What is Recruitment?

Recruitment is the process of attracting and recognizing a swimming pool of candidates, from which some will be selected 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

Personnels are the most crucial assets of a company. The success or failure of a company is mainly based on the caliber of the people working therein. Without positive and creative contributions from individuals, organizations can not advance and flourish.

In order to accomplish the objectives or perform the activities of a company, therefore, we need to recruit individuals with requisite skills, credentials and experience. While doing so, we have to keep the present along with the future requirements of the organization in mind.

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

Recruitment Definition

According to Edwin B Flippo, “Recruitment is the process of searching for prospective staff members and stimulating them to look for tasks in the company”.

DeCenzo and Robbins specify it as “Recruitment is the process of discovering prospective prospects for real or expected organizational vacancies. Or from another viewpoint, it is a connecting activity-bringing together those with jobs to fill and those seeking jobs.”

According to Plumbley, “Recruitment is a matching process and the capabilities and inclinations of the prospects need to be matched against the need and benefits fundamental in an offered job or career pattern.”

Recruitment Process

The major steps of the recruitment process are specified as:

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

Job style is the most fundamental part of the recruitment procedure. The job design is a phase about the design of the job profile and a clear contract between the line manager and the HRM Function.

The Job Design has to do with the contract about the profile of the perfect job candidate and the agreement about the abilities and proficiencies, which are essential. The information gathered can be utilized throughout other actions of the recruitment procedure to speed it up.

Opening Job Position

The Opening of the Job Position is generally the task of the HR Recruiter. Skilled and knowledgeable HR Recruiter need to decide about the ideal mix of recruitment sources to find the best candidates for the job position. This is another key action in the recruitment procedure.

Collecting and Presenting Job Resumes

The next step is collecting of job resumes and their pre-selection. This step in the recruitment procedure is really essential today as numerous organizations lose a lot of time in this action.

Today, the organization can not wait with the pre-selection of the job resumes. Generally, this must be the last action done purely by the HRM Function.

Job Interviews

The task interviews are the main step in the recruitment procedure, which need to be plainly designed and agreed between HRM and line management.

The job interview need to discover the task candidate, who satisfies the requirements and fits finest the corporate culture and the department.

Job Offer

The task deal is the last action of the recruitment procedure, which is done by the HRM Function, it finalizes all the other actions and the winner of the job interviews gets the offer from the company to join.

Recruitment Techniques

Recruitment strategies are the ways or media by which management contacts prospective employees or provide essential details or exchange ideas or stimulate them to look for tasks.

Recruitment methods are:

Internal Methods: They are for hiring internal prospects. These include methods like:

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

Direct Methods: These consist of sending out taking a trip employers to instructional and professional institutions and workers’ contacts with the general public.

( a) Campus Recruitment
Nature of Recruitment

Recruitment involves the following features:

– Recruitment is the primary step of visit.

– It is a continuous procedure.

– It is a procedure of identifying sources of human force, attracting and encouraging them to use for tasks in companies.

– It is an advancement manpower or to work at the last stage.

– It is a favorable process.

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

Purpose of Recruitment

– Discovering and establishing the source here required number and type of staff members will be offered.

– Developing suitable methods to draw in the preferable prospect.

– Employing the technique to draw in staff members.

– Stimulating as many prospects as possible and asking them to obtain jobs irrespective of the number of prospects needed in order to increase the choice ratio (i.e., variety of application per one job vacancy) due to lower yield ratio.

Difference Between Recruitment and Selection

– Recruitment indicates searching for sources of labor and stimulating individuals to use for tasks, whereas selection means selecting of best sort of people for different tasks.

– Recruitment is a favorable process whereas selection is a negative procedure.

– It develops a large swimming pool of applicants whereas choice causes a screening of inappropriate prospects.

– Recruitment is an easy process, it involves contracting the numerous sources of labor whereas selection is a complex and time-consuming process. The candidate has to clear a number of difficulties before they are picked for a job.

Sources of Recruitment

A source from where prospects are identified, attracted and chose 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 method consists of recruiting, establishing and promoting the staff members from within the organization. Internal recruitments are cost-effective, more dependable as the organization understands the candidate’s skillset and knowledge and it also inspires the employees and increases their dedication towards the organization. Internal sourcing can be performed in the following methods:

Transfers

A worker might be moved from one job to another internally normally of the exact same level. The roles and obligations of the staff members may change but not necessarily the wage. This assists the staff members to get encouraged and attempt something new, assists them break the dullness of the old job and motivates them to grow by gaining more knowledge.

Promotions

As recognition of their efficiency and experience the workers are moved from a position to a higher position. There is a change in their tasks and responsibilities accompanied with a modification in salary and status. It helps the staff member to grow vertically in the organization. It refrains him from leaving the company for greener pastures.

Retired and Retrenched Employees

Retired and retrenched employees might likewise be hired back in case there is high demand and shortage of supply in the industry or there is unexpected increase in workload. These staff members are currently knowledgeable about the processes, treatments and culture of the organization hence they prove to be cost reliable.

In this case each worker of the company acts as an employer. The workers are encouraged to suggest the names of their good friends or loved ones working in other companies. For this they are even rewarded monetarily.

The benefit of staff member recommendation is that the potential prospect gets initially hand information about the job and organization culture from the currently working employee. Since he knows what he is entering into he is expected to remain longer in the company. Also given that the credibility of those who recommend is at stake, they tend to suggest those who are extremely motivated and competent.

Job Postings

The Company posts the present and expected vacancy on bulletin board system, electronic media and similar common portals. This provides an opportunity to the staff members to carry out career shift and assist them grow within the company.

Deceased and Disabled Employees

In order to make the households of the departed and disabled staff members self-sufficient their relatives or dependents might be used 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 ability.

– There is no need of induction and training as the worker is already familiar with the processes, treatments and culture of the organization.

– It increases the inspiration level of the employees as they anticipate getting a greater task in the company rather of searching for greener pastures outside.

– It boosts the spirits of the employees, enhances their relations with the company and decreases staff member turnover.

– It develops the spirit of loyalty in the workers, guarantees continuity of work and organizational stability.

Disadvantage of Internal Sourcing

– Internal sourcing prevents new blood, creativity and innovative ideas from going into the company.

– The scope is limited as not all the vacancies can be filled by the limited swimming pool of skill offered in the company.

– The position of the individual who is moved or promoted falls vacant.

– It can create discontentment amongst the rest of the staff members as there can be predisposition or partiality in promoting an employee in the organization.

External Sources

New prospects are hired from outside the company by various means and techniques. It is more commonly used than internal sources. External recruitments are handy in obtaining skills that are not possessed by the present workers; it likewise assists to bring onboard workers from different backgrounds that get a variety of concepts on the table.

Campus Recruitments

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

Whoever finds it matching with their profession strategies obtains the job. These applicants are then made to go through series of selection processes like analytical and psychological tests, group discussions, interviews and so on before the last choice is done.

Management Consultants

Management consultants function as agents of the employer. They carry out the recruitment function on behalf of the customer business by charging them costs or commissions. These consultants have the ability to customize their services according to the specific requirements of the clients therefore relieving the line supervisors from their recruitment function.

Advertisements

This media of recruitment is preferred and frequently utilized as it connects a broad variety of individuals. It can likewise be targeted at a specific group or a particular geographic location by selecting a particular newspaper, radio channel etc e.g Business journal.

In specific advertisements company name, task description and income plans are discussed. There are blind advertisements as well where no identification of the company is offered. These advertisements are released primarily when the organization wishes to fill an internal job or preparing to displace an existing worker.

Trade Associations

There are associations that develop a database of task candidates and provide it to its members during local or nationwide conventions. They likewise release classified advertisements for companies interested in recruiting their members.

Walk in Interview

Another upcoming approach of recruitment is walk-in interviews. There is no time at all and meeting schedule for each individual. An advertisement relating to the time and the location of the interview is given up the paper. The prospects are required to carry their CVs and directly appear for the interview. It is an extremely common mode of recruitment among BPOs and call centres.

Job Fairs

Job fairs are an effective way of getting in touch with possible workers and prospects. There are HR hiring supervisors of numerous companies under one roofing system. Information and company cards can be exchanged and resumes can be submitted by the candidates.

Employers can find the ideal candidates, similarly the candidates can apply in numerous organizations together, any place they feel the offer is best and matches their interest.

Advantage of External Sourcing

– New and young blood enters the company, which have ingenious ideas, new approaches that can assist to stimulate the existing staff members.

– It offers a larger pool for choice. Companies can pick up prospects with requisite certification.

– It creates a competitive environment as it assists the existing employees to work harder in order to match the requirement 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 techniques of working and brand-new methods to circumstances that assists the organization to stay informed with the competitive world outside.

Disadvantage of External Sourcing

– It is a time consuming procedure as it involves bring in the right prospects, screening them, going through a series of tests and interviews and so on. When ideal prospects are not readily available this procedure needs to be repeated once again and again.

– This procedure shows to be really expensive for the organization as the companies have to turn to advertisements, working with and so on for bring in the best pool of skill.

– It can reduce the morale and demotivate the existing staff members as they can feel that their services have actually not been acknowledged.

– It is less dependable than internal sourcing. Since the companies work with prospects on the basis of their resumes, tests, interviews and so on they might not turn out to be as anticipated. It might wind up employing somebody who winds up being a misfit and might not be able to adjust in the new established.

Alternatives to Recruitment

Recruitment and choice is a pricey and time-consuming process. Moreover, it gets onboard long-term employees which are difficult to be separated in case they do not carry out as per the requirement or if there is overstaffing due to less work due to market need changes.

Hence to combat back the momentary stages of high market need for company’s products, business may turn to alternatives to recruitment that are specified below:

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

In order to fulfill the extra need of the firm’s items which result in excess work load, some workers are asked to work overtime under some terms. Overtime is the quantity of time that someone works beyond the working hours.

In such a case worker gets extra earnings according to the contract signed between the worker and the company. The downside is that the employee may not work to his complete capacity throughout the day in order to make overtime.

Temporary Employees

A short-lived employee is appointed for a duration that does not last for long. It is to fill a short term position which is set up to be terminated within one or more years for factors as the completion of a particular project or peak workload.

This helps the company in preventing costs of recruitment, saves time involved, and assist avoid the negative effect of labor turnover etc. However short-lived employees might not be really devoted to the business, their lack of experience might affect the work output and they tend to take some time to change.

Sub-contracting

To finish a particular job or fulfill a sudden short-lived boost in the demand of the company’s products, the business may resort to subcontracting. It is the practice of appointing part of the responsibilities, tasks and duties to another celebration under an agreement called subcontractor.

Hiring an outdoors professional firm to carry out part of the work causes shared advantages in such cases as the company would like to expand on its own only when the increased need lasts for a specified time period.

Employee Leasing

A staff member leasing company specializes in recruitment, training, personnel management, payroll accounting and threat administration. The leasing firm likewise takes care of the work guidance, daily responsibilities and other regular elements of work.

For example a nursing services firm works with lots of nurses and offers them to health centers on an agreement basis. It offers a benefit to the organization to alter its workers without real layoffs.

Outsourcing

Under contracting out a service process is contracted out to a 3rd party, the reason behind outsourcing are numerous. It lowers the need to employ and train specialized personnel as it is sourced out to somebody focusing on that area possessing the resources and competence that causes competitive supremacy in time.

It also assists to decrease capital and operating costs and helps avoid troublesome policies, high taxes, labour union contracts and so on.

Role Profiles for Recruitment Purposes

Role profiles, specify the total purpose of the role, its reporting relationships and crucial outcome areas. They may likewise consist of the list of proficiencies needed. They might be technical (skills and knowledge required to do a specific job) and behavioral competencies connected to the function.

The profile also consists of the conditions (pay, benefits, hours of work, movement, travelling, transfers, training, development and career chances). The recruitment function supplies the basis for individual spec.

Person Specifications

A person specification likewise known as recruitment, task or personnel specification is the essential aspect on which the choice procedure is based. It is the sum total of education, training, experience, qualification an individual needs to carry out the task designated to him.

When the job requirement have been defined, they must be classifications under appropriate heads. The fundamental categories consist of qualification, technical and behavioural competencies.

There are likewise a number of standard schemes. The most popular include the seven-point strategy established by Alec Rodgers in 1952 and the five-point grading system established by Munro Fraser in 1954. These offer specific headings under which characteristics of an ideal prospect can be categorized.

Seven Point Plan

– Physical comprise: Health, physique, look, bearing and speech

– Attainments: Education, credentials, experience

– General intelligence: Fundamental intellectual capacity

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

– Interest: Social, intellectual, physically active, constructional

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

– Circumstances: Domestic situations, occupations of household.

Five-fold Grading System

Influence on others: Physical makeup, look, speech and way

Acquired understanding or qualification: Education, occupation training, work experience

Innate abilities: Natural speed of understanding and referall.us aptitude for learning

Motivation: The type of goals set by the individual, his or her consistency and decision in following them up, and success in achieving them

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

Attracting Candidates

Attracting prospects is mostly a matter of recognizing, examining and using the most proper sources of candidates. However, where suitable sources of recruitment are not there, then the analysis of aspects contributing to the recruitment in an organization requirement to be examined. Various factors to be taken under consideration are as follows:

Internal Factors

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

External Factors

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

Recruitment should be rapid, but a mindful procedure. A wrong move can have a disastrous effect on the endeavor. A couple of steps can be required to reduce the negative impact. They are:

Brand Image Creation
Stating clear Definition of Employee Requirements
Applications Receiving Sources
Screening of Applications
Selection Process
Maintain a Candidate 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

Personnel 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
Human Resource Planning

Human Resource Planning Process

Personnel 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
Personnel Development

Challenges of Personnel Development

Methods of Human Resource Development

Steps for Designing HRD Intervention

Employee Orientation

Employee Socialization

Realistic Job Review

360 Degree Assessment
Employee Assistance Program

What is Coaching?

What is Mentoring?

Leadership Development

Management Development

Organisational Development

What is Planned Change

Kinds 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

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What is Departmentation?

What is Span of Control?

What is Authority?

What is Staffing?

What is Human Resource Planning?

What is Job Analysis?

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Modern and Others Schools of Management Thought

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Motivation in Management

Motivation Theories

Maslow’s Hierarchy of Needs

Herzberg Two Factor Theory

Mcclelland’s Needs Theory of Motivation

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