What is Recruitment?

Recruitment is the process of bring in and identifying a pool of prospects, from which some will be selected 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 assets of an organization. The success or failure of a company is mainly depending on the quality of the people working therein. Without positive and imaginative contributions from individuals, companies can not advance and succeed.

In order to achieve the goals or perform the activities of a company, therefore, we need to hire individuals with requisite skills, credentials and experience. While doing so, we need to keep the present in addition to the future requirements of the company in mind.

Organizations need to hire individuals with requisite skills, certifications and experience if they have to make it through and grow in a highly competitive environment.

Recruitment Definition

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

DeCenzo and Robbins define it as “Recruitment is the procedure of discovering possible prospects for real or expected organizational vacancies. Or from another point of view, it is a linking activity-bringing together those with tasks to fill and those seeking jobs.”

According to Plumbley, “Recruitment is a coordinating procedure and the capacities and dispositions of the prospects need to be matched versus the need and benefits intrinsic in a given job or career pattern.”

Recruitment Process

The major actions of the recruitment procedure are mentioned as:

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

Job design is the most vital part of the recruitment process. The job design is a stage about the style of the task profile and a clear contract between the line supervisor and the HRM Function.

The Job Design is about the agreement about the profile of the ideal job candidate and the contract about the skills and proficiencies, which are essential. The details gathered can be utilized during other steps of the recruitment process to speed it up.

Opening Job Position

The Opening of the Job Position is typically the task of the HR Recruiter. Skilled and experienced HR Recruiter should decide about the ideal mix of recruitment sources to discover the very best candidates for the job position. This is another crucial action in the recruitment procedure.

Collecting and Presenting Job Resumes

The next step is collecting of task resumes and their pre-selection. This step in the recruitment procedure is extremely crucial today as lots of companies lose a lot of time in this action.

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

Job Interviews

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

The task interview must find the task prospect, who satisfies the requirements and fits finest the business culture and the department.

Job Offer

The task offer 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 deal from the company to sign up with.

Recruitment Techniques

Recruitment techniques are the methods or media by which management contacts potential staff members or offer required info or exchange concepts or promote them to make an application for jobs.

Recruitment methods are:

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

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

Direct Methods: These include sending out travelling employers to academic and professional institutions and employees’ contacts with the public.

( a) Campus Recruitment
Nature of Recruitment

Recruitment involves the following functions:

– Recruitment is the initial step of appointment.

– It is a constant process.

– It is a procedure of identifying sources of human force, attracting and encouraging them to make an application for tasks in organizations.

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

– It is a favorable procedure.

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

Purpose of Recruitment

– Discovering and establishing the source here needed number and type of staff members will be offered.

– Developing appropriate techniques to attract the desirable prospect.

– Employing the technique to bring in employees.

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

Difference Between Recruitment and Selection

– Recruitment indicates looking for sources of labor and promoting people to apply for tasks, whereas selection implies picking of ideal type of individuals for numerous tasks.

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

– It creates a big swimming pool of candidates whereas choice results in a screening of unsuitable candidates.

– Recruitment is a basic process, it involves contracting the numerous sources of labor whereas selection is a complex and lengthy process. The candidate needs to clear a number of difficulties before they are chosen for a job.

Sources of Recruitment

A source from where candidates are identified, 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 approach consists of recruiting, establishing and promoting the employees from within the company. Internal recruitments are economical, more dependable as the organization understands the prospect’s skillset and knowledge and it also encourages the workers 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 exact same level. The roles and duties of the staff members might change however not always the salary. This helps the employees to get encouraged and try something brand-new, assists them break the uniformity of the old task and motivates them to grow by gaining more understanding.

Promotions

As recognition of their performance and experience the are moved from a position to a greater position. There is a change in their duties and duties accompanied with a modification in wage and status. It assists 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 might likewise be recruited back in case there is high demand and shortage of supply in the industry or there is sudden boost in workload. These workers are already aware of the processes, treatments and culture of the organization hence they show to be cost efficient.

In this case each worker of the business functions as an employer. The employees are motivated to recommend the names of their pals or loved ones operating in other companies. For this they are even rewarded monetarily.

The advantage of staff member referral is that the prospective candidate gets initially hand info about the job and organization culture from the already working employee. Since he understands what he is getting into he is expected to remain longer in the company. Also because the reliability of those who recommend is at stake, they tend to advise those who are highly encouraged and skilled.

Job Postings

The Company posts the current and expected vacancy on bulletin board system, electronic media and similar typical portals. This provides an opportunity to the employees to undertake career shift and help them grow within the business.

Deceased and Disabled Employees

In order to make the families of the departed and handicapped staff members self-dependent their relatives or dependents might be offered a task in case of any job.

Advantage of Internal Sourcing

– Internal recruitment is less time consuming and affordable.

– It is reputable as the organization knows the worker’s knowledge and capability.

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

– It increases the motivation level of the staff members as they look forward to getting a greater job in the company instead of searching for greener pastures outside.

– It boosts the morale of the staff members, enhances their relations with the company and reduces worker turnover.

– It establishes the spirit of loyalty in the employees, guarantees continuity of employment and organizational stability.

Disadvantage of Internal Sourcing

– Internal sourcing avoids new blood, creativity and ingenious ideas from entering the company.

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

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

– It can develop frustration among the rest of the employees as there can be bias or partiality in promoting a worker in the organization.

External Sources

New prospects are recruited from outside the organization by different methods and approaches. It is more frequently used than internal sources. External recruitments are valuable in getting abilities that are not possessed by the present employees; it likewise helps to bring onboard workers from various backgrounds that get a diversity of ideas on the table.

Campus Recruitments

When companies remain in search of fresh talents and are focusing on knowledge, communication ability and skill than experience, they approach management colleges, technical institutes etc. The company makes a presentation about its organization in order to draw in the students.

Whoever finds it matching with their profession plans looks for the task. These applicants are then made to go through series of selection processes like analytical and psychological tests, group conversations, interviews and so on before the last selection is done.

Management Consultants

Management consultants serve as agents of the company. They perform the recruitment function on behalf of the client company by charging them fees or commissions. These consultants are able to tailor their services according to the specific requirements of the clients thus alleviating the line managers from their recruitment function.

Advertisements

This media of recruitment is very popular and commonly used as it reaches out a large range of people. It can also be targeted at a specific group or a particular geographical location by selecting a particular newspaper, radio channel etc e.g Business journal.

In specific ads business name, job description and wage packages are pointed out. There are blind ads as well where no identification of the company is given. These ads are published primarily when the organization wishes to fill an internal vacancy or planning to displace an existing employee.

Trade Associations

There are associations that create a database of task seekers and supply it to its members throughout local or nationwide conventions. They also publish classified ads for employers interested in hiring their members.

Walk in Interview

Another upcoming technique of recruitment is walk-in interviews. There is no time and meeting schedule for each person. An advertisement regarding the time and the area of the interview is given in the newspaper. The candidates are needed to carry their CVs and directly stand for the interview. It is a very typical mode of recruitment amongst BPOs and call centres.

Job Fairs

Job fairs are a reliable method of getting in touch with possible employees and candidates. There are HR hiring managers of different companies under one roofing system. Information and company cards can be exchanged and resumes can be submitted by the candidates.

Employers can find the best applicants, employment similarly the applicants can use in numerous organizations together, anywhere they feel the deal is finest and suits their interest.

Advantage of External Sourcing

– New and young blood goes into the company, which have ingenious ideas, new methods that can help to stimulate the existing employees.

– It offers a larger pool for selection. Companies can select up prospects with requisite qualification.

– It produces a competitive environment as it helps the existing employees to work harder in order to match the requirement that the new employees generate.

– It results in long term benefits to the company. Talented pools of people bring along with them new approaches of working and brand-new approaches to situations that helps the company to stay abreast with the competitive world outside.

Disadvantage of External Sourcing

– It is a time consuming process as it includes attracting the right candidates, screening them, going through a series of tests and interviews and so on. When suitable prospects are not available this process needs to be repeated again and once again.

– This process proves to be really costly for the company as the business have to resort to advertisements, working with specialists etc for attracting the best swimming pool of talent.

– It can lower the morale and demotivate the existing staff members as they can feel that their services have not been acknowledged.

– It is less dependable than internal sourcing. Since the companies hire prospects on the basis of their resumes, tests, interviews and so on they might not end up being as expected. It might end up employing somebody who ends up being a misfit and might not be able to adjust in the new established.

Alternatives to Recruitment

Recruitment and choice is a costly and time-consuming procedure. Moreover, it gets onboard irreversible workers which are tough 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 demand variations.

Hence to eliminate back the temporary stages of high market demand for company’s products, business may resort to options to recruitment that are specified below:

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

In order to meet the extra need of the firm’s items which lead to excess work load, some staff members are asked to work overtime under some conditions. Overtime is the quantity of time that someone works beyond the working hours.

In such a case staff member gets additional incomes based on the agreement signed between the employee and the employer. The downside is that the staff member might not work to his complete potential throughout the day in order to make overtime.

Temporary Employees

A temporary employee is designated for a period that does not last for long. It is to fill a short-term position which is arranged to be ended within several years for reasons as the conclusion of a particular job or peak work.

This assists the business in preventing expenses of recruitment, saves time involved, and help avoid the negative impact of labor turnover etc. However short-term employees may not be extremely faithful to the company, their inexperience may impact the work output and they tend to require time to adjust.

Sub-contracting

To complete a particular project or meet a sudden short-lived boost in the need of the company’s items, the business might turn to subcontracting. It is the practice of designating part of the obligations, tasks and responsibilities to another party under a contract called subcontractor.

Hiring an outdoors expert agency to undertake part of the work causes shared advantages in such cases as the company wish to expand by itself only when the increased demand lasts for a specified duration of time.

Employee Leasing

A staff member leasing firm concentrates on recruitment, training, personnel management, payroll accounting and danger administration. The leasing firm also takes care of the work guidance, everyday tasks and other regular elements of work.

For instance a nursing services firm employs many nurses and supplies them to health centers on a contract basis. It provides an advantage to the organization to change its staff members without real layoffs.

Outsourcing

Under contracting out an organization procedure is contracted out to a 3rd party, the factor behind outsourcing are many. It reduces the requirement to employ and train customized staff as it is sourced out to someone concentrating on that area possessing the resources and expertise that causes competitive superiority in time.

It likewise assists to lower capital and operating expenditures and assists prevent difficult regulations, 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 include the list of competencies needed. They may be technical (abilities and understanding required to do a specific job) and behavioral proficiencies connected to the role.

The profile likewise includes the terms and conditions (pay, benefits, hours of work, mobility, travelling, transfers, training, advancement and career chances). The recruitment function supplies the basis for individual requirements.

Person Specifications

An individual requirements likewise understood as recruitment, job or personnel spec is the essential aspect on which the selection procedure is based. It is the sum overall of education, training, employment experience, qualification a person has to perform the job designated to him.

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

There are likewise a variety of standard schemes. The most popular consist of the seven-point plan established by Alec Rodgers in 1952 and the five-point grading system developed by Munro Fraser in 1954. These offer specific headings under which attributes of an ideal candidate can be categorized.

Seven Point Plan

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

– Attainments: Education, certifications, experience

– General intelligence: Fundamental intellectual capacity

– Special abilities: Mechanical, manual mastery, facility in usage of words or figures

– Interest: Social, intellectual, physically active, constructional

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

– Circumstances: Domestic scenarios, occupations of household.

Five-fold Grading System

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

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

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

Motivation: The sort of objectives set by the individual, his/her consistency and determination in following them up, and success in accomplishing them

Adjustment: Emotional stability, ability to stand up stress and ability to proceed with individuals.

Attracting Candidates

Attracting candidates is mainly a matter of identifying, assessing and utilizing the most proper sources of applicants. However, where ideal sources of recruitment are not there, then the analysis of aspects contributing to the recruitment in a company need to be evaluated. 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 & 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 aspects
2. Supply and demand aspects
3. Employment rate
4. Labour market condition
5. Political, Legal & Govt. elements
6. Information System

Recruitment needs to be fast, but a mindful procedure. An incorrect move can have a disastrous impact on the endeavor. A few measures can be required to minimize the negative impact. 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 Planning

Employee Induction

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Importance of Training

Training Process

Human Resource Accounting

Methods of Personnel Accounting

HR Audit

How to Create Training Program
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Performance Appraisal Problems

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Methods of Performance Appraisal
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Effective Recruiting

Selection Process

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Dimensions of Culture

HRM Practices
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International Compensation
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Challenges of Human Resource Development

Methods of Personnel Development

Steps for Designing HRD Intervention

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