Most activities revolve around hiring labour needed for executing construction works or selection of project team members. Recruitment can be defined a process of selecting most qualified labour to apply for the job and also to motivate them to fulfil the aim and mission of the organization.
Recruitment can be defined as a process of discovering the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient workforce(Mahapatro, 2010).
39 It involves the creation of pool of available human resources from which the organisation could draw upon when the need arises for selection process. Sources of recruitment could be from either external or internal sources, while the former entails filling from within, the later refers to filling with outside sources of recruitment.
For any real estate project to succeed, the recruitment of the human resources relevant to the project has to end with the occupation of the position by a person that possesses required skill and expertise.
In recruitment for human resources that will be part of real estate project implementation, experts should clearly consider the overall aim of the recruitment and the selection process. Quality of the employees at the minimal cost should be of paramount importance. According to (Armstrong, 2006), there are three stages of recruitment and selection. They Includes:
1. To define requirements:prepare job descriptions and specifications; decide terms and conditions of employment.
2. Attracting of candidates: review and evaluate alternative sources of applicants, inside and outside the company, advertising, using agencies and consultants.
3. Select candidates: sift applications, interview, test, assessment of candidates, assessment centres, offer employment, obtainreferences; prepare contracts of employment.
For real estate projects it‟s very important that while defining requirements, emphasis should be made on job description, the work to be undertaken should be cleared defined and specifications made. Many times people are just hired to do jobs without first clearly defining the work to be done. It is also expected that terms of such job and conditions be cleared noted before the employees takes up any work no matter how short the duration of the job is. Emphasis should also be made on the technical competence of the
40 individual involved, what is his behaviour like, what is his qualification? Was he really trained and what experienced in the job in question? Is he physical and mentally fit? Can he or she meet the job expectations?
The right way of sourcing for the persons is still another issue, in real estate projects development, in this part of the country the practice has always been to get to popular
“ogbommanu” to pick technicians and artisans, most times they claim the to be experts in the jobs they don‟t know how to go about, it‟s in this area you find a carpenter claiming to be mason and the likes. A conscious effort is needed to check if these people met on this area are truly qualified for the work. Conscious effort aimed at identifying the skilled labour in a particular field is needed. One should check their experience in handling basic equipment‟s, check previous records of works done somewhere, what is his relationship with people like? Is he hostile? Can he willingly take corrections?
The approach to selection process is to choose individual who possess the necessary skills, abilities and personality etc and or better still establish certain standards such as physical requirement, mental ability test, experience etc.
The selection criteria may be based on:Education, experience, physical qualities and gender.Basic steps step in recruitment vary from organisation to another however emphasis should be job description, analysis and specifications. Considered of importance is that recruitment should essentially considered based on:
i. Based on lifelong learning skill.
ii. Based on good communication skill (oral, written and listening).
iii. Based on good leadership skill/ good time management skill.
iv. Based on good problem solving/ decision making skill.
v. Based on good innovation /creativity skill.
In recruitment and selection practices emphasis are also made on the following:
41 i. Sources of recruitment/recruitment process.
ii. Selection criteria/process.
iii. Recruitment and selection practices problems.
In selection of team members, considered of critical important is the mode of selection which can be based on the following:
i. Based on competence.
ii. Based on qualification.
iii. Based on position and rank.
iv. Based on favouritism.
v. Based on competence & qualification.
In summary, for selection to be effective, the processes must be technically sound and legal.
2. Supervision/inspections: The practices here includes proper supervision of human