In many organizations, the recruitment process is done by the organization’s human resources management, while some organizations outsource the selection and arrangement of the organization’s human resources and, like many other management processes, such as structuring, strategy development, training, etc. to management consulting teams. Like the Ranco group.

It goes without saying that hiring qualified people in line with the goals of the organization is very important, and in return, a wrong hiring can cause disasters for the organization. Interviewing, evaluating and recruiting is a specialized workforce that, in addition to knowledge of management, also requires sufficient experience.

In fact, the process of recruiting and hiring is a subset of human management. Human resource management is the process of working with individuals so that they and their organization are fully empowered, even when change requires the acquisition of new skills, new responsibilities, and new forms of relationships. In fact, human resource management is the use of human resources for the purposes of the organization and includes activities such as recruitment, training, payroll and organizational relationships. In other words, human resource management maximizes the performance of employees in serving the strategic goals of the employer. Human resource management seeks to find how people are managed in organizations, focusing on policies and systems. Human resource management units and departments are particularly responsible for a number of activities, including recruitment, training and development, performance appraisal and rewards (for example, payroll and benefits system management).

Aside from trying to hire a new efficient workforce, HR is trying to retain its current valuable workforce. (Of course, if the existence of these forces is in line with the implementation of strategies and defined in the strategic plan). Along the way in the current work environment, all global companies are focused on retaining the talent and awareness of the workforce. All companies strive to reduce employee turnover and raise their awareness. Hiring a new workforce not only incurs high costs, but also increases the risk of people being unable to replace the person who previously held the position. The HR department strives to reduce the risk of losing awareness by offering attractive benefits to employees.

In human resource management, there are several important ways to support the strategy of organizations, which are:
Job Analysis and Job Design: Determines how many staff with specific skills and knowledge are needed for the organization.
• Human resource planning: Attracting capable staff
• Selection: Selecting the right staff
• Training and construction: training employees to perform their duties and prepare them for the future
• Performance Management: Measuring employee performance
• Rewards employees
• Employee relationships: creating the right work environment
If an organization manages all of these practices well, it will have the best returns. In organizations with effective human resource management, employees and customers tend to be more satisfied, and on the other hand, the organization is more inclined to innovate and be more productive, and as a result, gain more reputation in society.
But human resource professionals can create value by focusing on three solutions. The first solution is to focus on talent management, which goes back to the individual level. A committed, capable and productive workforce is nurtured in this way. The second solution is to focus on the organization, which is achieved by promoting organizational culture and organizational development. The combination of the two leads to the third solution, which is leadership. But these strategies must be implemented through a focus on human resource management, and four categories are important in this regard:
1) Organizing the human resources unit
2) Focus on human resource actions such as personnel management, payroll and training and development.
3) Human resource specialists and people working in this field.
David Ulrich describes the tasks of human resources as follows: Leveling human resources and business strategy, such as engineering organizational processes, listening and responding to employees, transfer management and change.
Extensively, human resource management is responsible for overseeing leadership and organizational culture.