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Overview

  • Founded Date August 24, 1901
  • Sectors Hospitality
  • Posted Jobs 0
  • Viewed 8

Company Description

What is Recruitment?

Recruitment is the process of drawing in and determining 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

Human resources are the most important possessions of a company. The success or failure of an organization is mainly depending on the quality of the people working therein. Without positive and innovative contributions from people, organizations can not progress and prosper.

In order to accomplish the objectives or perform the activities of a company, therefore, we require to recruit people with requisite abilities, qualifications and experience. While doing so, we have to keep today in addition to the future requirements of the organization in mind.

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

Recruitment Definition

According to Edwin B Flippo, “Recruitment is the procedure of looking for prospective employees and stimulating them to get tasks in the company”.

DeCenzo and Robbins define it as “Recruitment is the process of finding prospective candidates for real or anticipated organizational jobs. Or from another viewpoint, it is a connecting activity-bringing together those with jobs to fill and those looking for tasks.”

According to Plumbley, “Recruitment is a coordinating procedure and the capabilities and dispositions of the prospects have to be matched against the demand and benefits intrinsic in a provided task or profession pattern.”

Recruitment Process

The major actions of the recruitment procedure are specified 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 procedure. The job 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 has to do with the contract about the profile of the perfect job prospect and the arrangement about the abilities and proficiencies, which are necessary. The info gathered can be used throughout other steps of the recruitment procedure 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 ideal mix of recruitment sources to discover the best prospects for the task position. This is another essential action in the recruitment process.

Collecting and Presenting Job Resumes

The next action is collecting of job resumes and their pre-selection. This action in the recruitment procedure is very essential today as many companies lose a lot 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 task interviews are the primary step in the recruitment procedure, which ought to be plainly developed and agreed between HRM and line management.

The job interview need to discover the task prospect, who satisfies the requirements and fits finest the corporate culture and the department.

Job Offer

The job deal is the last action of the recruitment procedure, which is done by the HRM Function, it settles all the other steps and the winner of the job interviews gets the offer from the company to sign up with.

Recruitment Techniques

Recruitment methods are the ways or media by which management contacts prospective employees or supply required info or exchange concepts or stimulate them to get tasks.

Recruitment methods are:

Internal Methods: They are for recruiting internal candidates. These consist of methods like:

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

Direct Methods: These consist of sending travelling recruiters to academic and expert organizations 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 consultation.

– It is a continuous process.

– It is a procedure of recognizing sources of human force, bring in and inspiring them to make an application for jobs in organizations.

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

– It is a favorable procedure.

– It satisfies requirements, both the present, and the future.

Purpose of Recruitment

– Finding out and establishing the source here required number and kind of employees will be available.

– Developing suitable methods to attract the desirable candidate.

– Employing the technique to draw in employees.

– Stimulating as many prospects as possible and asking them to look for jobs irrespective of the variety of prospects needed in order to increase the selection ratio (i.e., variety of application per one job vacancy) due to lower yield ratio.

Difference Between Recruitment and Selection

– Recruitment implies browsing for sources of labor referall.us and promoting individuals to look for jobs, whereas selection indicates picking of ideal type of individuals for numerous jobs.

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

– It develops a big swimming pool of applicants whereas selection results in a screening of unsuitable prospects.

– Recruitment is a simple procedure, it involves contracting the numerous sources of labor whereas choice is a complex and lengthy process. The candidate needs to clear a variety of hurdles before they are chosen for a job.

Sources of Recruitment

A source from where prospects are determined, attracted 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 staff members from within the organization. Internal recruitments are cost-efficient, more trustworthy as the company is mindful of the candidate’s skillset and knowledge and it also inspires the staff members and increases their dedication towards the organization. Internal sourcing can be performed in the following ways:

Transfers

An employee might be moved from one job to another internally generally of the same level. The roles and duties of the employees might change but not always the salary. This assists the employees to get inspired and attempt something brand-new, helps them break the uniformity of the old job and motivates them to grow by gaining more understanding.

Promotions

As acknowledgment of their effectiveness and experience the staff members are moved from a position to a higher position. There is a modification in their tasks 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 business for greener pastures.

Retired and Retrenched Employees

Retired and retrenched staff members might also be hired back in case there is high need and scarcity of supply in the industry or there is unexpected boost in workload. These staff members are currently knowledgeable about the procedures, procedures and culture of the company hence they prove to be cost efficient.

In this case each employee of the company functions as an employer. The workers are motivated to advise the names of their friends or family members working in other organizations. For this they are even rewarded monetarily.

The advantage of staff member referral is that the prospective prospect gets first hand info about the job and organization culture from the currently working worker. Since he knows what he is getting into he is anticipated to stay longer in the company. Also since the credibility of those who advise is at stake, they tend to recommend those who are highly motivated and proficient.

Job Postings

The Company posts the existing and anticipated vacancy on bulletin board system, electronic media and comparable common portals. This offers a chance to the staff members to carry out career shift and help them grow within the company.

Deceased and Disabled Employees

In order to make the households of the deceased and handicapped staff members self-dependent their family members or dependents might be offered a job in case of any vacancy.

Advantage of Internal Sourcing

– Internal recruitment is less time consuming and affordable.

– It is trusted as the company understands the staff member’s understanding and capability.

– There is no need of induction and training as the worker is currently knowledgeable about the processes, treatments and culture of the company.

– It increases the inspiration level of the employees as they eagerly anticipate getting a greater job in the organization rather of looking for greener pastures outside.

– It boosts the spirits of the employees, improves their relations with the organization and lowers worker turnover.

– It develops the spirit of commitment in the workers, ensures connection of employment and organizational stability.

Disadvantage of Internal Sourcing

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

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

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

– It can create discontentment among the remainder of the workers as there can be predisposition or partiality in promoting an employee in the organization.

External Sources

New candidates are recruited from outside the organization by different means and approaches. It is more commonly utilized than internal sources. External recruitments are useful in getting abilities that are not had by the current staff members; it also helps to bring onboard staff members from various backgrounds that get a variety of concepts on the table.

Campus Recruitments

When companies remain in search of fresh talents and are focusing on understanding, interaction skill and talent than experience, they approach management colleges, technical institutes etc. The company makes a presentation about its company in order to bring in the students.

Whoever finds it matching with their profession plans looks for the job. These candidates are then made to go through series of choice processes like analytical and mental tests, group discussions, interviews etc before the last choice is done.

Management Consultants

Management experts serve as representatives of the employer. 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 clients hence relieving the line managers from their recruitment function.

Advertisements

This media of recruitment is incredibly popular and frequently used as it connects a vast array of individuals. It can also be targeted at a particular group or a specific geographic area by selecting a specific newspaper, radio channel etc e.g Business journal.

In certain ads business name, job description and wage packages are discussed. There are blind ads as well where no identification of the company is given. These advertisements are released mainly when the company wishes to fill an internal job or planning to displace an existing worker.

Trade Associations

There are associations that produce a database of job applicants and provide it to its members throughout local or national conventions. They likewise release classified ads for companies thinking about hiring their members.

Walk in Interview

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

Job Fairs

Job fairs are an effective way of getting in touch with possible employees and prospects. There are HR hiring managers of numerous business under one roof. Information and organization cards can be exchanged and resumes can be submitted by the prospects.

Employers can identify the ideal candidates, likewise the applicants can use in lots of companies together, any place they feel the deal is best and suits their interest.

Advantage of External Sourcing

– New and young blood goes into the company, which have innovative concepts, new techniques that can assist to stimulate the existing staff members.

– It offers a broader pool for choice. Companies can choose up candidates with requisite credentials.

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

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

Disadvantage of External Sourcing

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

– This procedure proves to be really expensive for the company as the business need to turn to advertisements, employing experts and so on for bring in the right swimming pool of skill.

– It can reduce the morale and demotivate the existing employees as they can feel that their services have actually not been acknowledged.

– It is less reliable than internal sourcing. Since the companies employ prospects 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 be able to adjust in the new set up.

Alternatives to Recruitment

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

Hence to combat back the temporary phases of high market need for firm’s products, 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 need of the company’s items which result in 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 staff member gets extra wages based on the agreement signed between the worker and the company. The disadvantage is that the staff member might not work to his complete potential throughout the day in order to make overtime.

Temporary Employees

A short-lived staff member is appointed 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 one or more years for factors as the conclusion of a particular job or peak work.

This assists the business in avoiding expenses of recruitment, conserves time involved, and help avoid the negative impact of labor turnover etc. However short-lived staff members may not be very devoted to the business, their lack of experience might impact the work output and they tend to take some time to change.

Sub-contracting

To finish a specific task or fulfill an abrupt momentary boost in the demand of the company’s products, the business may resort to subcontracting. It is the practice of designating part of the responsibilities, tasks and obligations to another celebration under a contract known as subcontractor.

Hiring an outdoors professional firm to undertake part of the work leads to shared advantages in such cases as the business would like to broaden on its own only when the increased demand lasts for a specified period of time.

Employee Leasing

A staff member leasing company concentrates on recruitment, training, human resource management, payroll accounting and threat administration. The leasing company also looks after the work supervision, everyday tasks and other routine aspects of work.

For example a nursing services firm employs numerous nurses and supplies them to health centers on a contract basis. It provides an advantage to the organization to alter its workers without real layoffs.

Outsourcing

Under outsourcing a business process is contracted out to a third party, the reason behind outsourcing are numerous. It minimizes the requirement to employ and train customized personnel as it is sourced out to someone specializing in that area having the resources and proficiency that results in competitive supremacy with time.

It also assists to minimize capital and operating costs and assists avoid difficult guidelines, high taxes, labour union agreements etc.

Role Profiles for Recruitment Purposes

Role profiles, specify the total function of the role, its reporting relationships and crucial result locations. They may also include the list of competencies needed. They may be technical (skills and understanding required to do a particular job) and behavioral proficiencies connected to the role.

The profile likewise consists of the terms and conditions (pay, advantages, hours of work, movement, travelling, transfers, training, development and profession chances). The recruitment function offers the basis for person spec.

Person Specifications

An individual specification likewise known as recruitment, task or workers requirements is the essential aspect on which the selection treatment is based. It is the amount overall of education, training, experience, credentials a person needs to carry out the task designated to him.

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

There are also a number of conventional schemes. The most popular include the seven-point plan established by Alec Rodgers in 1952 and the five-point grading system developed by Munro Fraser in 1954. These offer particular headings under which attributes of a perfect candidate can be categorized.

Seven Point Plan

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

– Attainments: Education, qualifications, experience

– General intelligence: Fundamental intellectual capability

– Special abilities: Mechanical, manual dexterity, center in usage of words or figures

– Interest: Social, intellectual, physically active, constructional

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

– Circumstances: Domestic scenarios, professions of family.

Five-fold Grading System

Effect on others: Physical makeup, appearance, speech and way

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

Innate capabilities: Natural speed of understanding and aptitude for finding out

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

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

Attracting Candidates

Attracting prospects is mostly a matter of identifying, evaluating and utilizing the most proper sources of candidates. However, where ideal sources of recruitment are not there, then the analysis of aspects contributing to the recruitment in a company requirement to be examined. Various elements to be taken under factor to consider are as follows:

Internal Factors

– Company’s pay package
– Quality of Work Life
– Organizational culture
– Career planning & growth
– Company’s size
– Company’s products/services
– Company’s development rate
– Role of trade union
– Cost of recruitment
– Company’s name & popularity

External Factors

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

Recruitment must be fast, but a mindful process. An incorrect relocation can have a disastrous influence on the endeavor. A couple of steps can be taken to reduce the unfavorable effect. They are:

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

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Effective Recruiting

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