What is Recruitment?

Recruitment is the procedure of drawing in and identifying a pool of candidates, 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

Personnels are the most important possessions of a company. The success or failure of an organization is mostly dependent on the caliber of the people working therein. Without favorable and innovative contributions from people, organizations can not advance and prosper.

In order to attain the objectives or perform the activities of a company, for that reason, we require to recruit individuals with requisite skills, credentials and experience. While doing so, we have to keep the present in addition to the future requirements of the organization in mind.

Organizations have to hire individuals with requisite abilities, credentials and experience if they need to make it through and flourish in a highly competitive environment.

Recruitment Definition

According to Edwin B Flippo, “Recruitment is the procedure of browsing for potential employees and stimulating them to look for tasks in the company”.

DeCenzo and Robbins define it as “Recruitment is the procedure of finding possible prospects for real or expected organizational vacancies. Or from another point of view, it is a connecting activity-bringing together those with jobs to fill and those seeking tasks.”

According to Plumbley, “Recruitment is a matching procedure and the capabilities and inclinations of the prospects need to be matched against the demand and rewards inherent in an offered task or profession pattern.”

Recruitment Process

The significant steps of the recruitment process are stated as:

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

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

The Job Design has to do with the agreement about the profile of the ideal job prospect and the arrangement about the skills and competencies, which are necessary. The info 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 typically the task of the HR Recruiter. Skilled and skilled HR Recruiter must decide about the right mix of recruitment sources to discover 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 process is really important today as numerous companies lose a great deal of time in this action.

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

Job Interviews

The job interviews are the main action in the recruitment process, which must be plainly created and concurred between HRM and line management.

The job interview should find the task candidate, 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 procedure, which is done by the HRM Function, it completes all the other steps and the winner of the task interviews gets the deal from the organization to sign up with.

Recruitment Techniques

Recruitment techniques are the ways or media by which management contacts potential employees or supply necessary details or exchange ideas or promote them to obtain tasks.

Recruitment methods are:

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

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

Direct Methods: These include sending out taking a trip employers to academic and expert organizations and workers’ contacts with the public.

( a) Campus Recruitment
Nature of Recruitment

Recruitment includes the following functions:

– Recruitment is the initial step of appointment.

– It is a continuous procedure.

– It is a process of determining sources of human force, bring in and motivating them to get tasks in companies.

– It is an advancement workforce or to operate at the last stage.

– It is a positive procedure.

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

Purpose of Recruitment

– Finding out and establishing the source here needed number and kind of staff members will be offered.

– Developing ideal methods to draw in the desirable prospect.

– Employing the strategy to draw in staff members.

– Stimulating as numerous prospects as possible and inquiring to make an application for jobs irrespective of the number of candidates needed in order to increase the choice ratio (i.e., variety of application per one task vacancy) due to lower yield ratio.

Difference Between Recruitment and Selection

– Recruitment implies looking for sources of labor and promoting individuals to make an application for jobs, whereas choice suggests selecting of ideal type of people for different tasks.

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

– It develops a big pool of candidates whereas selection causes a screening of unsuitable candidates.

– Recruitment is a basic procedure, it involves contracting the different sources of labor whereas selection is a complex and lengthy procedure. The prospect needs to clear a variety of hurdles before they are picked for a job.

Sources of Recruitment

A source from where prospects are recognized, drew in and chose can be categorized 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 approach includes recruiting, establishing and promoting the workers from within the company. Internal recruitments are affordable, more trusted as the company is mindful of the prospect’s skillset and understanding and it also motivates the staff members and increases their commitment towards the company. Internal sourcing can be carried out in the following methods:

Transfers

A worker may be moved from one job to another internally generally of the very same level. The roles and responsibilities of the workers may change but not necessarily the wage. 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 getting more understanding.

Promotions

As recognition of their effectiveness 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 employee to grow vertically in the company. It refrains him from leaving the company for greener pastures.

Retired and Retrenched Employees

Retired and retrenched employees may likewise be recruited back in case there is high demand and scarcity of supply in the industry or there is unexpected increase in workload. These workers are currently knowledgeable about the processes, treatments and culture of the organization hence they show to be cost efficient.

Employee Referrals

In this case each employee of the business functions as an employer. The workers are encouraged to recommend the names of their good friends or loved ones operating in other companies. For this they are even rewarded monetarily.

The advantage of employee referral is that the potential prospect gets first hand information about the task and organization culture from the already working staff member. Since he understands what he is entering into he is anticipated to stay longer in the company. Also considering that the trustworthiness of those who suggest is at stake, they tend to advise those who are highly encouraged and competent.

Job Postings

The Company posts the current and predicted vacancy on bulletin board system, electronic media and comparable typical websites. This gives an opportunity to the staff members to undertake profession shift and help them grow within the company.

Deceased and Disabled Employees

In order to make the families of the deceased and handicapped employees self-sufficient their loved ones or dependents might be offered a job in case of any vacancy.

Advantage of Internal Sourcing

– Internal recruitment is less time consuming and economical.

– It is trustworthy as the organization understands the employee’s understanding and capability.

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

– It increases the inspiration level of the workers as they eagerly anticipate getting a greater job in the company instead of searching for employment greener pastures outside.

– It increases the morale of the workers, enhances their relations with the company and lowers staff member turnover.

– It establishes the spirit of loyalty in the staff members, makes sure continuity of employment and organizational stability.

Disadvantage of Internal Sourcing

– Internal sourcing prevents new blood, creativity and ingenious ideas from getting in the organization.

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

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

– It can produce dissatisfaction amongst the rest of the workers 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 means and methods. It is more commonly utilized than internal sources. External recruitments are handy in obtaining skills that are not had by the present workers; it likewise helps to bring onboard employees from different backgrounds that get a variety of concepts on the table.

Campus Recruitments

When business are in search of fresh talents and are focusing on knowledge, communication ability and talent than experience, they approach management colleges, employment technical institutes etc. The company makes a discussion about its company in order to draw in the students.

Whoever finds it matching with their career strategies makes an application for 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 final choice is done.

Management Consultants

Management consultants serve as representatives of the employer. They perform the recruitment function on behalf of the customer business by charging them charges or commissions. These specialists are able to customize their services according to the specific needs of the customers therefore eliminating the line supervisors from their recruitment function.

Advertisements

This media of recruitment is popular and frequently utilized as it reaches out a large range of individuals. It can also be targeted at a particular group or a particular geographic location by selecting a particular newspaper, radio channel etc e.g Business journal.

In particular ads business name, job description and wage bundles are discussed. There are blind advertisements also where no identification of the firm is given. These advertisements are published mainly when the company wishes to fill an internal vacancy or planning to displace an existing worker.

Trade Associations

There are associations that produce a database of task applicants and offer it to its members during local or nationwide conventions. They also publish classified ads for employment companies interested in hiring their members.

Walk in Interview

Another upcoming technique of recruitment is walk-in interviews. There is no time at all and conference schedule for each person. An advertisement relating to the time and the place of the interview is given up the paper. The prospects are required to bring their CVs and straight stand for the interview. It is an extremely typical mode of recruitment among BPOs and call centres.

Job Fairs

Job fairs are an effective way of connecting with prospective workers and candidates. There are HR hiring managers of different companies under one roof. Information and business cards can be exchanged and resumes can be sent by the prospects.

Employers can spot the best candidates, similarly the applicants can use in many organizations together, anywhere they feel the offer is finest and suits their interest.

Advantage of External Sourcing

– New and young blood goes into the company, which have innovative ideas, brand-new techniques that can assist to stir up the existing employees.

– It offers a larger swimming pool for choice. Companies can choose up prospects with requisite qualification.

– It produces a competitive environment as it helps the existing staff members to work harder in order to match the standard that the new staff members generate.

– It results in long term advantages to the company. Talented swimming pools of people bring in addition to them new techniques of working and brand-new approaches to circumstances that assists the company to remain abreast with the competitive world outside.

Disadvantage of External Sourcing

– It is a time consuming procedure as it involves attracting the ideal candidates, evaluating them, going through a series of tests and interviews and so on. When appropriate prospects are not readily available this procedure has to be repeated again and again.

– This procedure proves to be very costly for the organization as the business have to resort to advertisements, hiring experts etc for bring in the right pool of skill.

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

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

Alternatives to Recruitment

Recruitment and choice is a costly and time-consuming process. Moreover, it gets onboard permanent 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 need fluctuations.

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

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

In order to satisfy the extra demand of the items which result in excess workload, some staff members are asked to work overtime under some conditions. Overtime is the amount of time that somebody works beyond the working hours.

In such a case staff member gets additional salaries as per the contract signed between the staff member and the employer. The disadvantage is that the worker may not work to his full capacity during the day in order to earn overtime.

Temporary Employees

A short-term employee is appointed for a period that does not last for long. It is to fill a brief term position which is arranged to be ended within several years for factors as the completion of a particular job or peak workload.

This helps the company in avoiding costs of recruitment, conserves time involved, and assist prevent the negative impact of labor turnover etc. However short-term employees might not be really faithful to the company, their inexperience may impact the work output and they tend to take time to change.

Sub-contracting

To complete a particular project or satisfy a sudden momentary increase in the demand of the business’s items, the business might resort to subcontracting. It is the practice of designating part of the obligations, tasks and obligations to another party under an agreement known as subcontractor.

Hiring an outdoors specialist firm to undertake part of the work results in shared advantages in such cases as the business want to expand on its own just when the increased need lasts for a specified time period.

Employee Leasing

A staff member leasing firm focuses on recruitment, training, personnel management, payroll accounting and risk administration. The leasing firm also looks after the work supervision, daily responsibilities and other routine aspects of work.

For example a nursing services firm works with many nurses and provides them to healthcare facilities on an agreement basis. It offers an advantage to the company to change its employees without actual layoffs.

Outsourcing

Under contracting out a business procedure is contracted out to a 3rd party, the reason behind outsourcing are numerous. It minimizes the need to employ and train customized staff as it is sourced out to someone concentrating on that area having the resources and know-how that causes competitive supremacy with time.

It likewise assists to reduce capital and operating costs and helps avoid difficult guidelines, high taxes, labour union agreements etc.

Role Profiles for Recruitment Purposes

Role profiles, define the overall purpose of the role, its reporting relationships and key result areas. They might likewise include the list of competencies required. They might be technical (abilities and understanding needed to do a specific job) and behavioral competencies connected to the role.

The profile likewise includes the terms (pay, benefits, hours of work, movement, travelling, transfers, training, development and profession opportunities). The recruitment role offers the basis for person requirements.

Person Specifications

An individual spec likewise called recruitment, task or personnel requirements is the necessary aspect on which the selection treatment is based. It is the amount overall of education, training, experience, credentials an individual needs to carry out the task appointed to him.

When the task requirement have been defined, they must be classifications under ideal heads. The standard classifications consist of credentials, technical and behavioural competencies.

There are likewise a number of standard schemes. The most popular consist of 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 prospect can be classified.

Seven Point Plan

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

– Attainments: Education, qualifications, experience

– General intelligence: Fundamental intellectual capacity

– Special aptitudes: Mechanical, manual mastery, facility in usage of words or figures

– Interest: Social, intellectual, physically active, constructional

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

– Circumstances: Domestic circumstances, occupations of household.

Five-fold Grading System

Effect on others: Physical cosmetics, appearance, speech and manner

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

Innate abilities: Natural quickness of understanding and aptitude for learning

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

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

Attracting Candidates

Attracting candidates is mostly a matter of recognizing, assessing and utilizing the most proper 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 analyzed. Various elements to be taken under consideration are as follows:

Internal Factors

– Company’s pay plan
– 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 & fame

External Factors

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

Recruitment needs to be speedy, however a careful process. A wrong move can have a devastating impact on the undertaking. A few measures can be required to reduce the negative 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

( Click Topic to Read)

Personnel Management

Human Resource 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

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 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

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

Go On, Share & Help your Friend

Did we miss out on something in BCOM/BBA Study Material or You desire something More? Begin! Tell us what you consider our post on What is Recruitment in the remarks area and Share this post with your good friends.