Overview

  • Founded Date February 13, 1995
  • Posted Jobs 0
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Company Description

What is Recruitment?

Recruitment is the process of bring in and identifying a swimming pool of candidates, from which some will be chosen 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 important possessions of a company. The success or failure of an organization is mainly reliant on the caliber of individuals working therein. Without positive and imaginative contributions from individuals, companies can not progress and flourish.

In order to accomplish the goals or perform the activities of an organization, for that reason, we need to hire people with requisite abilities, qualifications and experience. While doing so, we have to keep the present in addition to the future requirements of the company in mind.

Organizations have to recruit people with requisite skills, credentials and experience if they need to make it through and grow in a highly competitive environment.

Recruitment Definition

According to Edwin B Flippo, “Recruitment is the process of searching for prospective staff members and stimulating them to look for jobs in the organization”.

DeCenzo and Robbins specify it as “Recruitment is the process of finding possible prospects for real or awaited organizational jobs. Or from another viewpoint, it is a linking activity-bringing together those with jobs to fill and those seeking tasks.”

According to Plumbley, “Recruitment is a coordinating procedure and the capabilities and inclinations of the candidates need to be matched versus the demand and benefits inherent in a provided job or profession 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 design is the most essential part of the recruitment procedure. The task style is a phase about the design of the task profile and a clear arrangement between the line supervisor and the HRM Function.

The Job Design is about the arrangement about the profile of the perfect job prospect and the arrangement about the skills and proficiencies, which are essential. The information gathered can be utilized during other actions of the recruitment process to speed it up.

Opening Job Position

The Opening of the Job Position is usually the task of the HR Recruiter. Skilled and experienced HR Recruiter need to choose about the ideal mix of recruitment sources to find the very best prospects for the task position. This is another key action in the recruitment process.

Collecting and Presenting Job Resumes

The next step is collecting of task resumes and their pre-selection. This step in the recruitment procedure is very important today as numerous organizations lose a great deal of time in this action.

Today, the company can not wait with the pre-selection of the job resumes. Generally, this must be the last step done purely by the HRM Function.

Job Interviews

The job interviews are the primary step in the recruitment process, which should be plainly designed and agreed between HRM and line management.

The job interview must find the job candidate, who fulfills the requirements and fits finest the culture and the department.

Job Offer

The job deal is the last step of the recruitment procedure, 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 join.

Recruitment Techniques

Recruitment techniques are the ways or media by which management contacts prospective employees or provide necessary information or exchange ideas or stimulate them to look for tasks.

Recruitment strategies are:

Internal Methods: They are for hiring internal prospects. These consist of methods like:

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

Direct Methods: These consist of sending out travelling employers to instructional and expert organizations and workers’ contacts with the public.

( a) Campus Recruitment
Nature of Recruitment

Recruitment includes the following functions:

– Recruitment is the primary step of visit.

– It is a constant procedure.

– It is a procedure of recognizing sources of human force, bring in and encouraging them to get jobs in organizations.

– It is an advancement manpower or to operate at the last phase.

– It is a favorable process.

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

Purpose of Recruitment

– Finding out and establishing the source here needed number and kind of employees will be offered.

– Developing suitable techniques to attract the desirable prospect.

– Employing the strategy to draw in staff members.

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

Difference Between Recruitment and Selection

– Recruitment suggests looking for sources of labor and promoting individuals to request tasks, whereas selection means picking of best sort of individuals for different tasks.

– Recruitment is a positive process whereas choice is an unfavorable procedure.

– It develops a big pool of candidates whereas choice results in a screening of inappropriate candidates.

– Recruitment is a basic procedure, it involves contracting the numerous sources of labor whereas selection is a complex and time-consuming process. The candidate has to clear a variety of hurdles before they are picked for a job.

Sources of Recruitment

A source from where candidates are determined, drew in and chose can be classified 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, developing and promoting the employees from within the company. Internal recruitments are economical, more dependable as the organization knows the candidate’s skillset and understanding and it likewise inspires the staff members and increases their commitment towards the organization. Internal sourcing can be done in the following methods:

Transfers

An employee may be shifted from one job to another internally usually of the same level. The roles and responsibilities of the workers might change however not necessarily the income. This assists the staff members to get encouraged and try something brand-new, helps them break the monotony of the old task and motivates them to grow by acquiring more understanding.

Promotions

As acknowledgment of their efficiency and experience the workers are moved from a position to a higher position. There is a modification in their responsibilities and duties accompanied with a modification in income and status. It helps the employee to grow vertically in the organization. It refrains him from leaving the business for greener pastures.

Retired and Retrenched Employees

Retired and retrenched employees might also be hired back in case there is high need and lack of supply in the market or there is unexpected boost in work load. These staff members are already knowledgeable about the processes, treatments and culture of the organization for this reason they prove to be cost efficient.

In this case each staff member of the business functions as an employer. The staff members are motivated to recommend the names of their pals or loved ones working in other organizations. For this they are even rewarded monetarily.

The benefit of staff member referral is that the prospective candidate gets initially hand information about the job and organization culture from the currently working employee. Since he understands what he is getting into he is expected to remain longer in the organization. Also given that the reliability of those who advise is at stake, they tend to advise those who are highly encouraged and competent.

Job Postings

The Company posts the existing and predicted vacancy on bulletin board system, electronic media and comparable common websites. This provides an opportunity to the workers to carry out career shift and assist them grow within the business.

Deceased and Disabled Employees

In order to make the families of the deceased and disabled staff members self-dependent their relatives or dependents might be used a job in case of any job.

Advantage of Internal Sourcing

– Internal recruitment is less time consuming and affordable.

– It is reliable as the company is mindful of the worker’s understanding and skill set.

– There is no requirement of induction and training as the staff member is currently familiar with the processes, treatments and culture of the organization.

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

– It improves the spirits of the staff members, enhances their relations with the company and reduces employee turnover.

– It develops the spirit of loyalty in the employees, ensures continuity of employment and organizational stability.

Disadvantage of Internal Sourcing

– Internal sourcing prevents brand-new blood, creativity and innovative ideas from entering the organization.

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

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

– It can develop discontentment among 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 organization by various ways and methods. It is more frequently used than internal sources. External recruitments are practical in getting skills that are not had by the existing staff members; it likewise assists to bring onboard workers from various backgrounds that get a variety of ideas on the table.

Campus Recruitments

When business are in search of fresh talents and are focusing on understanding, interaction skill and skill than experience, they approach management colleges, technical institutes etc. The business makes a discussion about its organization in order to bring in the trainees.

Whoever discovers it matching with their career plans applies for the task. These applicants are then made to go through series of choice procedures like analytical and psychological tests, seminar, interviews etc before the final choice is done.

Management Consultants

Management consultants serve as representatives of the employer. They carry out the recruitment function on behalf of the customer business by charging them costs or commissions. These consultants are able to tailor their services according to the particular needs of the clients hence easing the line managers from their recruitment function.

Advertisements

This media of recruitment is really popular and typically used as it reaches out a large variety of individuals. It can likewise be targeted at a particular group or a particular geographical area by choosing a specific paper, radio channel and so on e.g Business journal.

In certain advertisements company name, job description and salary packages are mentioned. There are blind advertisements too where no recognition of the company is given. These advertisements are released mainly when the organization desires to fill an internal vacancy or preparing to displace an existing worker.

Trade Associations

There are associations that develop a database of task seekers and provide it to its members throughout regional or national conventions. They likewise publish classified advertisements 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 meeting schedule for each person. An ad concerning the time and the place of the interview is given up the paper. The candidates are needed to bring their CVs and straight stand for the interview. It is an extremely typical mode of recruitment among BPOs and call centres.

Job Fairs

Job fairs are an efficient way of connecting with potential staff members and prospects. There are HR hiring supervisors of different companies under one roof. Information and service cards can be exchanged and resumes can be sent by the candidates.

Employers can spot the best applicants, likewise the candidates can apply in numerous companies together, wherever they feel the offer is finest and matches their interest.

Advantage of External Sourcing

– New and young blood enters the company, which have innovative concepts, brand-new techniques that can help to stimulate the existing staff members.

– It provides a wider swimming pool for choice. Companies can choose up candidates with requisite certification.

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

– It leads to long term benefits to the company. Talented pools of individuals bring together with them new methods of working and brand-new approaches to scenarios that assists the company to remain abreast with the competitive world outside.

Disadvantage of External Sourcing

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

– This procedure proves to be very costly for the organization as the companies need to turn to ads, working with consultants etc for attracting the ideal pool of talent.

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

– It is less dependable than internal sourcing. Since the organizations employ candidates on the basis of their resumes, tests, interviews and so on they may not turn out to be as anticipated. It may wind up working with somebody who ends up being a misfit and may not have the ability to adjust in the new established.

Alternatives to Recruitment

Recruitment and selection is a costly and time-consuming process. Moreover, it gets onboard permanent staff members which are hard to be separated in case they do not carry out based on the requirement or if there is overstaffing due to less work due to market need variations.

Hence to battle back the short-lived stages of high market demand for company’s items, referall.us business might resort to alternatives to recruitment that are mentioned below:

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

In order to satisfy the extra need of the firm’s items which result in excess workload, some workers are asked to work overtime under some terms and conditions. Overtime is the amount of time that someone works beyond the working hours.

In such a case worker gets additional salaries based on the agreement signed between the worker and the company. The downside is that the worker might not work to his complete capacity throughout the day in order to earn overtime.

Temporary Employees

A momentary staff member is selected for a duration 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 conclusion of a specific project or peak work.

This helps the company in preventing expenditures of recruitment, saves time involved, and assist avoid the unfavorable effect of labor turnover etc. However temporary workers might not be really devoted to the company, their inexperience may affect the work output and they tend to take time to change.

Sub-contracting

To complete a specific job or satisfy a sudden short-term increase in the demand of the company’s items, the business may turn to subcontracting. It is the practice of designating part of the commitments, jobs and duties to another party under an agreement called subcontractor.

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

Employee Leasing

An employee leasing firm specializes in recruitment, training, personnel management, payroll accounting and risk administration. The leasing company likewise looks after the work guidance, day-to-day tasks and other regular aspects of work.

For instance a nursing services firm hires lots of nurses and supplies them to health centers on a contract basis. It offers a benefit to the organization to change its staff members without actual layoffs.

Outsourcing

Under outsourcing a business process is contracted out to a 3rd party, the reason behind outsourcing are lots of. It minimizes the need to employ and train specific personnel as it is sourced out to somebody concentrating on that location having the resources and expertise that causes competitive superiority with time.

It likewise helps to lower capital and business expenses and helps prevent troublesome regulations, high taxes, labour union agreements and so on.

Role Profiles for Recruitment Purposes

Role profiles, specify the general purpose of the role, its reporting relationships and key result locations. They might likewise consist of the list of competencies required. They might be technical (abilities and knowledge needed to do a particular job) and behavioral competencies connected to the role.

The profile also includes the terms (pay, benefits, hours of work, movement, taking a trip, transfers, training, development and career opportunities). The recruitment role provides the basis for person specification.

Person Specifications

An individual specification also called recruitment, job or workers specification is the necessary component on which the choice treatment is based. It is the sum overall of education, training, experience, qualification a person has to carry out the task designated to him.

When the task requirement have actually been specified, they ought to be classifications under suitable heads. The fundamental classifications consist of credentials, technical and behavioural competencies.

There are likewise a number of standard plans. 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 give certain headings under which qualities of a perfect candidate can be classified.

Seven Point Plan

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

– Attainments: Education, qualifications, experience

– General intelligence: Fundamental intellectual capability

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

– Interest: Social, intellectual, physically active, constructional

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

– Circumstances: Domestic situations, occupations of family.

Five-fold Grading System

Influence on others: Physical makeup, look, speech and manner

Acquired understanding or somalibidders.com certification: Education, trade training, work experience

Innate abilities: Natural speed of comprehension and aptitude for discovering

Motivation: The sort of goals set by the individual, his or her consistency and determination in following them up, and success in achieving them

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

Attracting Candidates

Attracting candidates is mostly a matter of identifying, assessing and utilizing the most suitable sources of candidates. However, where suitable sources of recruitment are not there, then the analysis of factors contributing to the recruitment in an organization need to be evaluated. Various aspects 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 aspects
2. Supply and need factors
3. Employment rate
4. Labour market condition
5. Political, Legal & Govt. aspects
6. Information System

Recruitment needs to be rapid, but a mindful process. A wrong move can have a devastating influence on the endeavor. A couple of steps can be required 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 Candidate Pool
Recruitment Policy
Internal and External Sources
Human Resources Tutorial

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Personnel Management

Personnel Planning

Employee Induction

Kinds of Training

Importance of Training

Training Process

Personnel Accounting

Methods of Personnel Accounting

HR Audit

How to Create Training Program
What is Motivation?

Performance Appraisal

Performance Appraisal Process

Performance Appraisal Problems

Management by Objectives

360 Degree Performance Appraisal

What is Compensation?

Employee Discipline

What is Employee Grievance?

What is Collective Bargaining?

What is HRIS?

Competency Based Training
Personnel Planning

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 Human Resource Management

Cross Cultural Theories

Dimensions of Culture

HRM Practices
International Selection Process

Expatriate Training

International Compensation
Human Resource Development

Challenges of Human Resource Development

Methods of Human Resource 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 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?

What is Authority?

What is Staffing?

What is Personnel 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

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