What is Recruitment?

Recruitment is the process of bring in and recognizing a 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

Human resources are the most essential possessions of a company. The success or failure of a company is largely depending on the quality of the individuals working therein. Without positive and innovative contributions from people, organizations can not advance and succeed.

In order to attain the objectives or carry out the activities of an organization, for that reason, we need to hire people with requisite skills, credentials and experience. While doing so, we need to keep today along with the future requirements of the organization in mind.

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

Recruitment Definition

According to Edwin B Flippo, "Recruitment is the procedure of searching for potential workers and promoting them to get tasks in the company".

DeCenzo and Robbins define it as "Recruitment is the process of finding potential candidates for actual or anticipated organizational vacancies. Or from another viewpoint, it is a connecting activity-bringing together those with jobs to fill and those looking for jobs."

According to Plumbley, "Recruitment is a matching procedure and the capacities and dispositions of the prospects need to be matched against the demand and benefits fundamental in a provided task or career pattern."

Recruitment Process

The major actions 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 fundamental part of the recruitment process. The task style is a phase about the style of the job profile and a clear contract in between the line supervisor and the HRM Function.

The Job Design has to do with the contract about the profile of the perfect task prospect and the arrangement about the abilities and competencies, which are essential. The details gathered can be used throughout other steps 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 should choose about the right mix of recruitment sources to find the best prospects for the task position. This is another essential step in the recruitment process.

Collecting and Presenting Job Resumes

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

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

Job Interviews

The job interviews are the primary action in the recruitment procedure, which should be clearly developed and concurred between HRM and line management.

The task interview ought to discover the job prospect, who meets the requirements and fits finest 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 completes all the other steps and the winner of the job interviews gets the offer from the organization to sign up with.

Recruitment Techniques

Recruitment methods are the methods or media by which management contacts prospective employees or offer necessary info or exchange ideas or promote them to get jobs.

Recruitment strategies are:

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

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

Direct Methods: These consist of sending taking a trip employers to academic and expert institutions and staff members' contacts with the general public.

( a) Campus Recruitment
Nature of Recruitment

Recruitment includes the following functions:

- Recruitment is the first step of appointment.

- It is a constant process.

- It is a procedure of determining sources of human force, drawing in and inspiring them to get jobs in companies.

- It is a development manpower or to work at the last stage.

- It is a favorable procedure.

- It satisfies needs, both today, and the future.

Purpose of Recruitment

- Finding out and developing the source here required number and type of staff members will be readily available.

- Developing appropriate methods to draw in the desirable candidate.

- Employing the technique to bring in staff members.

- Stimulating as numerous candidates as possible and asking to get jobs regardless of the variety of prospects required in order to increase the selection ratio (i.e., variety of application per one task vacancy) due to lower yield ratio.

Difference Between Recruitment and Selection

- Recruitment suggests looking for sources of labor and stimulating people to obtain jobs, whereas selection implies selecting of right kind of individuals for different jobs.

- Recruitment is a favorable procedure whereas choice is a negative procedure.

- It develops a large swimming pool of applicants whereas selection results in a screening of unsuitable candidates.

- Recruitment is an easy process, it includes contracting the different sources of labor whereas choice is a complex and lengthy process. The prospect has to clear a variety of difficulties before they are chosen for a job.

Sources of Recruitment

A source from where candidates are identified, drew in and picked 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, developing and promoting the workers from within the organization. Internal recruitments are cost-effective, more reliable as the company is aware of the candidate's skillset and knowledge and it also inspires the staff members and increases their dedication towards the company. Internal sourcing can be performed in the following ways:

Transfers

A worker might be moved from one job to another internally normally of the same level. The functions and obligations of the staff members might change but not necessarily the salary. This helps the workers to get encouraged and try something brand-new, assists them break the dullness of the old task and motivates them to grow by acquiring more knowledge.

Promotions

As acknowledgment of their effectiveness and experience the workers are moved from a position to a greater position. There is a change in their responsibilities and responsibilities accompanied with a change in income and status. It assists the staff member to grow vertically in the company. It refrains him from leaving the business for greener pastures.

Retired and Retrenched Employees

Retired and retrenched employees may also be recruited back in case there is high demand and scarcity of supply in the industry or there is abrupt boost in work load. These employees are currently conscious of the processes, treatments and culture of the company hence they prove to be cost effective.

Employee Referrals

In this case each worker of the business functions as a recruiter. The employees are motivated to suggest the names of their good friends or relatives operating in other companies. For this they are even rewarded monetarily.

The advantage of employee referral is that the potential candidate gets initially hand details about the job and organization culture from the already working worker. Since he understands what he is entering into he is expected to remain longer in the company. Also since the credibility of those who suggest is at stake, they tend to recommend those who are extremely inspired and competent.

Job Postings

The Company posts the existing and anticipated vacancy on bulletin boards, electronic media and similar common websites. This gives an opportunity to the staff members to carry out profession shift and assist them grow within the company.

Deceased and Disabled Employees

In order to make the households of the deceased and handicapped employees self-dependent their loved ones or dependents might be provided a task in case of any job.

Advantage of Internal Sourcing

- Internal recruitment is less time consuming and affordable.

- It is dependable as the organization is conscious of the employee's understanding and skill set.

- There is no need of induction and training as the staff member is already conscious of the processes, treatments and culture of the organization.

- It increases the motivation level of the workers as they look forward to getting a greater task in the organization rather of searching for greener pastures outside.

- It improves the morale of the employees, improves their relations with the organization and decreases employee turnover.

- It establishes the spirit of loyalty in the employees, guarantees connection of employment and organizational stability.

Disadvantage of Internal Sourcing

- Internal sourcing prevents brand-new blood, creativity and ingenious concepts from entering the organization.

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

- The position of the person who is transferred or promoted falls uninhabited.

- It can develop dissatisfaction amongst the remainder of the workers as there can be bias or partiality in promoting a worker in the company.

External Sources

New prospects are recruited from outside the company by different means and techniques. It is more frequently used than internal sources. External recruitments are practical in acquiring abilities that are not had by the current employees; it likewise assists to bring onboard employees from various backgrounds that get a diversity of ideas on the table.

Campus Recruitments

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

Whoever finds it matching with their profession plans gets the job. These applicants are then made to go through series of choice procedures like analytical and mental tests, seminar, interviews and so on before the final choice is done.

Management Consultants

Management experts function as representatives of the company. They carry out the recruitment function on behalf of the client company by charging them costs or commissions. These consultants have the ability to customize their services according to the particular requirements of the customers thus relieving the line supervisors from their recruitment function.

Advertisements

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

In certain ads business name, job description and income packages are mentioned. There are blind advertisements as well 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 staff member.

Trade Associations

There are associations that produce a database of task hunters and supply it to its members throughout regional or nationwide conventions. They likewise publish classified ads for companies interested in recruiting their members.

Walk in Interview

Another upcoming method 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 place of the interview is provided in the newspaper. The prospects are needed to bring their CVs and straight stand for the interview. It is a very typical mode of recruitment amongst BPOs and call centres.

Job Fairs

Job fairs are a reliable way of connecting with potential workers and prospects. There are HR hiring managers of numerous companies under one roof. Information and organization cards can be exchanged and resumes can be sent by the prospects.

Employers can identify the ideal candidates, similarly the applicants can apply in many companies together, wherever they feel the offer is finest and job matches their interest.

Advantage of External Sourcing

- New and young blood enters the company, which have ingenious ideas, brand-new approaches that can help to stimulate the existing workers.

- It offers a larger swimming pool for selection. Companies can select up candidates with requisite certification.

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

- It results in long term advantages to the company. Talented swimming pools of people bring in addition to them new methods of working and new methods to situations that assists the company to stay abreast with the competitive world exterior.

Disadvantage of External Sourcing

- It is a time consuming procedure as it includes drawing in the ideal candidates, evaluating them, going through a series of tests and interviews and so on. When ideal candidates are not offered this procedure has actually to be repeated once again and again.

- This process shows to be really costly for the company as the companies need to turn to ads, employing specialists and so on for bring in the ideal pool of skill.

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

- It is less trusted than internal sourcing. Since the organizations work with candidates on the basis of their resumes, tests, interviews etc they might not turn out to be as expected. It might end up hiring somebody who winds up being a misfit and may not be able to adjust in the new established.

Alternatives to Recruitment

Recruitment and choice is a costly and lengthy process. Moreover, it gets onboard permanent staff members which are tough to be separated in case they do not carry out according to the requirement or if there is overstaffing due to less work due to market demand fluctuations.

Hence to combat back the temporary stages of high market demand for firm's items, companies might turn to alternatives to recruitment that are stated 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 workload, some employees 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 employee gets extra wages according to the agreement signed in between the worker and the company. The downside is that the staff member might not work to his full potential during the day in order to make overtime.

Temporary Employees

A momentary staff member is designated for a period that does not last for long. It is to fill a short-term position which is scheduled to be ended within several years for factors as the conclusion of a specific task or peak work.

This helps the company in preventing costs of recruitment, saves time involved, and assist prevent the unfavorable effect of labor turnover etc. However momentary staff members may not be really devoted to the business, their lack of experience may impact the work output and they tend to take some time to change.

Sub-contracting

To complete a specific project or satisfy a sudden short-lived increase in the demand of the business's items, the business might resort to subcontracting. It is the practice of appointing part of the obligations, jobs and obligations to another celebration under a contract known as subcontractor.

Hiring an outdoors professional company to carry out part of the work causes mutual benefits in such cases as the business wish to broaden on its own just when the increased demand lasts for a given amount of time.

Employee Leasing

A worker leasing company specializes in recruitment, training, human resource management, payroll accounting and threat administration. The leasing company also takes care of the work supervision, day-to-day tasks and other regular aspects of work.

For example a nursing services firm hires numerous nurses and offers 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 an organization procedure is contracted out to a 3rd party, the reason behind outsourcing are many. It minimizes the requirement to employ and train specific personnel as it is sourced out to someone concentrating on that area having the resources and proficiency that results in competitive supremacy with time.

It also helps to decrease capital and operating costs and assists prevent troublesome regulations, high taxes, labour union agreements etc.

Role Profiles for Recruitment Purposes

Role profiles, specify the total function of the function, its reporting relationships and essential result areas. They may likewise include the list of competencies required. They might be technical (abilities and understanding required to do a particular task) and behavioral proficiencies connected to the role.

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

Person Specifications

An individual specification likewise understood as recruitment, job or workers spec is the vital component on which the selection treatment is based. It is the sum overall of education, training, experience, certification a person needs to carry out the job designated to him.

When the job requirement have actually been defined, they must be categories under appropriate heads. The basic categories include certification, technical and behavioural proficiencies.

There are also a variety of traditional schemes. 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 give specific headings under which qualities of a perfect prospect can be categorized.

Seven Point Plan

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

- Attainments: Education, certifications, experience

- General intelligence: Fundamental intellectual capacity

- Special aptitudes: Mechanical, manual mastery, center in use of words or figures

- Interest: Social, intellectual, physically active, constructional

- Disposition: Acceptability, influence over others, steadiness, dependability, selfreliance

- Circumstances: Domestic circumstances, occupations of household.

Five-fold Grading System

Impact on others: Physical make-up, look, speech and way

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

Innate capabilities: Natural speed of understanding and aptitude for discovering

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

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

Attracting Candidates

Attracting prospects is primarily a matter of identifying, assessing and utilizing the most proper sources of applicants. However, where appropriate sources of recruitment are not there, then the analysis of aspects 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 plan
- 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. elements
6. Information System

Recruitment must be rapid, but a cautious process. A wrong move can have a dreadful influence on the undertaking. A couple of steps 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

( Click on Topic to Read)

Human Resource Management

Personnel Planning

Employee Induction

Kinds of Training

Importance of Training

Training Process

Personnel Accounting

Methods of Human Resource Accounting

HR Audit

How to Create Training Program
What is Motivation?

Performance Appraisal

Performance Appraisal Process

Performance Appraisal Problems

Management by Objectives

360 Degree Performance Appraisal

What is Compensation?

Employee Discipline

What is Employee Grievance?

What is Collective Bargaining?

What is HRIS?

Competency Based Training
Personnel Planning

Human Resource Planning Process

Human Resource 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 Personnel Management

Cross Cultural Theories

Dimensions of Culture

HRM Practices
International Selection Process

Expatriate Training

International Compensation
Personnel 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?