What is Recruitment?

Recruitment is the process of drawing in and recognizing a pool of candidates, 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 assets of an organization. The success or failure of an organization is largely depending on the quality of the people working therein. Without favorable and creative contributions from individuals, companies can not advance and succeed.

In order to accomplish the objectives or perform the activities of a company, therefore, we need to recruit 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 need to recruit people with requisite abilities, credentials and experience if they need to endure and thrive in an extremely competitive environment.

Recruitment Definition

According to Edwin B Flippo, “Recruitment is the procedure of looking for prospective employees and stimulating them to request jobs in the organization”.

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

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

Recruitment Process

The significant steps of the recruitment procedure are specified as:

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

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

The Job Design has to do with the contract about the profile of the perfect task candidate and the agreement about the abilities and competencies, which are vital. The details collected can be utilized throughout other actions of the recruitment procedure 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 should decide about the ideal mix of recruitment sources to find the very best candidates for the task position. This is another essential step in the recruitment process.

Collecting and Presenting Job Resumes

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

Today, the company can not wait with the pre-selection of the task resumes. Generally, this need to be the last step done simply by the HRM Function.

Job Interviews

The task interviews are the main action in the recruitment process, which need to be plainly developed and agreed between HRM and line management.

The job interview must find the task prospect, who meets the requirements and fits best the corporate culture and the department.

Job Offer

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

Recruitment Techniques

Recruitment strategies are the means or media by which management contacts potential staff members or offer necessary details or exchange ideas or stimulate them to obtain tasks.

Recruitment techniques are:

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

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

Direct Methods: These consist of sending out taking a trip recruiters to instructional and professional institutions and workers’ contacts with the general public.

( a) Campus Recruitment
Nature of Recruitment

Recruitment includes the following features:

– Recruitment is the primary step of appointment.

– It is a continuous process.

– It is a process of identifying sources of human force, attracting and inspiring them to request jobs in organizations.

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

– It is a favorable process.

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

Purpose of Recruitment

– Discovering and developing the source here needed number and type of workers will be available.

– Developing ideal techniques to bring in the preferable candidate.

– Employing the technique to bring in workers.

– Stimulating as lots of candidates as possible and asking to look for jobs regardless of the variety of prospects required in order to increase the selection ratio (i.e., variety of application per one task vacancy) due to lower yield ratio.

Difference Between Recruitment and Selection

– Recruitment indicates searching for sources of labor and stimulating individuals to obtain tasks, whereas selection suggests selecting of ideal sort of individuals for different jobs.

– Recruitment is a positive process whereas choice is a negative procedure.

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

– Recruitment is a simple process, it includes contracting the different sources of labor whereas selection is a complex and lengthy process. The prospect has to clear a variety of hurdles before they are picked for a task.

Sources of Recruitment

A source from where candidates are identified, attracted 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 method includes recruiting, establishing and promoting the staff members from within the organization. Internal recruitments are economical, more trusted as the company is mindful of the candidate’s skillset and knowledge and it also inspires the employees and increases their commitment towards the organization. Internal sourcing can be carried out in the following ways:

Transfers

An employee might be moved from one job to another internally generally of the same level. The roles and duties of the staff members might change but not necessarily the income. This assists the staff members to get encouraged and attempt something brand-new, assists them break the dullness of the old job and motivates them to grow by getting more understanding.

Promotions

As recognition of their performance and experience the employees are moved from a position to a higher position. There is a modification in their duties and responsibilities accompanied with a change in salary and status. It helps the worker 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 need and scarcity of supply in the market or there is sudden increase in work load. These workers are already familiar with the procedures, procedures and culture of the company hence they prove to be cost reliable.

In this case each staff member of the company functions as a recruiter. The workers are encouraged to advise the names of their friends or relatives operating in other organizations. For this they are even rewarded monetarily.

The benefit of employee recommendation is that the prospective prospect gets initially hand info about the task and organization culture from the already working staff member. Since he understands what he is getting into he is expected to stay longer in the company. Also since the trustworthiness of those who suggest is at stake, they tend to recommend those who are highly motivated and skilled.

Job Postings

The Company posts the present and anticipated vacancy on publication boards, electronic media and similar typical portals. This offers a chance to the workers 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 disabled workers self-dependent their family members or dependents may be offered a job in case of any job.

Advantage of Internal Sourcing

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

– It is dependable as the organization is conscious of the employee’s understanding and ability set.

– There is no requirement of induction and training as the staff member is currently conscious of the procedures, treatments and culture of the organization.

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

– It boosts the spirits of the workers, referall.us enhances their relations with the company and decreases worker turnover.

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

Disadvantage of Internal Sourcing

– Internal sourcing prevents brand-new blood, creativity and ingenious concepts from going into the organization.

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

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

– It can develop dissatisfaction amongst the remainder of the employees as there can be predisposition or partiality in promoting a staff member in the organization.

External Sources

New candidates are hired from outside the company by various ways and methods. It is more commonly used than internal sources. External recruitments are practical in obtaining skills that are not possessed by the current employees; it also assists to bring onboard employees from different backgrounds that get a diversity of concepts on the table.

Campus Recruitments

When business remain in search of fresh talents and are concentrating 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 students.

Whoever discovers it matching with their profession strategies gets the task. 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 consultants act as representatives of the company. They perform the recruitment function on behalf of the client business by charging them costs or commissions. These experts are able to tailor their services according to the particular needs of the customers thus relieving the line supervisors from their recruitment function.

Advertisements

This media of recruitment is popular and frequently utilized as it reaches out a vast array of people. It can likewise be targeted at a specific group or a particular geographical area by selecting a particular paper, radio channel etc e.g Business journal.

In specific advertisements business name, task description and salary packages are mentioned. There are blind ads also where no recognition of the company is offered. These advertisements are published mainly when the company wishes to fill an internal job or planning to displace an existing employee.

Trade Associations

There are associations that produce a database of job seekers and provide it to its members throughout regional or national conventions. They also release classified advertisements for employers 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 individual. An ad relating to the time and the location of the interview is offered in the paper. The prospects are needed to bring their CVs and directly stand for the interview. It is a really typical mode of recruitment amongst BPOs and call centres.

Job Fairs

Job fairs are a reliable way of contacting prospective workers and prospects. There are HR hiring supervisors of various companies under one roofing system. Information and business cards can be exchanged and resumes can be submitted by the candidates.

Employers can identify the ideal applicants, similarly the applicants can use 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 organization, which have innovative ideas, new approaches that can help to stimulate the existing workers.

– It offers a larger swimming pool for selection. Companies can get candidates with requisite credentials.

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

– It leads to long term benefits to the company. Talented pools of people bring along with them brand-new techniques of working and new approaches to scenarios that the organization to remain abreast 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 ideal candidates are not available this procedure has actually to be repeated once again and once again.

– This procedure proves to be really costly for the organization as the business have to turn to ads, working with specialists etc for bring in the best pool of talent.

– It can reduce the morale and demotivate the existing employees 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 may not end up being as anticipated. It may wind up hiring somebody who ends up being a misfit and may not be able to adjust in the new set up.

Alternatives to Recruitment

Recruitment and choice is a pricey and time-consuming procedure. Moreover, it gets onboard long-term staff members which are hard 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 fluctuations.

Hence to battle back the temporary stages of high market need 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 fulfill the additional need of the company’s items which lead to excess work load, some employees are asked to work overtime under some terms and conditions. Overtime is the quantity of time that someone works beyond the working hours.

In such a case staff member gets additional salaries based on the contract signed in between the worker and the company. The disadvantage is that the worker may not work to his full potential throughout the day in order to make overtime.

Temporary Employees

A momentary staff member is appointed for a period that does not last for long. It is to fill a short-term position which is arranged to be ended within several years for reasons as the conclusion of a particular task or peak work.

This helps the company in avoiding costs of recruitment, saves time involved, and help avoid the unfavorable impact of labor turnover etc. However short-term staff members might not be extremely faithful to the business, their lack of experience might affect the work output and they tend to take time to adjust.

Sub-contracting

To finish a specific task or satisfy an unexpected momentary boost in the demand of the business’s items, the business might resort to subcontracting. It is the practice of appointing part of the obligations, jobs and responsibilities to another party under an agreement understood as subcontractor.

Hiring an outdoors expert agency to carry out part of the work results in mutual benefits in such cases as the company want to expand on its own just when the increased need lasts for a specified duration of time.

Employee Leasing

A staff member leasing company specializes in recruitment, training, human resource management, payroll accounting and risk administration. The leasing company likewise looks after the work guidance, daily tasks and other routine aspects of work.

For example a nursing services firm employs many nurses and provides them to hospitals on a contract basis. It provides an advantage to the company to alter its employees without actual layoffs.

Outsourcing

Under contracting out a business process is contracted out to a third party, the factor behind outsourcing are numerous. It minimizes the need to work with and train specialized personnel as it is sourced out to someone focusing on that area having the resources and competence that causes competitive superiority gradually.

It likewise assists to minimize capital and operating expenses and assists avoid troublesome policies, high taxes, labour union agreements and so on.

Role Profiles for Recruitment Purposes

Role profiles, specify the general purpose of the function, its reporting relationships and essential result locations. They may likewise consist of the list of competencies required. They might be technical (abilities and understanding required 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, movement, travelling, transfers, training, advancement and profession opportunities). The recruitment function supplies the basis for individual specification.

Person Specifications

A person spec likewise called recruitment, job or personnel specification is the essential element on which the choice treatment is based. It is the amount total of education, training, experience, qualification a person needs to perform the job assigned to him.

When the task requirement have been specified, they must be categories under appropriate heads. The standard categories include qualification, technical and behavioural competencies.

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

Seven Point Plan

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

– Attainments: Education, credentials, experience

– General intelligence: Fundamental intellectual capacity

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

– Interest: Social, intellectual, physically active, constructional

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

– Circumstances: Domestic situations, occupations of household.

Five-fold Grading System

Effect on others: Physical makeup, look, speech and way

Acquired knowledge or credentials: Education, occupation training, work experience

Innate capabilities: Natural speed of comprehension and ability for discovering

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

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

Attracting Candidates

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

Recruitment needs to be rapid, but a cautious procedure. A wrong relocation can have a dreadful impact on the undertaking. A couple of measures can be taken to reduce the negative effect. They are:

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

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Personnel Planning

Employee Induction

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Importance of Training

Training Process

Human Resource Accounting

Methods of Human Resource Accounting

HR Audit

How to Create Training Program
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Performance Appraisal

Performance Appraisal Process

Performance Appraisal Problems

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Personnel Planning Process

Personnel Demand Forecasting

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Methods of Performance Appraisal
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Recruitment Meaning

Effective Recruiting

Selection Process

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Cross Cultural Theories

Dimensions of Culture

HRM Practices
International Selection Process

Expatriate Training

International Compensation
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Challenges of Personnel Development

Methods of Human Resource Development

Steps for Designing HRD Intervention

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Employee Socialization

Realistic Job Review

360 Degree Assessment
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