What is Recruitment?

Recruitment is the process of attracting and identifying a 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

Human resources are the most essential possessions of a company. The success or failure of an organization is mainly based on the caliber of individuals working therein. Without favorable and creative contributions from people, companies can not advance and .

In order to attain the goals or carry out the activities of a company, therefore, we require to recruit individuals with requisite abilities, credentials and experience. While doing so, we have to keep the present as well as the future requirements of the company in mind.

Organizations have to hire people with requisite abilities, qualifications and experience if they have to endure and thrive in a highly competitive environment.

Recruitment Definition

According to Edwin B Flippo, “Recruitment is the procedure of looking for potential employees and promoting them to use for jobs in the company”.

DeCenzo and Robbins define it as “Recruitment is the procedure of finding possible candidates for actual or awaited organizational jobs. Or from another point of view, it is a linking activity-bringing together those with jobs to fill and those looking for tasks.”

According to Plumbley, “Recruitment is a matching process and the capacities and inclinations of the prospects need to be matched against the demand and benefits intrinsic in a given job or career pattern.”

Recruitment Process

The significant steps of the recruitment process are mentioned as:

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

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

The Job Design is about the contract about the profile of the perfect task candidate and the arrangement about the abilities and proficiencies, which are vital. The details collected can be used during other actions of the recruitment procedure to speed it up.

Opening Job Position

The Opening of the Job Position is typically the job of the HR Recruiter. Skilled and experienced HR Recruiter must decide about the ideal mix of recruitment sources to find the very best prospects for the job position. This is another key action in the recruitment process.

Collecting and Presenting Job Resumes

The next action is gathering of job resumes and their pre-selection. This action in the recruitment process is really crucial today as many 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 must be the last action done simply by the HRM Function.

Job Interviews

The task interviews are the main step in the recruitment procedure, which must be clearly developed and concurred in between HRM and line management.

The task interview should discover the task candidate, who meets the requirements and fits finest the business culture and employment the department.

Job Offer

The job deal is the last step of the recruitment process, which is done by the HRM Function, it finalizes all the other steps and the winner of the job interviews gets the deal from the company to join.

Recruitment Techniques

Recruitment techniques are the ways or media by which management contacts potential staff members or offer essential information or exchange ideas or stimulate them to obtain jobs.

Recruitment strategies are:

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

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

Direct Methods: These include sending travelling recruiters to educational and professional institutions and workers’ contacts with the general public.

( a) Campus Recruitment
Nature of Recruitment

Recruitment involves the following features:

– Recruitment is the first action of visit.

– It is a constant procedure.

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

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

– It is a positive procedure.

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

Purpose of Recruitment

– Discovering and developing the source here required number and sort of employees will be available.

– Developing ideal strategies to attract the desirable prospect.

– Employing the method to attract employees.

– Stimulating as numerous prospects as possible and asking to request tasks irrespective of the number of prospects needed 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 suggests searching for sources of labor and stimulating individuals to request jobs, whereas choice implies picking of right type of people for numerous jobs.

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

– It develops a big pool of candidates whereas selection leads to a screening of inappropriate prospects.

– Recruitment is an easy procedure, it includes contracting the different sources of labor whereas selection is a complex and time-consuming process. The candidate has to clear a variety of difficulties before they are chosen for a job.

Sources of Recruitment

A source from where prospects are recognized, brought in and picked 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 includes recruiting, developing and promoting the employees from within the organization. Internal recruitments are economical, more dependable as the company is mindful of the prospect’s skillset and understanding and it also encourages the workers and increases their commitment towards the organization. Internal sourcing can be carried out in the following methods:

Transfers

An employee may be moved from one job to another internally typically of the very same level. The roles and responsibilities of the staff members may alter but not necessarily the salary. This helps the workers to get inspired and attempt something new, assists them break the dullness of the old task and encourages them to grow by getting more knowledge.

Promotions

As recognition of their effectiveness and experience the staff members are moved from a position to a greater position. There is a change in their responsibilities and responsibilities accompanied with a modification in salary and status. It assists the worker to grow vertically in the organization. It refrains him from leaving the business for greener pastures.

Retired and Retrenched Employees

Retired and retrenched workers might also be hired back in case there is high demand and scarcity of supply in the market or there is abrupt increase in workload. These employees are currently aware of the procedures, treatments and culture of the company thus they show to be cost effective.

In this case each staff member of the business serves as an employer. The employees are encouraged to advise the names of their buddies or loved ones operating in other companies. For this they are even rewarded monetarily.

The benefit of worker recommendation is that the prospective prospect gets first hand details about the task and organization culture from the already working staff member. Since he knows what he is entering into he is anticipated to stay longer in the company. Also given that the credibility of those who recommend is at stake, they tend to suggest those who are highly motivated and competent.

Job Postings

The Company posts the current and predicted vacancy on bulletin boards, electronic media and comparable common portals. This gives an opportunity 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 families of the departed and handicapped workers self-sufficient their loved ones or dependents might be offered a task in case of any job.

Advantage of Internal Sourcing

– Internal recruitment is less time consuming and economical.

– It is reliable as the organization knows the worker’s understanding and ability.

– There is no need of induction and training as the employee is already aware of the processes, treatments and culture of the organization.

– It increases the motivation level of the employees as they eagerly anticipate getting a higher job in the company instead of trying to find greener pastures outside.

– It enhances the spirits of the staff members, improves their relations with the organization and minimizes staff member turnover.

– It develops the spirit of loyalty in the workers, ensures continuity of work and organizational stability.

Disadvantage of Internal Sourcing

– Internal sourcing avoids brand-new blood, originality and ingenious concepts from entering the organization.

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

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

– It can produce frustration among the remainder of the staff members as there can be predisposition or partiality in promoting a staff member in the company.

External Sources

New prospects are recruited from outside the company by various ways and techniques. It is more typically used than internal sources. External recruitments are useful in obtaining abilities that are not had by the existing staff members; it likewise assists to bring onboard workers from different backgrounds that get a variety of concepts on the table.

Campus Recruitments

When companies are in search of fresh talents and are concentrating on knowledge, interaction ability and skill 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 discovers it matching with their profession strategies applies for the job. These candidates are then made to go through series of selection procedures like analytical and psychological tests, seminar, interviews etc before the last choice is done.

Management Consultants

Management specialists act as agents of the employer. They perform the recruitment function on behalf of the client company by charging them costs or commissions. These specialists are able to customize their services according to the particular needs of the customers therefore alleviating the line supervisors from their recruitment function.

Advertisements

This media of recruitment is popular and commonly used as it connects a vast array of individuals. It can likewise be targeted at a particular group or a particular geographical location by choosing a particular newspaper, radio channel etc e.g Business journal.

In particular advertisements company name, task description and income plans are discussed. There are blind advertisements as well where no identification of the firm is offered. These ads are released mostly when the company wishes to fill an internal vacancy or planning to displace an existing staff member.

Trade Associations

There are associations that produce a database of job seekers and offer it to its members throughout local or national conventions. They likewise publish classified ads for employers 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 person. An advertisement concerning the time and employment the area of the interview is given up the newspaper. The prospects are needed to bring their CVs and directly stand for the interview. It is a very common mode of recruitment amongst BPOs and call centres.

Job Fairs

Job fairs are an effective method of contacting potential workers and prospects. There are HR hiring managers of numerous business under one roof. Information and business cards can be exchanged and resumes can be sent by the candidates.

Employers can spot the ideal applicants, likewise the candidates can apply in numerous organizations together, wherever they feel the offer is finest and suits their interest.

Advantage of External Sourcing

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

– It offers a broader pool for choice. Companies can get prospects with requisite certification.

– It produces a competitive environment as it helps the existing workers to work harder in order to match the standard that the brand-new workers bring in.

– It results in long term benefits to the company. Talented pools of individuals bring along with them new approaches of working and brand-new techniques to scenarios that assists the company to remain informed with the competitive world exterior.

Disadvantage of External Sourcing

– It is a time consuming procedure as it includes attracting the ideal candidates, screening them, going through a series of tests and interviews etc. When suitable prospects are not readily available this process has to be repeated again and again.

– This process shows to be extremely expensive for the company as the companies have to turn to advertisements, hiring consultants etc for attracting the right swimming pool of talent.

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

– It is less reputable than internal sourcing. Since the organizations hire candidates on the basis of their resumes, tests, interviews etc they might not end up being as expected. It might end up working with somebody who ends up being a misfit and might not have the ability to adjust in the brand-new set up.

Alternatives to Recruitment

Recruitment and selection is a pricey and lengthy procedure. Moreover, it gets onboard long-term workers which are tough to be separated in case they do not carry out according to the requirement or if there is overstaffing due to less work due to market need changes.

Hence to eliminate back the short-lived phases of high market demand for firm’s products, business may resort to options to recruitment that are mentioned below:

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

In order to meet the extra demand of the company’s products which result in excess work load, some staff members are asked to work overtime under some conditions. Overtime is the quantity of time that somebody works beyond the working hours.

In such a case employee gets additional incomes as per the contract signed in between the staff member and the company. The disadvantage is that the employee might not work to his full capacity 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 scheduled to be ended within several years for factors as the conclusion of a specific project or peak work.

This assists the company in preventing costs of recruitment, saves time involved, and assist avoid the unfavorable impact of labor turnover etc. However short-term workers may not be really faithful to the business, their inexperience may impact the work output and they tend to take time to change.

Sub-contracting

To finish a particular task or fulfill a sudden short-term increase in the need of the business’s items, the business might turn to subcontracting. It is the practice of assigning part of the commitments, tasks and obligations to another celebration under a contract called subcontractor.

Hiring an outdoors specialist company to undertake part of the work leads to mutual benefits in such cases as the company would like to broaden on its own only when the increased demand lasts for a specific amount of time.

Employee Leasing

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

For instance a nursing services firm works with lots of nurses and supplies them to hospitals on a contract basis. It supplies a benefit to the organization to alter its employees without real layoffs.

Outsourcing

Under outsourcing an organization process is contracted out to a 3rd celebration, the factor behind outsourcing are lots of. It reduces the requirement to hire and train customized personnel as it is sourced out to someone focusing on that area possessing the resources and proficiency that causes competitive supremacy over time.

It likewise assists to lower capital and business expenses and helps avoid burdensome regulations, high taxes, labour union agreements and so on.

Role Profiles for Recruitment Purposes

Role profiles, define the total function of the role, employment its reporting relationships and essential outcome locations. They may also consist of the list of proficiencies required. They may be technical (skills and understanding required to do a specific task) and behavioral competencies connected to the function.

The profile also includes the terms and conditions (pay, advantages, hours of work, movement, taking a trip, transfers, training, development and career chances). The recruitment function offers the basis for person spec.

Person Specifications

An individual requirements likewise understood as recruitment, job or personnel requirements is the vital aspect on which the choice procedure is based. It is the sum overall of education, training, experience, certification a person needs to carry out the job assigned to him.

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

There are likewise a variety of traditional schemes. The most popular consist of the seven-point strategy developed by Alec Rodgers in 1952 and the five-point grading system established by Munro Fraser in 1954. These offer specific headings under which characteristics of a perfect prospect can be classified.

Seven Point Plan

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

– Attainments: Education, certifications, experience

– General intelligence: Fundamental intellectual capability

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

– Interest: Social, intellectual, physically active, constructional

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

– Circumstances: Domestic scenarios, occupations of family.

Five-fold Grading System

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

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

Innate abilities: Natural quickness of comprehension and ability for discovering

Motivation: The kind of objectives set by the individual, his/her consistency and decision in following them up, and success in attaining them

Adjustment: Emotional stability, ability to stand up stress and capability to get on with people.

Attracting Candidates

Attracting prospects is mainly a matter of determining, evaluating and using the most proper sources of applicants. However, where ideal sources of recruitment are not there, then the analysis of factors contributing to the recruitment in an organization need to be evaluated. Various elements to be taken under consideration are as follows:

Internal Factors

– Company’s pay plan
– 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. aspects
6. Information System

Recruitment must be fast, however a careful process. An incorrect relocation can have a devastating influence on the endeavor. A couple of steps can be taken to minimize the negative effect. They are:

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

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Personnel Management

Personnel Planning

Employee Induction

Types 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

Personnel Demand Forecasting

What is Personnel Development?

Methods of Performance Appraisal
What is Job Analysis?

What is Job Design?

Recruitment Meaning

Effective Recruiting

Selection Process

What is Employee Induction?
International Personnel Management

Cross Cultural Theories

Dimensions of Culture

HRM Practices
International Selection Process

Expatriate Training

International Compensation
Personnel Development

Challenges of Personnel 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

Kinds Of OD Interventions
What is Performance Management?

Performance Management System

Performance Planning

Competency Mapping

What is Performance Appraisal?

Employee Performance Monitoring
Performance Counselling

Performance Management and Reward

Ethics in Performance Management

Role of HR Professionals in Performance Management

What is Group?

Group Dynamics

Organisational Culture

Group Decision Making

Group Conflict

Diversity in the Workplace

Management Topics

What is Management?

Who Is a Supervisor?

Marketing CIs Management an Art or Science

Classical Management Approach

Planning in Management

Decision Making in Management

Organising in Management

What is Organisation Structure?

What is Departmentation?

What is Span of Control?

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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