What is Recruitment?

Recruitment is the process of drawing in and recognizing a swimming pool of prospects, from which some will be picked 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

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

In order to attain the goals or carry out the activities of an organization, therefore, we require to hire people with requisite abilities, certifications and experience. While doing so, we need to keep the present along with the future requirements of the company in mind.

Organizations need to hire individuals with requisite skills, credentials and experience if they have to endure and thrive in an extremely competitive environment.

Recruitment Definition

According to Edwin B Flippo, “Recruitment is the procedure of looking for potential workers and stimulating them to obtain jobs in the organization”.

DeCenzo and Robbins specify it as “Recruitment is the process of discovering potential prospects for real or awaited 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 coordinating process and the capacities and inclinations of the candidates need to be matched against the demand and benefits fundamental in an offered task or career pattern.”

Recruitment Process

The significant steps of the recruitment procedure are stated as:

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

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

The Job Design is about the arrangement about the profile of the perfect task candidate and the agreement about the skills and proficiencies, which are important. The info gathered can be utilized throughout other actions of the recruitment process to speed it up.

Opening Job Position

The Opening of the Job Position is usually the task of the HR Recruiter. Skilled and experienced HR Recruiter must choose about the right mix of recruitment sources to find the very best prospects for the job position. This is another essential step in the recruitment procedure.

Collecting and Presenting Job Resumes

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

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

Job Interviews

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

The task interview ought to find the task prospect, who satisfies the requirements and fits best the corporate culture and the department.

Job Offer

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

Recruitment Techniques

Recruitment strategies are the ways or media by which management contacts potential workers or provide necessary details or exchange concepts or promote them to obtain jobs.

Recruitment methods are:

Internal Methods: They are for hiring internal candidates. These include techniques like:

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

Direct Methods: These include sending taking a trip recruiters to academic and professional institutions and staff members’ contacts with the general public.

( a) Campus Recruitment
Nature of Recruitment

Recruitment involves the following features:

– Recruitment is the initial step of consultation.

– It is a constant procedure.

– It is a procedure of identifying sources of human force, bring in and motivating them to request jobs in companies.

– It is a development manpower or to operate at the last phase.

– It is a positive procedure.

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

Purpose of Recruitment

– Discovering and establishing the source here required number and type of employees will be readily available.

– Developing appropriate strategies to attract the preferable prospect.

– Employing the method to attract staff members.

– Stimulating as many candidates as possible and asking to apply for tasks irrespective of the variety of prospects 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 suggests browsing for sources of labor and stimulating people to apply for jobs, whereas choice indicates selecting of best sort of people for different jobs.

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

– It produces a big swimming pool of candidates whereas choice causes a screening of unsuitable prospects.

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

Sources of Recruitment

A source from where prospects are determined, 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 method consists of recruiting, developing and promoting the employees from within the company. Internal recruitments are cost-efficient, more reliable as the organization is aware of the candidate’s skillset and understanding and it likewise inspires the workers and increases their dedication towards the organization. Internal sourcing can be carried out in the following methods:

Transfers

An employee may be shifted from one job to another internally usually of the exact same level. The functions and responsibilities of the employees might alter however not always the income. This helps the workers to get motivated and attempt something new, helps them break the monotony of the old task and encourages them to grow by gaining more knowledge.

Promotions

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

Retired and Retrenched Employees

Retired and retrenched staff members may likewise be hired back in case there is high need and shortage of supply in the market or there is abrupt increase in work load. These staff members are already familiar with the procedures, treatments and culture of the organization hence they show to be cost efficient.

Employee Referrals

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

The benefit of employee recommendation is that the possible candidate gets initially hand info about the job and company culture from the currently working worker. Since he knows what he is entering he is anticipated to remain longer in the company. Also since the trustworthiness of those who advise is at stake, job they tend to advise those who are extremely encouraged and skilled.

Job Postings

The Company posts the current and predicted vacancy on bulletin board system, electronic media and similar common portals. This gives an opportunity to the workers 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 employees self-sufficient their family members or dependents may be offered a job in case of any vacancy.

Advantage of Sourcing

– Internal recruitment is less time consuming and cost-effective.

– It is reliable as the company is aware of the employee’s understanding and ability.

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

– It increases the motivation level of the staff members as they anticipate getting a higher task in the company instead of searching for greener pastures outside.

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

– It establishes the spirit of commitment in the workers, ensures continuity of work and organizational stability.

Disadvantage of Internal Sourcing

– Internal sourcing prevents new blood, originality and innovative concepts from getting in the company.

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

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

– It can develop frustration among the remainder of the employees as there can be bias or partiality in promoting a staff member in the company.

External Sources

New prospects are hired from outside the organization by various means and approaches. It is more frequently used than internal sources. External recruitments are useful in acquiring abilities that are not had by the present staff members; it also helps to bring onboard workers from different backgrounds that get a diversity of ideas on the table.

Campus Recruitments

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

Whoever finds it matching with their career strategies gets the task. These applicants are then made to go through series of selection processes like analytical and psychological tests, group conversations, interviews etc before the final choice is done.

Management Consultants

Management consultants serve as agents of the employer. They carry out the recruitment function on behalf of the client company by charging them costs or commissions. These specialists are able to tailor their services according to the specific requirements of the customers thus eliminating the line managers from their recruitment function.

Advertisements

This media of recruitment is incredibly popular and commonly utilized as it connects a wide variety of individuals. It can likewise be targeted at a specific group or a specific geographical location by choosing a specific newspaper, radio channel etc e.g Business journal.

In specific ads company name, task description and salary plans are mentioned. There are blind ads too where no identification of the firm is offered. These advertisements are published primarily when the company wants to fill an internal vacancy or preparing to displace an existing employee.

Trade Associations

There are associations that create a database of job hunters and supply it to its members throughout regional or nationwide conventions. They likewise release classified ads for employers interested in hiring their members.

Walk in Interview

Another upcoming approach of recruitment is walk-in interviews. There is no time at all and conference schedule for each individual. An advertisement relating to the time and the area of the interview is offered in the paper. The candidates 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 method of connecting with prospective workers and candidates. There are HR hiring managers of numerous companies under one roof. Information and organization cards can be exchanged and resumes can be submitted by the candidates.

Employers can identify the right applicants, similarly the candidates can use in numerous companies together, any place they feel the deal is finest and suits their interest.

Advantage of External Sourcing

– New and young blood goes into the company, which have innovative ideas, job brand-new techniques that can help to stimulate the existing workers.

– It offers a broader pool for selection. Companies can get prospects with requisite qualification.

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

– It results in long term benefits to the company. Talented swimming pools of individuals bring together with them new techniques of working and brand-new methods to circumstances that assists the company to stay abreast with the competitive world exterior.

Disadvantage of External Sourcing

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

– This procedure shows to be extremely costly for the organization as the business have to resort to advertisements, working with consultants etc for attracting the right pool of talent.

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

– It is less reliable than internal sourcing. Since the organizations employ prospects on the basis of their resumes, tests, interviews and so on they may not end up being as expected. It may end up working with someone who winds up being a misfit and may not be able to change in the new established.

Alternatives to Recruitment

Recruitment and choice is a pricey and time-consuming procedure. Moreover, it gets onboard permanent workers 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 fluctuations.

Hence to combat back the short-lived phases of high market need for company’s products, companies may resort to options to recruitment that are mentioned below:

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

In order to fulfill the extra demand of the company’s items which cause excess work load, some workers are asked to work overtime under some terms and conditions. Overtime is the amount of time that somebody works beyond the working hours.

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

Temporary Employees

A temporary worker is designated for a period that does not last for long. It is to fill a brief term position which is arranged to be ended within one or more years for factors as the completion of a particular task or peak work.

This assists the company in avoiding costs of recruitment, conserves time involved, and assist avoid the unfavorable impact of labor turnover etc. However temporary staff members may not be very devoted to the company, their lack of experience may impact the work output and they tend to take time to change.

Sub-contracting

To finish a specific task or fulfill a sudden short-lived increase in the demand of the company’s items, the business might turn to subcontracting. It is the practice of appointing part of the obligations, jobs and duties to another party under an agreement known as subcontractor.

Hiring an outside professional agency to undertake part of the work causes shared advantages in such cases as the company want to expand on its own only when the increased need lasts for a specified amount of time.

Employee Leasing

An employee leasing company concentrates on recruitment, training, human resource management, payroll accounting and risk administration. The leasing firm likewise looks after the work supervision, day-to-day duties and other regular aspects of work.

For instance a nursing services firm employs numerous nurses and offers them to medical facilities on a contract basis. It offers a benefit to the company to alter its workers without real layoffs.

Outsourcing

Under contracting out a business procedure is contracted out to a 3rd party, the reason behind outsourcing are many. It minimizes the requirement to work with and train specific staff as it is sourced out to someone specializing in that area possessing the resources and knowledge that results in competitive supremacy gradually.

It likewise assists to reduce capital and operating costs and helps avoid burdensome policies, high taxes, labour union agreements and so on.

Role Profiles for Recruitment Purposes

Role profiles, define the total function of the role, its reporting relationships and key result locations. They might likewise consist of the list of proficiencies needed. They might be technical (abilities and knowledge needed to do a specific job) and behavioral proficiencies connected to the function.

The profile also consists of the terms and conditions (pay, benefits, hours of work, mobility, travelling, transfers, training, advancement and profession opportunities). The recruitment role supplies the basis for individual requirements.

Person Specifications

An individual spec likewise known as recruitment, job or personnel spec is the essential component on which the choice treatment is based. It is the sum overall of education, training, experience, certification an individual needs to perform the task designated to him.

When the job requirement have actually been specified, they ought to be categories under suitable heads. The standard classifications include qualification, technical and behavioural proficiencies.

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

Seven Point Plan

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

– Attainments: Education, qualifications, experience

– General intelligence: Fundamental intellectual capability

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

– Interest: Social, intellectual, physically active, constructional

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

– Circumstances: Domestic situations, occupations of family.

Five-fold Grading System

Impact on others: Physical makeup, job appearance, speech and way

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

Innate abilities: Natural quickness of understanding and aptitude for learning

Motivation: The type of goals set by the person, his/her consistency and decision in following them up, and success in attaining them

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

Attracting Candidates

Attracting candidates is mainly a matter of recognizing, examining and using the most appropriate sources of applicants. However, where suitable sources of recruitment are not there, then the analysis of factors contributing to the recruitment in an organization requirement to be examined. Various factors to be taken under factor to consider are as follows:

Internal Factors

– Company’s pay package
– Quality of Work Life
– Organizational culture
– Career planning & development
– 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 needs to be rapid, however a cautious procedure. An incorrect move can have a disastrous effect on the undertaking. A few measures can be taken to minimize the unfavorable effect. They are:

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

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Personnel Management

Human Resource 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 Human Resource 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

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What is Mentoring?

Leadership Development

Management Development

Organisational Development

What is Planned Change

Types of OD Interventions
What is Performance Management?

Performance Management System

Performance Planning

Competency Mapping

What is Performance Appraisal?

Employee Performance Monitoring
Performance Counselling

Performance Management and Reward

Ethics in Performance Management

Role of HR Professionals in Performance Management

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Group Dynamics

Organisational Culture

Group Decision Making

Group Conflict

Diversity in the Workplace

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Who Is a Supervisor?

Marketing CIs Management an Art or Science

Classical Management Approach

Planning in Management

Decision Making in Management

Organising in Management

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What is Span of Control?

What is Authority?

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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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