert search consultancies are used to commence parts of the procedure. An internet-based technology to support all aspects of recruitment has become widespread. It helps in recruiting people in a global way.

The skills a recruiter has and develops can have enormous reimbursement in transferring other roles within the grounds of human resources. For example, sourcing candidates, creating professional postings and conducting an assortment of interviews. Recruiters who become experts in their field can also organize themselves for prospect organisation roles. It also helps in creating good networking. They can be both high level HR managers to the people who are working as clerks. This kind of networking helps recruiters handle people from different corporate sectors.

Recruiters are motivated to help others and take pride in allocating jobs. A recruiter’s decision impacts a candidate’s complete welfare and their aptitude to prop up themselves and/or their family unit. This can give recruiters a good judgment in perceptive that their work has contributed to people developing careers and more. It's essential for any employee to be aware that their effort matters and can make a difference. Recruiters can also have many opportunities to travel and create their own schedule. This also gives the recruiter a sense of freedom and independence as well. This is one kind of job in which the happiness of other people (candidate) when they get a job is equal to the joy you yourself receive (recruiter). 

History of Recruitment
The recruitment industry emerged during the1940s and World War II. A certain number of people were enlisted to work as recruiters in this sector-- thereby, also helping in the creation of different other recruiting agencies to advertise these vacancies amongst the remaining general public. Additionally, at the end of the World War II it gave a chance for many new workers who had practical skills that were profoundlymissing in the employment market. This increased the fame of recruitment agencies and the continuous growth of the economy marked a change whereby recruitment agencies provided for the employer. The modern day recruitment industry then is as varied as it ever was; from specialist boutique headhunters to large mutli-disciplinary recruitment.

History of Recruitment in Nepal
In 1991 recruitment into the Royal Nepal Army theoretically was open to all citizens regardless of caste, religion, or ethnic background. In practice, recruits tended to be taken from the ethnic and caste groups that have traditionally supplied the bulk of the Nepal and Gurkha squads (the military especiously favoured to recruit from ethnic groups taken from the mountain areas and the Kathmandu Valley). Not only were these groups the traditional source of military recruitment, but they generally were supposed to be undamaged by any actual or imaginary devotion to India. As with similar grievances against Kathmandu's privilege based recruitment strategies for government positions, inhabitants of the Terai region staged protests against discrimination in military enrolment. 

In today’s globalized world we can see that there are many recruiting companies here in Nepal. Out of them almost 20 companies are actively working as top recruiting companies. We can also see that around 60 (Senior and Junior) people are working as recruiters.

Problems Faced by Recruiters
Most people think recruiting is an easy task. But it’s too tricky to convince people to change their jobs. Here are some of the problems which are faced by the recruiter:

• Not being equipped for powerful recruiting antagonism
• The amplified size of open positions will surplus the recruiting system
• Unpracticed contracting executives and underdeveloped recruiters have lessened proficiencies
• Absence of swiftness will hamper results
• Long-ignored employer marques will begin to deleteriously influence recruiting
• Current recruiting manner may not have the competency of recruiting visionaries
• Recruiting strategy may be out dated and out of fashion
• Archaic recruiting metrics bad trustworthiness with officials
• Deficiency of operative recruiters is on the vanishing point
• The privation of recruiting resources

Recruitment agencies in Nepal provide talented workforces job placements throughout Nepal. Nepali recruiters have a reputation for being hardworking, practical and devoted thus developing a workforce that enhances human power labour teams at all levels. Finding the right experienced people to fill your job vacancies can prove to be a tedious task at the best of times, so the recruiter’s aim is to make the recruitment process as tireless and stress free for their client companies as they can.

The author works as a recruiter at Froxjob.com. For comments and suggestions, she is available at sanjita@froxjob.com