What is Recruitment?

Recruitment is the procedure of bring in and recognizing a swimming pool of prospects, from which some will be picked for employment.

Table of Content

1 What is Recruitment?

2 Recruitment Meaning

3 Recruitment Definition

4 Recruitment Process4.1 Job Design

4.2 Opening Job Position

4.3 Collecting and Presenting Job Resumes

4.4 Job Interviews

4.5 Job Offer

9.1 Internal Sources9.1.1 Transfers

9.1.2 Promotions

9.1.3 Retired and Retrenched Employees

9.1.4 Employee Referrals

9.1.5 Job Postings

9.1.6 Deceased and Disabled Employees

9.4.1 Campus Recruitments

9.4.2 Management Consultants

9.4.3 Advertisements

9.4.4 Trade Associations

9.4.5 Walk in Interview

9.4.6 Job Fairs

10.1 Overtime

10.2 Temporary Employees

10.3 Sub-contracting

10.4 Employee Leasing

10.5 Outsourcing

11.1 Person Specifications11.1.1 Seven Point Plan

Personnels are the most crucial possessions of a company. The success or failure of an organization is largely reliant on the quality of individuals working therein. Without favorable and innovative contributions from people, organizations can not progress and flourish.

In order to attain the objectives or perform the activities of an organization, for that reason, we need to hire people with requisite abilities, certifications and experience. While doing so, we have to keep today along with the future requirements of the company in mind.

Organizations have to recruit people with requisite skills, qualifications and experience if they need to endure and thrive in an extremely competitive environment.

Recruitment Definition

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

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

According to Plumbley, “Recruitment is a coordinating process and the capacities and inclinations of the prospects need to be matched versus the need and rewards intrinsic in a given job or profession pattern.”

Recruitment Process

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

The Job Design is about the agreement about the profile of the perfect job prospect and the agreement about the abilities and competencies, which are important. The info collected can be used during other steps of the recruitment procedure to speed it up.

Opening Job Position

The Opening of the Job Position is generally the task of the HR Recruiter. Skilled and knowledgeable HR Recruiter ought to decide about the best mix of recruitment sources to discover the very best prospects for the task position. This is another essential action in the recruitment procedure.

Collecting and Presenting Job Resumes

The next action is collecting of task resumes and their pre-selection. This action in the recruitment process is very essential today as lots of companies lose a great deal 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 purely by the HRM Function.

Job Interviews

The job interviews are the main step in the recruitment procedure, which need to be clearly created and concurred in between HRM and line management.

The task interview need to discover the job prospect, who meets the requirements and fits finest the corporate 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 finalizes all the other steps and the winner of the task interviews gets the deal from the company to join.

Recruitment Techniques

Recruitment methods are the methods or media by which management contacts potential employees or offer necessary info or exchange concepts or stimulate them to use for jobs.

Recruitment strategies are:

Internal Methods: They are for recruiting internal prospects. These consist of techniques like:

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

Direct Methods: These consist of sending out taking a trip recruiters to educational and expert institutions and staff members’ contacts with the public.

( a) Campus Recruitment
Nature of Recruitment

Recruitment includes the following functions:

– Recruitment is the primary step of appointment.

– It is a constant procedure.

– It is a procedure of identifying sources of human force, drawing in and inspiring them to apply for jobs in organizations.

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

– It is a favorable procedure.

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

Purpose of Recruitment

– Finding out and establishing the source here needed number and type of workers will be readily available.

– Developing suitable techniques to bring in the preferable prospect.

– Employing the method to bring in staff members.

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

Difference Between Recruitment and Selection

– Recruitment indicates looking for sources of labor and promoting people to make an application for jobs, whereas choice implies picking of right sort of individuals for different jobs.

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

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

– Recruitment is a basic procedure, it includes contracting the various sources of labor whereas selection is a complex and lengthy procedure. The candidate has to clear a number of hurdles before they are chosen for a task.

Sources of Recruitment

A source from where candidates are determined, attracted and picked can be categorized into 2: Internal Sources and External Sources.

Modes of Recruitment are:

Transfers.
Promotions.
Retired and Retrenched Employees.
.
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 staff members from within the organization. Internal recruitments are economical, more reliable as the company is conscious of the prospect’s skillset and knowledge and it also motivates the workers and increases their dedication towards the company. Internal sourcing can be done in the following methods:

Transfers

An employee might be shifted from one job to another internally usually of the very same level. The roles and duties of the employees may change but not necessarily the income. This helps the workers to get motivated and attempt something new, assists them break the uniformity of the old job and encourages them to grow by getting more knowledge.

Promotions

As acknowledgment of their performance and experience the workers are moved from a position to a greater position. There is a modification in their duties and duties accompanied with a modification in wage and status. It helps the worker to grow vertically in the company. It refrains him from leaving the company for greener pastures.

Retired and Retrenched Employees

Retired and retrenched workers may likewise be recruited back in case there is high need and scarcity of supply in the industry or there is abrupt boost in workload. These workers are currently knowledgeable about the processes, treatments and culture of the company for this reason they show to be cost efficient.

In this case each employee of the company acts as a recruiter. The workers are motivated to advise the names of their good friends or loved ones working in other organizations. For this they are even rewarded monetarily.

The advantage of staff member referral is that the possible prospect gets first hand details about the task and company culture from the already working worker. Since he knows what he is entering he is expected to stay longer in the company. Also because the trustworthiness of those who recommend is at stake, they tend to suggest those who are extremely motivated and competent.

Job Postings

The Company posts the current and expected job on bulletin board system, electronic media and comparable common portals. This provides a chance to the staff members to carry out career shift and assist them grow within the company.

Deceased and Disabled Employees

In order to make the households of the departed and handicapped workers self-dependent their loved ones or dependents might be used a job in case of any vacancy.

Advantage of Internal Sourcing

– Internal recruitment is less time consuming and economical.

– It is dependable as the organization knows the staff member’s knowledge and ability set.

– There is no need of induction and training as the staff member is already familiar with the processes, procedures and culture of the company.

– It increases the inspiration level of the staff members as they look forward to getting a greater job in the organization instead of trying to find greener pastures outside.

– It boosts the spirits of the workers, enhances their relations with the organization and lowers employee turnover.

– It establishes the spirit of commitment in the employees, makes sure connection of work and organizational stability.

Disadvantage of Internal Sourcing

– Internal sourcing prevents new members, originality and ingenious concepts from entering the company.

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

– The position of the person who is transferred or promoted falls vacant.

– It can create frustration amongst the rest of the staff members 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 used than internal sources. External recruitments are useful in obtaining abilities that are not had by the existing employees; it likewise assists to bring onboard employees from different backgrounds that get a diversity of ideas on the table.

Campus Recruitments

When companies are in search of fresh skills and are concentrating on understanding, communication ability and talent than experience, they approach management colleges, technical institutes etc. The company makes a discussion about its company in order to draw in the students.

Whoever finds it matching with their profession plans requests the job. These applicants are then made to go through series of choice processes like analytical and psychological tests, seminar, interviews etc before the last selection is done.

Management Consultants

Management consultants serve as agents of the employer. They perform the recruitment function on behalf of the customer company by charging them fees or commissions. These specialists have the ability to tailor their services according to the particular needs of the clients therefore easing the line managers from their recruitment function.

Advertisements

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

In certain ads business name, job description and salary plans are mentioned. There are blind ads too where no recognition of the firm is given. These ads are published primarily when the company wishes to fill an internal vacancy or planning to displace an existing staff member.

Trade Associations

There are associations that develop a database of job applicants and provide it to its members throughout regional or national conventions. They likewise publish classified advertisements for employers thinking about 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 person. An ad regarding the time and the location of the interview is given up the newspaper. The prospects are needed to bring their CVs and directly appear for the interview. It is an extremely common mode of recruitment among BPOs and call centres.

Job Fairs

Job fairs are an efficient way of contacting prospective employees and candidates. There are HR hiring supervisors of various companies under one roof. Information and service cards can be exchanged and resumes can be submitted by the candidates.

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

Advantage of External Sourcing

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

– It uses a wider pool for selection. Companies can get candidates with requisite certification.

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

– It causes long term benefits to the organization. Talented pools of individuals bring together with them new techniques of working and brand-new methods to scenarios 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 bring in the ideal candidates, evaluating them, going through a series of tests and interviews and so on. When appropriate prospects are not offered this procedure has to be duplicated once again and again.

– This process proves to be really pricey for the company as the companies need to resort to advertisements, working with consultants and so on for drawing in the right swimming pool of skill.

– It can lower the spirits 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 hire prospects on the basis of their resumes, tests, job interviews etc they might not turn out to be as expected. It may wind up working with somebody who winds up being a misfit and might not be able to adjust in the brand-new established.

Alternatives to Recruitment

Recruitment and selection is a costly and time-consuming process. Moreover, it gets onboard long-term staff members which are difficult 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 need fluctuations.

Hence to eliminate back the short-term stages of high market need for firm’s items, business may resort to options to recruitment that are stated below:

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

In order to meet the additional demand of the firm’s products which lead to excess work load, some employees 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 staff member gets extra incomes as per the agreement signed in between the worker 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 appointed for a period that does not last for long. It is to fill a short-term position which is arranged to be terminated within one or more years for reasons as the completion of a particular job or peak workload.

This helps the company in preventing costs of recruitment, saves time involved, and assist avoid the negative impact of labor turnover etc. However momentary workers might not be extremely loyal to the business, their lack of experience may impact the work output and they tend to take time to change.

Sub-contracting

To finish a specific project or fulfill an abrupt short-lived boost in the need of the company’s items, the business might turn to subcontracting. It is the practice of assigning part of the responsibilities, jobs and duties to another celebration under a contract called subcontractor.

Hiring an outdoors specialist firm to carry out part of the work results in mutual benefits in such cases as the company want to broaden by itself just when the increased need lasts for a specified amount of time.

Employee Leasing

A worker leasing company focuses on recruitment, training, personnel management, payroll accounting and threat administration. The leasing company also takes care of the work guidance, day-to-day duties and other regular elements of work.

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

Outsourcing

Under outsourcing a business process is contracted out to a 3rd celebration, the factor behind outsourcing are many. It decreases the need to work with and train specialized staff as it is sourced out to somebody specializing in that location having the resources and proficiency that causes competitive supremacy with time.

It also assists to reduce capital and operating costs and assists avoid challenging policies, high taxes, labour union agreements etc.

Role Profiles for Recruitment Purposes

Role profiles, define the general function of the role, its reporting relationships and key outcome areas. They may likewise include the list of proficiencies needed. They may be technical (abilities and knowledge required to do a particular job) and behavioral competencies connected to the role.

The profile also consists of the terms (pay, advantages, hours of work, movement, taking a trip, transfers, training, advancement and profession opportunities). The recruitment function provides the basis for individual requirements.

Person Specifications

An individual requirements also understood as recruitment, task or personnel spec is the vital element on which the choice procedure is based. It is the sum total of education, training, experience, credentials an individual needs to carry out the task designated to him.

When the task requirement have actually been specified, they must be categories under ideal 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 give specific headings under which attributes of an ideal candidate can be categorized.

Seven Point Plan

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

– Attainments: Education, qualifications, experience

– General intelligence: Fundamental intellectual capability

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

– Interest: Social, intellectual, physically active, constructional

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

– Circumstances: Domestic circumstances, professions of household.

Five-fold Grading System

Impact on others: Physical cosmetics, job appearance, speech and manner

Acquired knowledge or certification: Education, vocational training, work experience

Innate capabilities: Natural quickness of understanding and aptitude for learning

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

Adjustment: Emotional stability, capability to stand stress and capability to proceed with people.

Attracting Candidates

Attracting candidates is primarily a matter of determining, examining and utilizing the most appropriate sources of candidates. However, where ideal sources of recruitment are not there, then the analysis of aspects contributing to the recruitment in a company need 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 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. aspects
6. Information System

Recruitment needs to be speedy, job but a careful process. A wrong relocation can have a dreadful influence on the endeavor. A couple of steps can be taken to decrease the negative 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

( Click on Topic to Read)

Human Resource Management

Human Resource Planning

Employee Induction

Types of Training

Importance of Training

Training Process

Human Resource 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

Human Resource 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 Personnel Management

Cross Cultural Theories

Dimensions of Culture

HRM Practices
International Selection Process

Expatriate Training

International Compensation
Human Resource Development

Challenges of Personnel Development

Methods of Personnel Development

Steps for Designing HRD Intervention

Employee Orientation

Employee Socialization

Realistic Job Review

360 Degree Assessment
Employee Assistance Program

What is Coaching?

What is Mentoring?

Leadership Development

Management Development

Organisational Development

What is Planned Change

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

What is Group?

Group Dynamics

Organisational Culture

Group Decision Making

Group Conflict

Diversity in the Workplace

Management Topics

What is Management?

Who Is a Manager?

Marketing CIs Management an Art or Science

Classical Management Approach

Planning in Management

Decision Making in Management

Organising in Management

What is Organisation Structure?

What is Departmentation?

What is Span of Control?

What is Authority?

What is Staffing?

What is Human Resource Planning?

What is Job Analysis?

What is Recruitment?

Modern and Others Schools of Management Thought

What is Selection?

What is Coordination?

What is Controlling?

What is Leadership?

What is Organisational Change?

Motivation in Management

Motivation Theories

Maslow’s Hierarchy of Needs

Herzberg Two Factor Theory

Mcclelland’s Needs Theory of Motivation

Go On, Share & Help your Friend

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