What is Recruitment?

Recruitment is the process of bring in and determining a swimming 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 important possessions of a company. The success or failure of a company is mostly based on the quality of individuals working therein. Without positive and innovative contributions from individuals, organizations can not progress and prosper.

In order to attain the objectives or carry out the activities of an organization, for that reason, we need to hire individuals with requisite skills, certifications and experience. While doing so, we need to keep the present as well as the future requirements of the organization in mind.

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

Recruitment Definition

According to Edwin B Flippo, “Recruitment is the process of browsing for prospective staff members and promoting them to make an application for tasks in the organization”.

DeCenzo and employment Robbins define it as “Recruitment is the procedure of discovering prospective prospects for actual or expected organizational jobs. Or from another point of view, it is a linking activity-bringing together those with tasks to fill and those looking for jobs.”

According to Plumbley, “Recruitment is a matching process and the capacities and dispositions of the prospects need to be matched against the need and benefits inherent in a provided job or profession pattern.”

Recruitment Process

The significant actions of the recruitment procedure are stated as:

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

Job style is the most vital part of the recruitment process. The task style is a phase about the style of the job profile and a clear agreement in between the line manager and the HRM Function.

The Job Design is about the agreement about the profile of the ideal job prospect and the contract about the skills and competencies, which are vital. The details collected can be used during other actions of the recruitment process to speed it up.

Opening Job Position

The Opening of the Job Position is generally the job of the HR Recruiter. Skilled and experienced HR Recruiter must choose about the ideal mix of recruitment sources to discover the best prospects for the job position. This is another essential action in the recruitment procedure.

Collecting and Presenting Job Resumes

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

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

Job Interviews

The job interviews are the main step in the recruitment process, which ought to be plainly designed and agreed in between HRM and line management.

The task interview must find the job prospect, who fulfills the requirements and fits finest the business culture and the department.

Job Offer

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

Recruitment Techniques

Recruitment strategies are the ways or media by which management contacts prospective staff members or supply essential info or exchange ideas or stimulate them to apply for jobs.

Recruitment strategies are:

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

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

Direct Methods: These consist of sending out taking a trip recruiters to educational and expert organizations and employment staff members’ with the public.

( a) Campus Recruitment
Nature of Recruitment

Recruitment includes the following features:

– Recruitment is the initial step of visit.

– It is a continuous process.

– It is a process of identifying sources of human force, drawing in and inspiring them to request tasks in organizations.

– It is an advancement workforce or to work at the last phase.

– It is a positive process.

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

Purpose of Recruitment

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

– Developing suitable methods to attract the preferable prospect.

– Employing the technique to attract employees.

– Stimulating as many candidates as possible and asking them to make an application for jobs regardless of the number of prospects required in order to increase the choice ratio (i.e., number of application per one job vacancy) due to lower yield ratio.

Difference Between Recruitment and Selection

– Recruitment means looking for sources of labor and employment stimulating people to look for tasks, whereas choice indicates selecting of right type of people for various tasks.

– Recruitment is a positive procedure whereas selection is an unfavorable process.

– It develops a large pool of applicants whereas selection causes a screening of unsuitable prospects.

– Recruitment is an easy process, it involves contracting the various sources of labor whereas choice is a complex and lengthy process. The candidate has to clear a number of hurdles before they are selected for a task.

Sources of Recruitment

A source from where prospects are recognized, brought in 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 workers from within the company. Internal recruitments are cost-efficient, more dependable as the company knows the candidate’s skillset and knowledge and it also motivates the workers and increases their commitment towards the organization. Internal sourcing can be performed in the following methods:

Transfers

A worker may be shifted from one task to another internally typically of the very same level. The functions and obligations of the staff members might alter but not always the salary. This helps the workers to get motivated and attempt something brand-new, helps them break the uniformity of the old task and encourages them to grow by gaining more knowledge.

Promotions

As acknowledgment of their efficiency and experience the employees are moved from a position to a greater position. There is a change in their duties and duties 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 business for greener pastures.

Retired and Retrenched Employees

Retired and retrenched staff members might likewise be recruited back in case there is high need and shortage of supply in the market or there is abrupt increase in work load. These workers are already knowledgeable about the procedures, procedures and culture of the company hence they show to be cost reliable.

In this case each worker of the business serves as a recruiter. The staff members are encouraged to recommend the names of their pals or relatives operating in other companies. For this they are even rewarded monetarily.

The advantage of staff member recommendation is that the possible candidate gets first hand information about the task and company culture from the already working staff member. Since he knows what he is getting into he is expected to stay longer in the company. Also since the reliability of those who suggest is at stake, they tend to suggest those who are highly motivated and proficient.

Job Postings

The Company posts the current and predicted job on bulletin board system, electronic media and similar common portals. This provides an opportunity to the staff members to carry out profession shift and help them grow within the company.

Deceased and Disabled Employees

In order to make the households of the deceased and disabled workers self-dependent their family members or dependents might be used a task in case of any vacancy.

Advantage of Internal Sourcing

– Internal recruitment is less time consuming and economical.

– It is dependable as the company understands the employee’s understanding and skill set.

– There is no need of induction and training as the employee is already familiar with the procedures, procedures and culture of the organization.

– It increases the inspiration level of the employees as they eagerly anticipate getting a greater job in the company instead of trying to find greener pastures outside.

– It increases the morale of the employees, improves their relations with the organization and lowers employee turnover.

– It develops the spirit of commitment in the staff members, ensures connection of work and organizational stability.

Disadvantage of Internal Sourcing

– Internal sourcing prevents new members, originality and innovative concepts from entering the organization.

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

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

– It can create discontentment amongst the rest of the staff members as there can be bias or partiality in promoting a worker in the organization.

External Sources

New prospects are recruited from outside the organization by different ways and methods. It is more typically used than internal sources. External recruitments are handy in acquiring skills that are not had by the current employees; it also helps to bring onboard employees from different backgrounds that get a variety of ideas on the table.

Campus Recruitments

When business are in search of fresh skills and are concentrating on understanding, communication ability and talent than experience, they approach management colleges, technical institutes etc. The company makes a discussion about its company in order to attract the trainees.

Whoever discovers it matching with their career plans obtains the task. These candidates are then made to go through series of choice procedures like analytical and psychological tests, seminar, interviews and so on before the last choice is done.

Management Consultants

Management experts act as representatives of the employer. They carry out the recruitment function on behalf of the client business by charging them charges or commissions. These consultants have the ability to customize their services according to the particular needs of the clients hence eliminating the line supervisors from their recruitment function.

Advertisements

This media of recruitment is preferred and commonly utilized as it reaches out a large range of individuals. It can likewise be targeted at a particular group or a particular geographic area by choosing a specific newspaper, radio channel and so on e.g Business journal.

In certain ads company name, task description and income packages are pointed out. There are blind advertisements also where no recognition of the company is given. These advertisements are published mainly when the organization wishes to fill an internal job or planning to displace an existing employee.

Trade Associations

There are associations that produce a database of task candidates and provide it to its members during local or national conventions. They also release classified advertisements for companies thinking about hiring their members.

Walk in Interview

Another upcoming method of recruitment is walk-in interviews. There is no time and meeting schedule for each individual. An advertisement concerning the time and the location of the interview is given up the paper. The prospects are needed to carry their CVs and directly stand for the interview. It is a really common mode of recruitment among BPOs and call centres.

Job Fairs

Job fairs are an efficient way of contacting potential workers and prospects. There are HR hiring managers of different companies under one roof. Information and company cards can be exchanged and resumes can be sent by the candidates.

Employers can spot the right candidates, likewise the applicants can use in lots of organizations together, any place they feel the offer is best and fits their interest.

Advantage of External Sourcing

– New and employment young blood gets in the company, which have innovative ideas, new methods that can help to stimulate the existing employees.

– It uses a larger pool for selection. Companies can select up prospects with requisite qualification.

– It produces a competitive environment as it assists the existing employees to work harder in order to match the requirement that the new workers generate.

– It causes long term advantages to the company. Talented pools of people bring along with them new approaches of working and brand-new methods to situations that assists the organization to stay informed with the competitive world outside.

Disadvantage of External Sourcing

– It is a time consuming procedure as it includes attracting the ideal candidates, screening them, going through a series of tests and interviews etc. When suitable prospects are not readily available this process has to be duplicated once again and once again.

– This process proves to be really expensive for the company as the business have to resort to ads, working with specialists and so on for bring in the ideal pool of skill.

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

– It is less dependable than internal sourcing. Since the organizations employ prospects on the basis of their resumes, tests, interviews and so on they might not end up being as anticipated. It might end up working with someone who ends up being a misfit and may not have the ability to adjust in the brand-new set up.

Alternatives to Recruitment

Recruitment and choice is a pricey and lengthy procedure. Moreover, it gets onboard permanent staff members which are hard to be separated in case they do not perform as per the requirement or if there is overstaffing due to less work due to market demand fluctuations.

Hence to combat back the short-lived phases of high market demand for firm’s items, business may turn to alternatives to recruitment that are specified listed below:

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

In order to fulfill the additional need of the company’s items which result in excess work load, some employees are asked to work overtime under some conditions. Overtime is the amount of time that someone works beyond the working hours.

In such a case employee gets additional earnings based on the contract signed in between the employee and the company. The disadvantage is that the worker may not work to his complete capacity during the day in order to make overtime.

Temporary Employees

A short-lived worker is designated for a period 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 conclusion of a particular task or peak work.

This assists the business in preventing costs of recruitment, conserves time involved, and assist avoid the negative impact of labor turnover etc. However temporary employees may not be extremely faithful to the company, their lack of experience may impact the work output and they tend to require time to change.

Sub-contracting

To finish a specific project or satisfy a sudden short-term increase in the need of the business’s products, the business may resort to subcontracting. It is the practice of appointing part of the obligations, tasks and duties to another celebration under a contract called subcontractor.

Hiring an outside expert agency to carry out part of the work leads to mutual benefits in such cases as the business wish to broaden on its own only when the increased demand lasts for a specific duration of time.

Employee Leasing

An employee leasing firm specializes in recruitment, training, personnel management, payroll accounting and threat administration. The leasing firm likewise looks after the work guidance, daily duties and other routine aspects of work.

For example a nursing services firm hires many nurses and offers them to medical facilities on an agreement basis. It offers a benefit to the organization to alter its employees without actual layoffs.

Outsourcing

Under outsourcing a company process is contracted out to a 3rd party, the factor behind outsourcing are numerous. It decreases the requirement to hire and train specific staff as it is sourced out to somebody focusing on that location possessing the resources and know-how that causes competitive superiority over time.

It likewise assists to decrease capital and operating costs and assists prevent difficult guidelines, high taxes, labour union contracts etc.

Role Profiles for employment Recruitment Purposes

Role profiles, define the total purpose of the function, its reporting relationships and key outcome areas. They might also include the list of competencies needed. They may be technical (abilities and understanding required to do a specific task) and behavioral proficiencies connected to the role.

The profile also includes the terms and conditions (pay, benefits, hours of work, mobility, travelling, transfers, training, development and career opportunities). The recruitment function offers the basis for person specification.

Person Specifications

An individual specification likewise called recruitment, task or personnel specification is the necessary component on which the selection treatment is based. It is the amount total of education, training, experience, credentials a person needs to perform the task designated to him.

When the job requirement have actually been specified, they need to be classifications under ideal heads. The fundamental categories consist of certification, technical and behavioural proficiencies.

There are also a number of traditional 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 give certain headings under which qualities of an ideal candidate can be categorized.

Seven Point Plan

– Physical comprise: Health, body, look, employment bearing and employment speech

– Attainments: Education, qualifications, experience

– General intelligence: Fundamental intellectual capacity

– Special aptitudes: 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 situations, professions of household.

Five-fold Grading System

Effect on others: Physical cosmetics, look, speech and way

Acquired knowledge or credentials: Education, employment training, work experience

Innate abilities: Natural quickness of comprehension and aptitude for discovering

Motivation: The sort of objectives 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 up stress and ability to get on with individuals.

Attracting Candidates

Attracting candidates is primarily a matter of recognizing, assessing and using the most suitable sources of candidates. However, where suitable sources of recruitment are not there, then the analysis of elements contributing to the recruitment in an organization requirement to be examined. 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 planning & development
– Company’s size
– Company’s products/services
– Company’s development rate
– Role of trade union
– Cost of recruitment
– Company’s name & fame

External Factors

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

Recruitment needs to be quick, but a cautious procedure. An incorrect move can have a disastrous influence on the endeavor. A few steps can be taken to decrease the negative effect. 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 Personnel 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

Personnel 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 Personnel Management

Cross Cultural Theories

Dimensions of Culture

HRM Practices
International Selection Process

Expatriate Training

International Compensation
Human Resource Development

Challenges of Human Resource Development

Methods of Personnel 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

What is Group?

Group Dynamics

Organisational Culture

Group Decision Making

Group Conflict

Diversity in the Workplace

Management Topics

What is Management?

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 Human Resource Planning?

What is Job Analysis?

What is Recruitment?

Modern and Others Schools of Management Thought

What is Selection?

What is Coordination?

What is Controlling?

What is Leadership?

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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