What is Recruitment?

Recruitment is the procedure of drawing in and identifying a pool of prospects, from which some will be chosen for employment.

Table of Content

1 What is Recruitment?

2 Recruitment Meaning

3 Recruitment Definition

4 Recruitment Process4.1 Job Design

4.2 Opening Job Position

4.3 Collecting and Presenting Job Resumes

4.4 Job Interviews

4.5 Job Offer

9.1 Internal Sources9.1.1 Transfers

9.1.2 Promotions

9.1.3 Retired and Retrenched Employees

9.1.4 Employee Referrals

9.1.5 Job Postings

9.1.6 Deceased and Disabled Employees

9.4.1 Campus Recruitments

9.4.2 Management Consultants

9.4.3 Advertisements

9.4.4 Trade Associations

9.4.5 Walk in Interview

9.4.6 Job Fairs

10.1 Overtime

10.2 Temporary Employees

10.3 Sub-contracting

10.4 Employee Leasing

10.5 Outsourcing

11.1 Person Specifications11.1.1 Seven Point Plan

Human resources are the most essential possessions of a company. The success or failure of a company is mostly based on the quality of the individuals working therein. Without favorable and innovative contributions from individuals, organizations can not progress and prosper.

In order to accomplish the goals or perform the activities of a company, for that reason, we need to hire individuals with requisite abilities, qualifications and experience. While doing so, we need to keep the present as well as the future requirements of the organization in mind.

Organizations have to recruit individuals with requisite skills, qualifications and experience if they have to survive and flourish in an extremely competitive environment.

Recruitment Definition

According to Edwin B Flippo, “Recruitment is the process of looking for prospective employees and stimulating them to obtain tasks in the organization”.

DeCenzo and Robbins define it as “Recruitment is the procedure of finding possible candidates for real or awaited organizational jobs. Or from another viewpoint, it is a linking activity-bringing together those with jobs to fill and those looking for tasks.”

According to Plumbley, “Recruitment is a matching process and the capabilities and dispositions of the candidates have to be matched versus the demand and rewards fundamental in a provided job or profession pattern.”

Recruitment Process

The significant actions of the recruitment procedure are mentioned as:

Job Design
Opening Job Position
Collecting and Presenting Job Resumes
Job Interviews
Job Offer
Job Design

Job style is the most essential part of the recruitment process. The job design is a phase about the design of the task profile and a clear contract between the line supervisor and the HRM Function.

The Job Design has to do with the arrangement about the profile of the ideal task candidate and the agreement about the skills and competencies, which are necessary. The information gathered can be used throughout other actions of the recruitment process to speed it up.

Opening Job Position

The Opening of the Job Position is normally the job of the HR Recruiter. Skilled and skilled HR Recruiter should choose about the right mix of recruitment sources to discover the very best candidates for the task position. This is another crucial action in the recruitment process.

Collecting and Presenting Job Resumes

The next action is gathering of job resumes and their pre-selection. This step in the recruitment process is very essential today as many organizations lose a great deal of time in this action.

Today, the organization can not wait with the pre-selection of the task resumes. Generally, this ought to be the last step done simply by the HRM Function.

Job Interviews

The task interviews are the main step in the recruitment process, which need to be clearly designed and concurred between HRM and line management.

The job interview should discover the task candidate, who satisfies the requirements and fits best the corporate culture and the department.

Job Offer

The task deal is the last step of the recruitment procedure, which is done by the HRM Function, it finalizes all the other actions and the winner of the task interviews gets the deal from the organization to sign up with.

Recruitment Techniques

Recruitment methods are the methods or media by which management contacts potential staff members or offer needed info or exchange ideas or stimulate them to look for tasks.

Recruitment strategies are:

Internal Methods: They are for hiring internal candidates. These consist of methods like:

( a) Promotion & Transfers
( b) Job Posting
( c) Employee Referrals

Direct Methods: These include sending out travelling recruiters to instructional and expert institutions and employees’ contacts with the general public.

( a) Campus Recruitment
Nature of Recruitment

Recruitment involves the following functions:

– Recruitment is the primary step of visit.

– It is a continuous procedure.

– It is a process of recognizing sources of human force, attracting and encouraging them to make an application for tasks in companies.

– It is a development workforce or to work at the last phase.

– It is a favorable procedure.

– It fulfills requirements, both today, and the future.

Purpose of Recruitment

– Learning and developing the source here required number and kind of employees will be available.

– Developing ideal methods to draw in the desirable prospect.

– Employing the method to bring in staff members.

– Stimulating as numerous prospects as possible and inquiring to look for tasks irrespective of the number of prospects required in order to increase the (i.e., number of application per one job vacancy) due to lower yield ratio.

Difference Between Recruitment and Selection

– Recruitment suggests looking for sources of labor and stimulating people to get tasks, whereas selection implies selecting of right sort of individuals for various jobs.

– Recruitment is a favorable procedure whereas choice is an unfavorable process.

– It creates a large pool of candidates whereas choice results in a screening of inappropriate prospects.

– Recruitment is a simple procedure, it involves contracting the various sources of labor employment whereas choice is a complex and time-consuming process. The candidate needs to clear a variety of hurdles before they are picked for a task.

Sources of Recruitment

A source from where prospects are identified, drew in and picked can be classified into 2: Internal Sources and External Sources.

Modes of Recruitment are:

Transfers.
Promotions.
Retired and Retrenched Employees.
Employee Referrals.
Job Postings.
Deceased and Disabled Employees.
Campus Recruitments.
Management Consultants.
Advertisements.
Trade Associations.
Walk in Interview.
Job Fairs.
Internal Sources

This technique consists of recruiting, developing and promoting the staff members from within the company. Internal recruitments are economical, more dependable as the company knows the prospect’s skillset and understanding and it also motivates the employees and increases their dedication towards the organization. Internal sourcing can be performed in the following ways:

Transfers

A worker may be moved from one task to another internally generally of the exact same level. The roles and obligations of the staff members may alter but not always the income. This helps the employees to get motivated and try something brand-new, assists them break the monotony of the old job and encourages them to grow by gaining more understanding.

Promotions

As recognition of their effectiveness and experience the staff members are moved from a position to a higher position. There is a modification in their duties and duties accompanied with a modification in income and status. It helps the employee to grow vertically in the company. It refrains him from leaving the company for greener pastures.

Retired and Retrenched Employees

Retired and retrenched staff members might also be recruited back in case there is high demand and employment lack of supply in the industry or there is sudden increase in work load. These employees are already familiar with the procedures, procedures and culture of the organization thus they prove to be cost efficient.

Employee Referrals

In this case each worker of the company serves as an employer. The employees are encouraged to recommend the names of their good friends or family members operating in other organizations. For this they are even rewarded monetarily.

The benefit of staff member recommendation is that the potential candidate gets initially hand info about the task and organization culture from the currently working staff member. Since he knows what he is entering into he is expected to remain longer in the organization. Also considering that the reliability of those who recommend is at stake, they tend to recommend those who are highly encouraged and qualified.

Job Postings

The Company posts the current and predicted job on publication boards, electronic media and comparable typical portals. This provides a chance to the staff members to undertake career shift and help them grow within the company.

Deceased and Disabled Employees

In order to make the families of the departed and disabled workers self-sufficient their loved ones or dependents might be offered a job in case of any job.

Advantage of Internal Sourcing

– Internal recruitment is less time consuming and economical.

– It is reliable as the company understands the worker’s knowledge and skill set.

– There is no requirement of induction and training as the staff member is currently knowledgeable about the processes, procedures and culture of the company.

– It increases the inspiration level of the staff members as they anticipate getting a higher task in the organization rather of trying to find greener pastures outside.

– It enhances the morale of the employees, enhances their relations with the organization and reduces employee turnover.

– It establishes the spirit of loyalty in the workers, guarantees continuity of employment and organizational stability.

Disadvantage of Internal Sourcing

– Internal sourcing avoids new members, creativity and ingenious ideas from entering the company.

– The scope is limited as not all the jobs can be filled by the limited pool of talent readily available in the company.

– The position of the person who is moved or promoted falls uninhabited.

– It can develop discontentment among the remainder of the employees as there can be predisposition or partiality in promoting a worker in the organization.

External Sources

New prospects are hired from outside the organization by different ways and methods. It is more typically utilized than internal sources. External recruitments are useful in getting abilities that are not had by the existing staff members; it also helps to bring onboard staff members from different backgrounds that get a variety of concepts on the table.

Campus Recruitments

When business remain in search of fresh skills and are focusing on understanding, communication skill and skill than experience, they approach management colleges, technical institutes etc. The company makes a discussion about its organization in order to draw in the trainees.

Whoever discovers it matching with their profession strategies applies for the job. These candidates are then made to go through series of selection procedures like analytical and psychological tests, seminar, interviews and so on before the last selection is done.

Management Consultants

Management consultants act as agents of the company. They carry out the recruitment function on behalf of the client company by charging them fees or commissions. These consultants have the ability to tailor their services according to the specific requirements of the customers hence relieving the line supervisors from their recruitment function.

Advertisements

This media of recruitment is incredibly popular and frequently used as it connects a wide variety of individuals. It can also be targeted at a specific group or a specific geographic area by choosing a specific paper, radio channel etc e.g Business journal.

In particular advertisements business name, job description and wage plans are mentioned. There are blind ads too where no recognition of the company is given. These advertisements are published mainly when the company wants to fill an internal vacancy or planning to displace an existing worker.

Trade Associations

There are associations that create a database of job applicants and provide it to its members throughout regional or nationwide conventions. They also publish classified advertisements for employers interested in recruiting their members.

Walk in Interview

Another upcoming method of recruitment is walk-in interviews. There is no time and conference schedule for each individual. An ad concerning the time and the place of the interview is offered in the newspaper. The candidates are required to carry their CVs and straight appear for the interview. It is a very common mode of recruitment amongst BPOs and call centres.

Job Fairs

Job fairs are a reliable way of getting in touch with prospective employees and prospects. There are HR hiring supervisors of different business under one roofing system. Information and service cards can be exchanged and resumes can be sent by the candidates.

Employers can find the ideal applicants, similarly the applicants can use in lots of companies together, wherever they feel the deal is best and fits their interest.

Advantage of External Sourcing

– New and young blood gets in the organization, which have innovative concepts, new techniques that can assist to stir up the existing workers.

– It provides a wider pool for choice. Companies can get candidates with requisite qualification.

– It develops a competitive environment as it helps the existing employees to work harder in order to match the standard that the new workers bring in.

– It leads to long term advantages to the company. Talented pools of people bring along with them brand-new methods of working and new techniques to scenarios that helps the company to stay informed with the competitive world outside.

Disadvantage of External Sourcing

– It is a time consuming process as it involves bring in the best prospects, screening them, going through a series of tests and interviews etc. When appropriate prospects are not readily available this procedure has actually to be repeated again and once again.

– This process shows to be extremely expensive for the organization as the companies have to turn to ads, employing consultants and so on for drawing in the best pool of talent.

– It can decrease the morale and demotivate the existing workers as they can feel that their services have not been acknowledged.

– It is less trustworthy than internal sourcing. Since the companies hire candidates on the basis of their resumes, tests, interviews and so on they might not turn out to be as expected. It may end up employing someone who ends up being a misfit and may not have the ability to change in the new set up.

Alternatives to Recruitment

Recruitment and choice is a pricey and time-consuming process. Moreover, it gets onboard irreversible staff members which are difficult to be separated in case they do not perform according to the requirement or if there is overstaffing due to less work due to market demand fluctuations.

Hence to combat back the momentary stages of high market demand for company’s items, business might resort to alternatives to recruitment that are mentioned listed below:

Overtime.
Temporary Employees.
Sub-contracting.
Employee Leasing.
Outsourcing.
Overtime

In order to fulfill the additional need of the firm’s items which cause excess work load, some staff members are asked to work overtime under some terms. Overtime is the amount of time that someone works beyond the working hours.

In such a case worker gets extra incomes as per the contract signed between the employee and the company. The drawback is that the staff member might not work to his full potential throughout the day in order to make overtime.

Temporary Employees

A short-term employee is appointed for a duration that does not last for long. It is to fill a short-term position which is scheduled to be terminated within several years for factors as the completion of a specific task or peak work.

This helps the company in avoiding costs of recruitment, conserves time involved, and help prevent the unfavorable impact of labor turnover etc. However short-term employees might not be very loyal to the business, their lack of experience might affect the work output and they tend to take time to adjust.

Sub-contracting

To finish a specific job or fulfill a sudden short-term increase in the demand of the business’s products, the business might resort to subcontracting. It is the practice of assigning part of the responsibilities, jobs and obligations to another celebration under a contract called subcontractor.

Hiring an outside specialist agency to carry out part of the work leads to mutual benefits in such cases as the company wish to broaden on its own only when the increased need lasts for a given time period.

Employee Leasing

A worker leasing company specializes in recruitment, training, personnel management, payroll accounting and danger administration. The leasing firm likewise takes care of the work guidance, everyday tasks and other routine aspects of work.

For example a nursing services firm employs many nurses and provides them to health centers on an agreement basis. It supplies a benefit to the organization to change its workers without real layoffs.

Outsourcing

Under outsourcing an organization procedure is contracted out to a 3rd party, the reason behind outsourcing are many. It minimizes the need to hire and train customized staff as it is sourced out to someone specializing in that location possessing the resources and proficiency that causes competitive supremacy over time.

It also assists to minimize capital and business expenses and assists avoid difficult guidelines, employment high taxes, employment labour union contracts etc.

Role Profiles for Recruitment Purposes

Role profiles, specify the general purpose of the function, its reporting relationships and key outcome areas. They may also consist of the list of proficiencies required. They may be technical (abilities and understanding required to do a particular task) and behavioral proficiencies connected to the role.

The profile likewise includes the conditions (pay, advantages, hours of work, movement, taking a trip, transfers, training, advancement and career opportunities). The recruitment role offers the basis for person specification.

Person Specifications

A person requirements also understood as recruitment, job or workers requirements is the necessary element on which the selection procedure is based. It is the sum total of education, training, experience, qualification an individual has to carry out the task appointed to him.

When the task requirement have actually been defined, they ought to be categories under appropriate heads. The standard categories consist of certification, technical and behavioural proficiencies.

There are likewise a variety of conventional plans. The most popular consist of the seven-point strategy developed by Alec Rodgers in 1952 and the five-point grading system established by Munro Fraser in 1954. These provide particular headings under which characteristics of a perfect candidate can be classified.

Seven Point Plan

– Physical make up: Health, physique, appearance, bearing and speech

– Attainments: Education, qualifications, experience

– General intelligence: Fundamental intellectual capacity

– Special abilities: Mechanical, manual mastery, facility in use of words or figures

– Interest: Social, intellectual, physically active, constructional

– Disposition: Acceptability, influence over others, steadiness, dependability, selfreliance

– Circumstances: Domestic scenarios, professions of family.

Five-fold Grading System

Influence on others: Physical make-up, appearance, speech and way

Acquired understanding or certification: Education, employment training, work experience

Innate abilities: Natural quickness of comprehension and ability for discovering

Motivation: The type of objectives set by the person, his or her consistency and determination in following them up, and success in accomplishing them

Adjustment: Emotional stability, ability to stand tension and capability to get on with people.

Attracting Candidates

Attracting prospects is mainly a matter of recognizing, assessing and utilizing the most suitable sources of candidates. However, where appropriate sources of recruitment are not there, then the analysis of aspects contributing to the recruitment in an organization need to be evaluated. Various elements to be taken under factor to consider are as follows:

Internal Factors

– Company’s pay bundle
– Quality of Work Life
– Organizational culture
– Career preparing & development
– Company’s size
– Company’s products/services
– Company’s development rate
– Role of trade union
– Cost of recruitment
– Company’s name & popularity

External Factors

1. Socio-economic elements
2. Supply and need factors
3. Employment rate
4. Labour market condition
5. Political, Legal & Govt. factors
6. Information System

Recruitment needs to be rapid, however a cautious procedure. A wrong relocation can have a dreadful effect on the undertaking. A couple of measures can be taken to lower the unfavorable effect. They are:

Brand Image Creation
Stating clear Definition of Employee Requirements
Applications Receiving Sources
Screening of Applications
Selection Process
Maintain a Prospect Pool
Recruitment Policy
Internal and External Sources
Human Resources Tutorial

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Personnel Management

Personnel Planning

Employee Induction

Kinds of Training

Importance of Training

Training Process

Human Resource Accounting

Methods of Human Resource Accounting

HR Audit

How to Create Training Program
What is Motivation?

Performance Appraisal

Performance Appraisal Process

Performance Appraisal Problems

Management by Objectives

360 Degree Performance Appraisal

What is Compensation?

Employee Discipline

What is Employee Grievance?

What is Collective Bargaining?

What is HRIS?

Competency Based Training
Personnel Planning

Human Resource Planning Process

Human Resource Demand Forecasting

What is Personnel Development?

Methods of Performance Appraisal
What is Job Analysis?

What is Job Design?

Recruitment Meaning

Effective Recruiting

Selection Process

What is Employee Induction?
International Human Resource Management

Cross Cultural Theories

Dimensions of Culture

HRM Practices
International Selection Process

Expatriate Training

International Compensation
Human Resource Development

Challenges of Personnel Development

Methods of Personnel Development

Steps for Designing HRD Intervention

Employee Orientation

Employee Socialization

Realistic Job Review

360 Degree Assessment
Employee Assistance Program

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What is Mentoring?

Leadership Development

Management Development

Organisational Development

What is Planned Change

Types of OD Interventions
What is Performance Management?

Performance Management System

Performance Planning

Competency Mapping

What is Performance Appraisal?

Employee Performance Monitoring
Performance Counselling

Performance Management and Reward

Ethics in Performance Management

Role of HR Professionals in Performance Management

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Group Dynamics

Organisational Culture

Group Decision Making

Group Conflict

Diversity in the Workplace

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Who Is a Supervisor?

Marketing CIs Management an Art or Science

Classical Management Approach

Planning in Management

Decision Making in Management

Organising in Management

What is Organisation Structure?

What is Departmentation?

What is Span of Control?

What is Authority?

What is Staffing?

What is Personnel Planning?

What is Job Analysis?

What is Recruitment?

Modern and Others Schools of Management Thought

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What is Organisational Change?

Motivation in Management

Motivation Theories

Maslow’s Hierarchy of Needs

Herzberg Two Factor Theory

Mcclelland’s Needs Theory of Motivation

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