What is Recruitment?

Recruitment is the procedure of attracting and identifying a swimming pool of prospects, from which some will be chosen for work.

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 crucial possessions of an organization. The success or failure of a company is largely depending on the caliber of the people working therein. Without favorable and imaginative contributions from people, organizations can not progress and succeed.

In order to achieve the goals or carry out the activities of a company, for that reason, we require to hire individuals with requisite abilities, qualifications and experience. While doing so, we have to keep today as well as the future requirements of the organization in mind.

Organizations need to recruit people with requisite skills, credentials and experience if they need to survive and grow in a highly competitive environment.

Recruitment Definition

According to Edwin B Flippo, “Recruitment is the process of looking for potential staff members and promoting them to obtain jobs in the organization”.

DeCenzo and Robbins define it as “Recruitment is the process of discovering potential prospects for actual or anticipated organizational jobs. Or from another viewpoint, it is a linking activity-bringing together those with tasks to fill and those looking for tasks.”

According to Plumbley, “Recruitment is a coordinating procedure and the capabilities and dispositions of the candidates have to be matched against the need and rewards fundamental in a provided task or career pattern.”

Recruitment Process

The major steps of the recruitment process are mentioned as:

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

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

The Job Design is about the agreement about the profile of the perfect task prospect and the arrangement about the abilities and proficiencies, which are important. The information collected can be used throughout other actions of the recruitment procedure to speed it up.

Opening Job Position

The Opening of the Job Position is typically the job of the HR Recruiter. Skilled and experienced HR Recruiter should choose about the ideal mix of recruitment sources to find the best candidates for the task position. This is another key step in the recruitment process.

Collecting and Presenting Job Resumes

The next action is collecting of task resumes and their pre-selection. This step in the recruitment process is really important today as numerous organizations lose a great deal of time in this step.

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

Job Interviews

The task interviews are the primary step in the recruitment process, which should be clearly designed and agreed between HRM and line management.

The job interview ought to find the job prospect, who satisfies the requirements and fits finest the business culture and the department.

Job Offer

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

Recruitment Techniques

Recruitment strategies are the methods or media by which management contacts prospective staff members or supply needed info or exchange ideas or promote them to obtain jobs.

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 include sending out travelling employers to academic and professional organizations and staff members’ contacts with the general public.

( a) Campus Recruitment
Nature of Recruitment

Recruitment involves the following functions:

– Recruitment is the very first action of visit.

– It is a continuous process.

– It is a procedure of identifying sources of human force, bring in and encouraging them to request tasks in organizations.

– It is a development workforce or to operate at the last stage.

– It is a favorable process.

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

Purpose of Recruitment

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

– Developing appropriate methods to draw in the desirable candidate.

– Employing the technique to attract staff members.

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

Difference Between Recruitment and Selection

– Recruitment indicates searching for sources of labor and stimulating people to get jobs, whereas choice implies picking of right sort of individuals for various jobs.

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

– It creates a large swimming pool of candidates whereas selection leads to a screening of unsuitable prospects.

– Recruitment is an easy process, it includes contracting the various sources of labor whereas selection is a complex and lengthy process. The candidate has to clear a variety of obstacles before they are picked for a job.

Sources of Recruitment

A source from where candidates are identified, attracted and selected 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 referall.us 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 workers from within the company. Internal recruitments are economical, more trusted as the company is mindful of the candidate’s skillset and knowledge and it also inspires the workers and increases their commitment towards the company. Internal sourcing can be carried out in the following methods:

Transfers

A staff member may be shifted from one task to another internally normally of the very same level. The functions and obligations of the employees may alter however not necessarily the income. This assists the employees to get encouraged and attempt something brand-new, helps them break the uniformity of the old task and motivates them to grow by gaining more understanding.

Promotions

As acknowledgment of their efficiency and experience the employees are moved from a position to a higher position. There is a change in their tasks and duties accompanied with a modification in income and status. It assists 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 might also be recruited back in case there is high need and scarcity of supply in the industry or there is unexpected increase in work load. These staff members are currently knowledgeable about the procedures, procedures and culture of the company for this reason they show to be cost effective.

In this case each employee of the company functions as a recruiter. The workers are motivated to recommend the names of their buddies or relatives operating in other companies. For this they are even rewarded monetarily.

The benefit of staff member recommendation is that the prospective candidate gets first hand info about the job and company culture from the already working employee. Since he understands what he is entering into he is expected to remain longer in the organization. Also given that the trustworthiness of those who recommend is at stake, they tend to advise those who are extremely motivated and qualified.

Job Postings

The Company posts the present and expected job on publication boards, electronic media and comparable common portals. This gives a chance to the workers to carry out career shift and assist them grow within the company.

Deceased and Disabled Employees

In order to make the families of the departed and disabled staff members self-sufficient their family members or dependents might be offered a task in case of any vacancy.

Advantage of Internal Sourcing

– Internal recruitment is less time consuming and affordable.

– It is trustworthy as the company understands the worker’s knowledge and ability set.

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

– It increases the motivation level of the employees as they anticipate getting a higher job in the organization instead of searching for greener pastures outside.

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

– It establishes the spirit of loyalty in the staff members, guarantees connection of work and organizational stability.

Disadvantage of Internal Sourcing

– Internal sourcing avoids new members, creativity and innovative ideas from getting in the organization.

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

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

– It can develop discontentment amongst the remainder of the employees as there can be bias or partiality in promoting an employee in the organization.

External Sources

New candidates are hired from outside the company by different means and methods. It is more typically used than internal sources. External recruitments are handy in obtaining abilities that are not had by the existing employees; it also helps to bring onboard staff members from different backgrounds that get a variety of concepts on the table.

Campus Recruitments

When companies are in search of fresh skills and are concentrating on knowledge, communication ability and skill than experience, they approach management colleges, technical institutes etc. The business makes a presentation about its organization in order to bring in the trainees.

Whoever finds it matching with their career plans looks for the job. These applicants are then made to go through series of selection processes like analytical and mental tests, group conversations, interviews etc before the final selection is done.

Management Consultants

Management specialists function as representatives of the company. They carry out the recruitment function on behalf of the customer company by charging them costs or commissions. These specialists are able to tailor their services according to the particular requirements of the clients therefore easing the line managers from their recruitment function.

Advertisements

This media of recruitment is preferred and typically used as it reaches out a wide variety of people. It can also be targeted at a specific group or a specific geographical location by picking a particular newspaper, radio channel and so on e.g Business journal.

In particular ads business name, task description and salary packages are discussed. There are blind advertisements as well where no identification of the firm is given. These ads are published primarily when the organization wishes to fill an internal vacancy or planning to displace an existing staff member.

Trade Associations

There are associations that develop a database of task hunters and offer it to its members during local or national conventions. They likewise publish classified ads for employers thinking about recruiting their members.

Walk in Interview

Another upcoming method of recruitment is walk-in interviews. There is no time at all and for each person. An advertisement regarding the time and the location of the interview is given in the paper. The prospects are needed to carry their CVs and directly stand for the interview. It is a really typical mode of recruitment among BPOs and call centres.

Job Fairs

Job fairs are a reliable way of contacting potential employees and candidates. There are HR hiring supervisors of numerous companies under one roofing system. Information and service cards can be exchanged and resumes can be submitted by the candidates.

Employers can spot the ideal applicants, similarly the candidates can apply in numerous companies together, any place they feel the offer is finest and matches their interest.

Advantage of External Sourcing

– New and young blood goes into the company, which have innovative concepts, brand-new methods that can assist to stir up the existing staff members.

– It provides a broader pool for selection. Companies can pick up prospects with requisite certification.

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

– It leads to long term advantages to the company. Talented swimming pools of people bring along with them brand-new techniques of working and new approaches to scenarios that assists the organization to stay abreast with the competitive world outside.

Disadvantage of External Sourcing

– It is a time consuming procedure as it includes bring in the best candidates, evaluating them, going through a series of tests and interviews and so on. When appropriate candidates are not readily available this process needs to be repeated once again and again.

– This procedure shows to be extremely costly for the company as the companies have to turn to advertisements, hiring consultants etc for bring in the right swimming pool of skill.

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

– It is less reputable than internal sourcing. Since the companies employ candidates on the basis of their resumes, tests, interviews and so on they might not end up being as expected. It might end up working with someone who ends up being a misfit and might not have the ability to adjust in the brand-new established.

Alternatives to Recruitment

Recruitment and selection is a pricey and time-consuming process. Moreover, it gets onboard irreversible staff members which are tough to be separated in case they do not carry out based on 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 firm’s items, companies might turn to options to recruitment that are mentioned listed below:

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

In order to fulfill the extra demand of the firm’s products which result in 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 employee gets extra incomes based on the agreement signed in between the staff member and the company. The drawback is that the worker may not work to his full capacity throughout the day in order to earn overtime.

Temporary Employees

A short-lived staff member is selected for a duration that does not last for long. It is to fill a short-term position which is set up to be ended within several years for reasons as the conclusion of a particular task or peak workload.

This assists the business in preventing costs of recruitment, conserves time involved, and help avoid the negative impact of labor turnover etc. However short-lived employees may not be extremely loyal to the business, their inexperience may impact the work output and they tend to take some time to adjust.

Sub-contracting

To complete a specific job or satisfy an abrupt short-term boost in the demand of the company’s products, the company might turn to subcontracting. It is the practice of appointing part of the responsibilities, tasks and responsibilities to another celebration under an agreement called subcontractor.

Hiring an outdoors professional firm to carry out part of the work results in shared advantages in such cases as the company would like to broaden by itself just when the increased demand lasts for a specified duration of time.

Employee Leasing

A worker leasing firm focuses on recruitment, training, personnel management, payroll accounting and risk administration. The leasing firm also looks after the work guidance, everyday duties and other regular elements of work.

For instance a nursing services firm hires lots of nurses and supplies them to health centers on a contract basis. It provides a benefit to the company to change its staff members without real layoffs.

Outsourcing

Under contracting out a company process is contracted out to a 3rd party, the reason behind outsourcing are many. It minimizes the requirement to work with and train customized staff as it is sourced out to someone concentrating on that area having the resources and expertise that results in competitive superiority in time.

It also helps to minimize capital and business expenses and helps avoid challenging policies, high taxes, labour union agreements and so on.

Role Profiles for Recruitment Purposes

Role profiles, define the general purpose of the role, its reporting relationships and crucial outcome areas. They may likewise include the list of proficiencies needed. They may be technical (skills and understanding needed to do a specific task) and behavioral proficiencies connected to the function.

The profile also includes the terms and conditions (pay, benefits, hours of work, mobility, travelling, transfers, training, advancement and profession opportunities). The recruitment role offers the basis for person spec.

Person Specifications

A person spec also called recruitment, job or personnel requirements is the vital element on which the selection procedure is based. It is the amount overall of education, training, experience, credentials an individual needs to perform the task appointed to him.

When the job requirement have been defined, they ought to be categories under suitable heads. The basic categories include credentials, technical and behavioural proficiencies.

There are likewise a number of conventional plans. The most popular include the seven-point strategy developed by Alec Rodgers in 1952 and the five-point grading system established by Munro Fraser in 1954. These give particular headings under which characteristics of a perfect prospect can be categorized.

Seven Point Plan

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

– Attainments: Education, certifications, experience

– General intelligence: Fundamental intellectual capability

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

– Interest: Social, intellectual, physically active, constructional

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

– Circumstances: Domestic circumstances, occupations of family.

Five-fold Grading System

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

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

Innate abilities: Natural quickness of comprehension and ability for learning

Motivation: The kind of goals set by the person, his or her consistency and determination in following them up, and success in achieving them

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

Attracting Candidates

Attracting candidates is mostly a matter of determining, assessing and utilizing the most proper sources of applicants. However, where ideal sources of recruitment are not there, then the analysis of aspects adding to the recruitment in an organization requirement to be analyzed. Various factors to be taken under factor to consider 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 aspects
3. Employment rate
4. Labour market condition
5. Political, Legal & Govt. aspects
6. Information System

Recruitment must be speedy, but a mindful procedure. An incorrect relocation can have a dreadful effect on the endeavor. A few steps can be taken to lower 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

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Personnel Management

Human Resource 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

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
Personnel 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
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Performance Management System

Performance Planning

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Employee Performance Monitoring
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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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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 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

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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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