What is Recruitment?

Recruitment is the procedure of attracting 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

Human resources are the most essential possessions of a company. The success or failure of an organization is largely depending on the quality of the individuals working therein. Without favorable and job creative contributions from individuals, organizations can not progress and succeed.

In order to attain the goals or perform the activities of a company, for that reason, we need to recruit individuals with requisite skills, qualifications and experience. While doing so, we need to keep today along with the future requirements of the organization in mind.

Organizations have to hire individuals with requisite skills, certifications and experience if they have to make it through and flourish 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 get tasks in the organization”.

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

According to Plumbley, “Recruitment is a matching process and the capabilities and inclinations of the prospects have to be matched versus the need and benefits fundamental in a provided task or profession pattern.”

Recruitment Process

The major actions of the recruitment procedure are specified as:

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

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

The Job Design has to do with the arrangement about the profile of the perfect job candidate and the arrangement about the skills and proficiencies, which are important. The details collected can be utilized during other steps of the recruitment procedure to speed it up.

Opening Job Position

The Opening of the Job Position is normally the task of the HR Recruiter. Skilled and experienced HR Recruiter ought to decide about the best mix of recruitment sources to discover the finest candidates for the job position. This is another crucial step in the recruitment procedure.

Collecting and Presenting Job Resumes

The next step is collecting of job resumes and their pre-selection. This action in the recruitment procedure is really crucial today as many 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 simply by the HRM Function.

Job Interviews

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

The task interview need to find the task prospect, who satisfies the requirements and fits finest 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 completes all the other actions and the winner of the job interviews gets the deal from the company to join.

Recruitment Techniques

Recruitment techniques are the means or job media by which management contacts potential staff members or supply essential information or exchange concepts or stimulate them to obtain jobs.

Recruitment techniques are:

Internal Methods: They are for recruiting internal candidates. These consist of techniques like:

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

Direct Methods: These include sending out taking a trip employers to instructional and expert institutions and workers’ contacts with the public.

( a) Campus Recruitment
Nature of Recruitment

Recruitment involves the following features:

– Recruitment is the primary step of visit.

– It is a continuous procedure.

– It is a process of recognizing sources of human force, bring in and motivating them to use for tasks in companies.

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

– It is a favorable procedure.

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

Purpose of Recruitment

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

– Developing appropriate methods to bring in the preferable prospect.

– Employing the strategy to draw in employees.

– Stimulating as many candidates as possible and inquiring to make an application for jobs irrespective of the number of prospects required 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 implies looking for sources of labor and stimulating individuals to make an application for tasks, whereas choice indicates picking of best kind of individuals for numerous tasks.

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

– It develops a big swimming pool of applicants whereas choice leads to a screening of inappropriate prospects.

– Recruitment is a simple procedure, it involves contracting the numerous sources of labor whereas selection is a complex and lengthy procedure. The candidate has to clear a variety of hurdles before they are picked 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 includes recruiting, developing and promoting the staff members from within the company. Internal recruitments are affordable, more trusted as the company is aware of the prospect’s skillset and understanding and it also motivates the staff members and increases their commitment towards the organization. Internal sourcing can be carried out in the following ways:

Transfers

A staff member might be shifted from one task to another internally typically of the same level. The roles and responsibilities of the employees may change however not always the salary. This helps the staff members to get encouraged and attempt something new, assists them break the dullness of the old task and motivates them to grow by acquiring more understanding.

Promotions

As acknowledgment of their performance and experience the workers are moved from a position to a greater position. There is a modification in their tasks and obligations accompanied with a change in income and status. It helps 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 may also be hired back in case there is high need and lack of supply in the market or there is abrupt increase in workload. These staff members are already familiar with the procedures, procedures and culture of the organization for this reason they prove to be cost reliable.

Employee Referrals

In this case each worker of the company functions as an employer. The employees are motivated to suggest the names of their friends or relatives working in other organizations. For this they are even rewarded monetarily.

The benefit of worker recommendation is that the potential candidate gets initially hand job information about the task and company culture from the already working employee. Since he knows what he is entering he is anticipated to remain longer in the organization. Also given that the trustworthiness of those who suggest is at stake, they tend to recommend those who are extremely inspired and proficient.

Job Postings

The Company posts the current and expected vacancy on bulletin boards, electronic media and similar common websites. This provides an opportunity to the staff members to undertake career shift and help them grow within the business.

Deceased and Disabled Employees

In order to make the families of the deceased and handicapped workers self-dependent their family members or dependents may be offered a task in case of any job.

Advantage of Internal Sourcing

– Internal recruitment is less time consuming and economical.

– It is reputable as the organization knows the staff member’s understanding and job capability.

– There is no requirement of induction and training as the worker is currently knowledgeable about the processes, procedures and culture of the company.

– It increases the inspiration level of the employees as they eagerly anticipate getting a higher job in the company instead of searching for greener pastures outside.

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

– It establishes the spirit of commitment in the workers, guarantees continuity of employment and organizational stability.

Disadvantage of Internal Sourcing

– Internal sourcing avoids new members, originality and innovative concepts from going into the company.

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

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

– It can create frustration amongst the remainder of the staff members as there can be bias or partiality in promoting a staff member in the organization.

External Sources

New candidates are hired from outside the organization by various methods and techniques. It is more commonly used than internal sources. External recruitments are valuable in getting abilities that are not had by the present workers; it also assists to bring onboard employees from various backgrounds that get a variety of concepts on the table.

Campus Recruitments

When companies are in search of fresh skills and are focusing on knowledge, interaction ability and skill than experience, they approach management colleges, technical institutes etc. The business makes a presentation about its organization in order to attract the students.

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

Management Consultants

Management consultants serve as agents of the employer. They perform the recruitment function on behalf of the customer business by charging them charges or commissions. These specialists have the ability to customize their services according to the particular needs of the customers thus eliminating the line managers from their recruitment function.

Advertisements

This media of recruitment is really popular and frequently used as it reaches out a wide variety of people. It can also be targeted at a specific group or a specific geographic area by choosing a specific paper, radio channel etc e.g Business journal.

In certain ads business name, job description and wage plans are discussed. There are blind ads as well where no recognition of the firm is provided. These ads are published mainly when the company wishes to fill an internal vacancy or planning to displace an existing worker.

Trade Associations

There are associations that create a database of task applicants and offer it to its members throughout local or national conventions. They also release classified advertisements for employers thinking about recruiting their members.

Walk in Interview

Another upcoming technique of recruitment is walk-in interviews. There is no time at all and meeting schedule for job each individual. An ad concerning the time and the location of the interview is given up the newspaper. The prospects are needed to carry 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 method of getting in touch with potential workers and candidates. There are HR hiring managers of different companies under one roofing. Information and service cards can be exchanged and resumes can be sent by the candidates.

Employers can identify the ideal candidates, likewise the candidates can use in many organizations together, anywhere they feel the deal is best and matches their interest.

Advantage of External Sourcing

– New and young blood goes into the organization, which have ingenious concepts, brand-new approaches that can help to stimulate the existing workers.

– It offers a wider swimming pool for selection. Companies can pick up candidates with requisite certification.

– It creates a competitive environment as it assists the existing employees to work harder in order to match the requirement that the brand-new workers bring in.

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

Disadvantage of External Sourcing

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

– This procedure shows to be extremely costly for the company as the business need to resort to ads, employing consultants and so on for attracting the best swimming pool of talent.

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

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

Alternatives to Recruitment

Recruitment and selection is an expensive and lengthy process. Moreover, it gets onboard irreversible employees which are hard 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 demand fluctuations.

Hence to eliminate back the short-term phases of high market demand for company’s items, companies may resort to to recruitment that are mentioned listed 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 work load, some employees are asked to work overtime under some terms and conditions. Overtime is the amount of time that somebody works beyond the working hours.

In such a case worker gets additional wages based on the contract signed in between the staff member and the employer. The downside is that the worker may not work to his complete capacity during the day in order to make overtime.

Temporary Employees

A momentary worker is selected for a period that does not last for long. It is to fill a short term position which is scheduled to be terminated within one or more years for reasons as the completion of a specific project or peak work.

This assists the company in preventing expenditures of recruitment, conserves time involved, and help avoid the unfavorable impact of labor turnover etc. However short-lived staff members may not be really devoted to the business, their lack of experience may impact the work output and they tend to require time to adjust.

Sub-contracting

To complete a specific task or meet an abrupt short-lived boost in the need of the business’s items, the company might turn to subcontracting. It is the practice of assigning part of the responsibilities, jobs and obligations to another party under an agreement known as subcontractor.

Hiring an outside expert firm to undertake part of the work causes mutual advantages in such cases as the business want to expand on its own only when the increased demand lasts for job a specific amount of time.

Employee Leasing

A staff member leasing company specializes in recruitment, training, personnel management, payroll accounting and threat administration. The leasing company also looks after the work supervision, daily responsibilities and other routine elements of work.

For example a nursing services firm hires lots of nurses and supplies them to medical facilities on an agreement basis. It supplies an advantage to the organization to change its staff members without real layoffs.

Outsourcing

Under contracting out a service procedure is contracted out to a 3rd party, the factor behind outsourcing are lots of. It lowers the requirement to employ and train customized personnel as it is sourced out to someone concentrating on that location possessing the resources and expertise that results in competitive superiority over time.

It likewise helps to lower capital and operating costs and assists prevent difficult guidelines, high taxes, labour union contracts etc.

Role Profiles for Recruitment Purposes

Role profiles, specify the overall purpose of the function, its reporting relationships and key result areas. They might likewise consist of the list of proficiencies required. They might be technical (skills and understanding needed to do a particular job) and behavioral competencies connected to the role.

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

Person Specifications

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

When the job requirement have been defined, they ought to be categories under suitable heads. The standard categories consist of credentials, technical and behavioural proficiencies.

There are also a variety of standard schemes. The most popular include the seven-point strategy established by Alec Rodgers in 1952 and the five-point grading system developed by Munro Fraser in 1954. These offer certain headings under which qualities of an ideal prospect can be classified.

Seven Point Plan

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

– Attainments: Education, job certifications, experience

– General intelligence: Fundamental intellectual capability

– Special aptitudes: 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 situations, occupations of household.

Five-fold Grading System

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

Acquired understanding or certification: Education, professional training, work experience

Innate capabilities: Natural quickness of understanding and aptitude for learning

Motivation: The kind of goals set by the person, his/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 prospects is mostly a matter of determining, examining and utilizing the most suitable sources of candidates. However, where ideal sources of recruitment are not there, then the analysis of elements adding 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 bundle
– Quality of Work Life
– Organizational culture
– Career preparing & growth
– 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 elements
2. Supply and need aspects
3. Employment rate
4. Labour market condition
5. Political, Legal & Govt. elements
6. Information System

Recruitment should be rapid, but a mindful procedure. A wrong relocation can have a devastating effect on the endeavor. A few steps can be taken to reduce the unfavorable impact. 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

Kinds of Training

Importance of Training

Training Process

Personnel 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

Management by Objectives

360 Degree Performance Appraisal

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Employee Discipline

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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 Personnel Management

Cross Cultural Theories

Dimensions of Culture

HRM Practices
International Selection Process

Expatriate Training

International Compensation
Personnel 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

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Management Development

Organisational Development

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Kinds Of OD Interventions
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Performance Management System

Performance Planning

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Employee Performance Monitoring
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Performance Management and Reward

Ethics in Performance Management

Role of HR Professionals in Performance Management

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Group Dynamics

Organisational Culture

Group Decision Making

Group Conflict

Diversity in the Workplace

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Classical Management Approach

Planning in Management

Decision Making in Management

Organising in Management

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What is Span of Control?

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What is Human Resource Planning?

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Motivation Theories

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Herzberg Two Factor Theory

Mcclelland’s Needs Theory of Motivation

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