What is Recruitment?

Recruitment is the process of drawing in and determining 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

Human resources are the most important properties of an organization. The success or failure of an organization is largely reliant on the caliber of the individuals working therein. Without positive and imaginative contributions from individuals, organizations can not advance and prosper.

In order to achieve the objectives or perform the activities of a company, therefore, we need to hire people with requisite abilities, credentials and experience. While doing so, we need to keep today in addition to the future requirements of the company in mind.

Organizations have to hire people with requisite skills, qualifications and experience if they have to survive and grow in a highly competitive environment.

Recruitment Definition

According to Edwin B Flippo, “Recruitment is the process of looking for prospective workers and stimulating them to make an application for jobs in the company”.

DeCenzo and Robbins specify it as “Recruitment is the procedure of discovering potential prospects for actual or awaited organizational jobs. Or from another viewpoint, it is a connecting activity-bringing together those with tasks to fill and those seeking jobs.”

According to Plumbley, “Recruitment is a coordinating procedure and the capacities and inclinations of the prospects need to be matched against the demand and benefits inherent in a given task or profession pattern.”

Recruitment Process

The major steps of the recruitment process are specified as:

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

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

The Job Design has to do with the agreement about the profile of the perfect task prospect and the contract about the skills and proficiencies, which are vital. The information collected can be used throughout other actions of the recruitment process 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 should decide about the right mix of recruitment sources to find the finest candidates for the task position. This is another crucial action in the recruitment procedure.

Collecting and Presenting Job Resumes

The next action is collecting of job resumes and their pre-selection. This step in the recruitment process is extremely crucial today as numerous organizations lose a lot of time in this step.

Today, the company 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 process, which must be clearly created and concurred in between HRM and line management.

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

Job Offer

The job deal is the last action of the recruitment process, which is done by the HRM Function, it finalizes all the other actions and the winner of the job interviews gets the offer from the organization to sign up with.

Recruitment Techniques

Recruitment methods are the methods or media by which management contacts prospective staff members or provide essential info or exchange ideas or promote them to request jobs.

Recruitment techniques are:

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

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

Direct Methods: These include sending taking a trip recruiters to educational and professional institutions and employees’ contacts with the general public.

( a) Campus Recruitment
Nature of Recruitment

Recruitment includes the following features:

– Recruitment is the initial step of appointment.

– It is a constant procedure.

– It is a process of identifying sources of human force, drawing in and encouraging them to request jobs in companies.

– It is an advancement workforce or to work at the last phase.

– It is a favorable procedure.

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

Purpose of Recruitment

– Discovering and establishing the source here required number and type of employees will be readily available.

– Developing suitable techniques to bring in the preferable candidate.

– Employing the strategy to draw in staff members.

– Stimulating as lots of candidates as possible and asking them to get jobs irrespective of the variety of candidates 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 means browsing for sources of labor and promoting people to make an application for tasks, whereas selection suggests selecting of ideal sort of individuals for numerous tasks.

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

– It creates a big pool of applicants whereas choice causes a screening of inappropriate candidates.

– Recruitment is a basic procedure, it includes contracting the various sources of labor whereas choice is a complex and lengthy procedure. The prospect needs to clear a number of obstacles before they are chosen for a task.

Sources of Recruitment

A source from where prospects are identified, attracted and selected 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 technique consists of recruiting, establishing and promoting the staff members from within the organization. Internal recruitments are economical, more dependable as the company understands the prospect’s skillset and understanding and it likewise motivates the employees and increases their dedication towards the company. Internal sourcing can be carried out in the following methods:

Transfers

A worker might be moved from one job to another internally generally of the very same level. The roles and obligations of the staff members may alter but not necessarily the wage. This helps the staff members to get motivated and try something new, assists them break the uniformity of the old task and encourages them to grow by acquiring more knowledge.

Promotions

As acknowledgment of their performance and experience the staff members are moved from a position to a greater position. There is a modification in their responsibilities and obligations accompanied with a modification in salary and status. It assists the staff member to grow vertically in the organization. It refrains him from leaving the company for greener pastures.

Retired and Retrenched Employees

Retired and retrenched employees might also be hired back in case there is high demand and lack of supply in the industry or there is sudden increase in workload. These employees are currently conscious of the processes, treatments and culture of the organization for this reason they show to be cost effective.

In this case each worker of the company serves as a recruiter. The staff members are motivated to recommend the names of their good friends or loved ones working in other companies. For this they are even rewarded monetarily.

The advantage of employee referral is that the possible prospect gets initially hand details about the task and organization culture from the already working worker. Since he knows what he is getting into he is expected to stay longer in the company. Also because the credibility of those who recommend is at stake, they tend to advise those who are highly encouraged and skilled.

Job Postings

The Company posts the existing and predicted vacancy on publication boards, electronic media and similar common portals. This offers a chance to the staff members to undertake career shift and help them grow within the business.

Deceased and Disabled Employees

In order to make the households of the departed and handicapped employees their loved ones or dependents might be offered a task in case of any vacancy.

Advantage of Internal Sourcing

– Internal recruitment is less time consuming and cost-effective.

– It is dependable as the company understands the worker’s knowledge and ability.

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

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

– It improves the morale of the workers, improves their relations with the organization and decreases employee turnover.

– It establishes the spirit of loyalty in the workers, makes sure connection of employment and organizational stability.

Disadvantage of Internal Sourcing

– Internal sourcing avoids brand-new blood, originality and innovative ideas from getting in the organization.

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

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

– It can produce frustration amongst the rest of the staff members 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 various methods and methods. It is more typically used than internal sources. External recruitments are handy in acquiring skills that are not had by the existing employees; it also helps to bring onboard employees from different backgrounds that get a diversity of concepts on the table.

Campus Recruitments

When companies are in search of fresh talents and are focusing on knowledge, interaction ability and talent than experience, they approach management colleges, technical institutes etc. The business makes a discussion about its company in order to attract the trainees.

Whoever finds it matching with their profession strategies makes an application for the task. These candidates are then made to go through series of selection processes like analytical and mental tests, group discussions, interviews etc before the last selection is done.

Management Consultants

Management consultants act 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 specific needs of the customers therefore easing the line supervisors from their recruitment function.

Advertisements

This media of recruitment is preferred and commonly used as it connects a wide variety of individuals. It can likewise be targeted at a particular group or a particular geographic area by choosing a particular newspaper, radio channel etc e.g Business journal.

In certain advertisements business name, job description and wage bundles are discussed. There are blind advertisements too where no recognition of the firm is offered. These advertisements are released mainly when the organization desires to fill an internal vacancy or planning to displace an existing staff member.

Trade Associations

There are associations that create a database of task seekers and supply it to its members during regional or nationwide conventions. They likewise release classified ads for employers thinking about hiring their members.

Walk in Interview

Another upcoming technique of recruitment is walk-in interviews. There is no time at all and meeting schedule for each individual. An advertisement relating to the time and the area of the interview is provided in the newspaper. The candidates are needed to bring their CVs and straight 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 prospective staff members and candidates. There are HR hiring supervisors of different business under one roofing system. Information and company cards can be exchanged and resumes can be sent by the prospects.

Employers can spot the best applicants, similarly the applicants can apply in many companies together, any place they feel the deal is best and fits their interest.

Advantage of External Sourcing

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

– It offers a broader swimming pool for choice. Companies can get candidates with requisite qualification.

– It creates 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 leads to long term benefits to the company. Talented swimming pools of people bring along with them new techniques of working and new methods to situations that assists the organization to stay informed with the competitive world exterior.

Disadvantage of External Sourcing

– It is a time consuming procedure as it involves attracting the best prospects, evaluating them, going through a series of tests and interviews and so on. When suitable prospects are not available this process has actually to be repeated once again and again.

– This procedure proves to be really pricey for the organization as the business have to resort to ads, hiring experts etc for attracting the right swimming pool of skill.

– It can lower 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 companies employ candidates on the basis of their resumes, tests, interviews etc they may not turn out to be as expected. It may end up hiring someone who ends up being a misfit and might not be able to adjust in the brand-new established.

Alternatives to Recruitment

Recruitment and selection is an expensive and time-consuming process. Moreover, it gets onboard permanent staff members which are difficult 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 demand fluctuations.

Hence to combat back the short-lived stages of high market need for company’s products, companies may resort to options to recruitment that are specified below:

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

In order to fulfill the additional demand of the company’s products which result in excess workload, some workers 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 employee gets additional earnings as per the contract signed between the employee and the company. The drawback is that the employee may not work to his full potential throughout the day in order to make overtime.

Temporary Employees

A momentary staff member is selected for a period that does not last for long. It is to fill a short term position which is set up to be terminated within one or more years for factors as the conclusion of a particular job 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 short-term workers may not be really devoted to the company, their inexperience might impact the work output and they tend to require time to change.

Sub-contracting

To finish a specific task or fulfill an abrupt short-term increase in the demand of the company’s items, the business might resort to subcontracting. It is the practice of assigning part of the responsibilities, jobs and responsibilities to another party under an agreement understood as subcontractor.

Hiring an outside professional firm to carry out part of the work causes shared advantages in such cases as the company want to expand on its own only when the increased demand lasts for a given amount of time.

Employee Leasing

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

For example a nursing services firm employs numerous nurses and job provides them to healthcare facilities on a contract basis. It supplies an advantage to the company to change its workers without real layoffs.

Outsourcing

Under contracting out a service procedure is contracted out to a third party, the reason behind outsourcing are lots of. It minimizes the need to work with and train specialized staff as it is sourced out to someone concentrating on that area possessing the resources and know-how that leads to competitive superiority in time.

It likewise assists to reduce capital and operating costs and assists prevent troublesome regulations, high taxes, labour union contracts and so on.

Role Profiles for Recruitment Purposes

Role profiles, specify the total purpose of the function, its reporting relationships and crucial outcome areas. They may also consist of the list of competencies needed. They may be technical (skills and knowledge needed to do a particular task) and behavioral competencies attached to the role.

The profile also consists of the terms and conditions (pay, advantages, hours of work, mobility, travelling, transfers, training, development and profession chances). The recruitment function supplies the basis for individual requirements.

Person Specifications

An individual spec likewise known as recruitment, job or personnel spec is the vital element on which the selection treatment is based. It is the amount total of education, training, experience, certification an individual needs to perform the task assigned to him.

When the task requirement have actually been defined, they ought to be classifications under appropriate heads. The fundamental categories consist of qualification, technical and behavioural competencies.

There are also 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 established by Munro Fraser in 1954. These offer certain headings under which attributes of a perfect candidate can be classified.

Seven Point Plan

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

– Attainments: Education, credentials, experience

– General intelligence: Fundamental intellectual capacity

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

– Interest: Social, intellectual, physically active, constructional

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

– Circumstances: Domestic circumstances, occupations of family.

Five-fold Grading System

Influence on others: Physical make-up, job look, speech and manner

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

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

Motivation: job The type of objectives set by the person, his or her consistency and determination in following them up, and success in accomplishing them

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

Attracting Candidates

Attracting prospects is mostly a matter of identifying, evaluating and utilizing the most suitable sources of candidates. However, where ideal sources of recruitment are not there, then the analysis of elements contributing to the recruitment in an organization need to be examined. Various aspects to be taken under consideration are as follows:

Internal Factors

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

External Factors

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

Recruitment needs to be quick, however a mindful process. A wrong move can have a dreadful effect on the endeavor. A couple of procedures can be taken to decrease 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

( Click Topic to Read)

Human Resource Management

Human Resource Planning

Employee Induction

Kinds of Training

Importance of Training

Training Process

Personnel Accounting

Methods of Human Resource 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

Personnel 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 Human Resource 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 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 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 out on something in BCOM/BBA Study Material or You desire something More? Begin! Tell us what you believe about our post on What is Recruitment in the remarks section and Share this post with your buddies.