What is Recruitment?

Recruitment is the process of attracting and identifying a swimming 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

Personnels are the most essential properties of a company. The success or failure of a company is largely dependent on the caliber of individuals working therein. Without favorable and innovative contributions from people, organizations can not progress and succeed.

In order to achieve the goals or carry out the activities of an organization, therefore, we require to hire individuals with requisite abilities, qualifications and experience. While doing so, we have to keep the present in addition to the future requirements of the company in mind.

Organizations have to hire individuals with requisite abilities, certifications and experience if they need to survive and flourish in an extremely competitive environment.

Recruitment Definition

According to Edwin B Flippo, “Recruitment is the process of browsing for potential staff members and stimulating them to look for jobs in the company”.

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

According to Plumbley, “Recruitment is a coordinating process and the capabilities and dispositions of the candidates have to be matched versus the need and benefits inherent in a provided job or career pattern.”

Recruitment Process

The significant actions of the recruitment process are mentioned as:

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

Job style 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 in 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 abilities and competencies, which are essential. The info gathered can be used during 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 skilled HR Recruiter must decide about the best mix of recruitment sources to find the very best candidates for the job position. This is another essential action 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 procedure is extremely important today as lots of companies lose a great deal of time in this action.

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

Job Interviews

The job interviews are the main step in the recruitment process, which need to be clearly designed and agreed in between HRM and line management.

The job interview ought to discover the task prospect, who fulfills the requirements and fits finest the corporate culture and the department.

Job Offer

The task offer is the last action of the recruitment procedure, which is done by the HRM Function, it settles 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 methods or media by which management contacts potential staff members or provide essential information or exchange concepts or stimulate them to get tasks.

Recruitment techniques are:

Internal Methods: They are for hiring internal candidates. These include approaches like:

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

Direct Methods: These consist of sending out travelling employers to instructional and expert institutions and staff members’ contacts with the general public.

( a) Campus Recruitment
Nature of Recruitment

Recruitment includes the following features:

– Recruitment is the first action of consultation.

– It is a constant process.

– It is a process of determining sources of human force, drawing in and encouraging them to get tasks in companies.

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

– It is a positive procedure.

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

Purpose of Recruitment

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

– Developing appropriate strategies to draw in the preferable prospect.

– Employing the technique to attract workers.

– Stimulating as numerous prospects as possible and inquiring to get jobs irrespective of the number of candidates needed in order to increase the selection ratio (i.e., number of application per one task vacancy) due to lower yield ratio.

Difference Between Recruitment and Selection

– Recruitment suggests browsing for sources of labor and referall.us stimulating individuals to make an application for tasks, whereas choice indicates picking of right sort of individuals for different jobs.

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

– It develops a big swimming pool of applicants whereas choice results in a screening of inappropriate prospects.

– Recruitment is an easy procedure, it includes contracting the various sources of labor whereas choice is a complex and lengthy process. The candidate needs to clear a variety of hurdles before they are picked for a job.

Sources of Recruitment

A source from where candidates are determined, 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 method consists of recruiting, developing and promoting the staff members from within the company. Internal recruitments are economical, more reliable as the organization knows the prospect’s skillset and knowledge and it likewise motivates the employees and increases their dedication 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 usually of the same level. The functions and duties of the staff members might change however not necessarily the salary. This assists the employees to get encouraged and attempt something brand-new, assists them break the uniformity of the old job and encourages them to grow by gaining more understanding.

Promotions

As recognition of their performance and experience the staff members are moved from a position to a higher position. There is a change in their responsibilities and responsibilities accompanied with a change in wage and status. It assists the employee to grow vertically in the organization. It refrains him from leaving the company for greener pastures.

Retired and Retrenched Employees

Retired and retrenched staff members may likewise be hired back in case there is high need and scarcity of supply in the industry or there is abrupt increase in work load. These workers are already aware of the procedures, treatments and culture of the organization for this reason they prove to be cost effective.

In this case each employee of the company serves as an employer. The workers are motivated to advise the names of their buddies or loved ones working in other companies. For this they are even rewarded monetarily.

The benefit of employee recommendation is that the potential candidate gets initially hand info about the job and company culture from the already working worker. Since he understands what he is getting into he is anticipated to stay longer in the organization. Also since the credibility of those who recommend is at stake, they tend to recommend those who are highly encouraged and skilled.

Job Postings

The Company posts the current and anticipated job on bulletin board system, electronic media and comparable typical websites. This provides a chance to the workers to carry out profession shift and assist them grow within the company.

Deceased and Disabled Employees

In order to make the families of the deceased and handicapped workers self-sufficient their relatives or dependents may be provided a task in case of any job.

Advantage of Internal Sourcing

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

– It is trustworthy as the organization knows the staff member’s knowledge and ability.

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

– It increases the inspiration level of the workers as they look forward to getting a greater job in the company rather of trying to find greener pastures outside.

– It increases the morale of the staff members, enhances their relations with the company and lowers staff member turnover.

– It develops the spirit of commitment in the staff members, makes sure continuity of employment and organizational stability.

Disadvantage of Internal Sourcing

– Internal sourcing prevents new members, originality and innovative ideas from going into the organization.

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

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

– It can produce frustration among the rest of the workers as there can be bias or partiality in promoting a worker in the organization.

External Sources

New prospects are recruited from outside the company by various means and methods. It is more commonly utilized than internal sources. External recruitments are handy in obtaining abilities that are not possessed by the existing employees; it likewise helps to bring onboard employees from various backgrounds that get a variety of concepts on the table.

Campus Recruitments

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

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

Management Consultants

function 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 specific needs of the clients thus relieving the line supervisors from their recruitment function.

Advertisements

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

In certain ads company name, job description and wage bundles are discussed. There are blind ads also where no recognition of the firm is given. These ads are published primarily 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 supply it to its members during regional or nationwide conventions. They also release classified ads for employers thinking about hiring their members.

Walk in Interview

Another upcoming approach of recruitment is walk-in interviews. There is no time at all and conference schedule for each individual. An ad concerning the time and the place of the interview is given in the newspaper. The candidates are needed to carry their CVs and directly stand for the interview. It is a really typical mode of recruitment among BPOs and call centres.

Job Fairs

Job fairs are an efficient way of contacting potential staff members and prospects. There are HR hiring supervisors of various business under one roofing system. Information and service cards can be exchanged and resumes can be submitted by the candidates.

Employers can spot the ideal candidates, similarly the applicants can apply in numerous organizations together, anywhere they feel the deal is finest and fits their interest.

Advantage of External Sourcing

– New and young blood goes into the company, which have ingenious concepts, brand-new techniques that can help to stimulate the existing employees.

– It uses a broader swimming pool for selection. Companies can select up prospects with requisite qualification.

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

– It results in long term advantages to the company. Talented swimming pools of people bring in addition to them new methods of working and new techniques to situations that helps the organization to remain informed with the competitive world outside.

Disadvantage of External Sourcing

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

– This process shows to be extremely expensive for the company as the business have to resort to ads, hiring experts etc for attracting the ideal swimming pool of talent.

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

– It is less dependable than internal sourcing. Since the organizations work with candidates on the basis of their resumes, tests, interviews etc they may not end up being as anticipated. It might wind up employing someone who winds up being a misfit and might not have the ability to adjust in the new set up.

Alternatives to Recruitment

Recruitment and selection is a costly 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 variations.

Hence to eliminate back the temporary stages of high market demand for firm’s items, companies might resort to alternatives to recruitment that are stated below:

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

In order to meet the extra demand of the firm’s products which result in excess workload, some staff members are asked to work overtime under some terms and conditions. Overtime is the amount of time that someone works beyond the working hours.

In such a case staff member gets extra earnings according to the contract signed in between the employee and the employer. The disadvantage is that the employee may not work to his complete potential during the day in order to make overtime.

Temporary Employees

A short-term worker is designated for a period that does not last for long. It is to fill a short-term position which is arranged to be terminated within several years for reasons as the conclusion of a particular project or peak workload.

This helps the business in preventing expenditures of recruitment, conserves time involved, and help prevent the negative effect of labor turnover etc. However temporary employees may not be extremely loyal to the business, their inexperience might impact the work output and they tend to require time to adjust.

Sub-contracting

To complete a specific task or fulfill an abrupt short-term boost in the need of the business’s products, the company may turn to subcontracting. It is the practice of designating part of the obligations, tasks and responsibilities to another party under an agreement known as subcontractor.

Hiring an outdoors professional agency to carry out part of the work results in shared benefits in such cases as the business wish to broaden by itself only when the increased demand lasts for a given amount of time.

Employee Leasing

A worker leasing company concentrates on recruitment, training, human resource management, payroll accounting and threat administration. The leasing company also looks after the work supervision, daily responsibilities 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 offers an advantage to the company to change its staff members without actual layoffs.

Outsourcing

Under outsourcing an organization process is contracted out to a 3rd celebration, the reason behind outsourcing are lots of. It minimizes the need to employ and train specialized personnel as it is sourced out to someone focusing on that area having the resources and know-how that results in competitive supremacy in time.

It likewise helps to decrease 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 function of the function, its reporting relationships and essential result areas. They may also consist of the list of competencies needed. They might be technical (skills and knowledge required to do a particular job) and behavioral competencies connected to the function.

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

Person Specifications

A person spec likewise referred to as recruitment, job or personnel specification is the important component on which the selection procedure is based. It is the sum total of education, training, experience, credentials an individual has to perform the task assigned to him.

When the task requirement have actually been specified, they ought to be classifications under ideal heads. The basic categories include qualification, technical and behavioural competencies.

There are likewise a number of standard plans. The most popular consist of the seven-point strategy established by Alec Rodgers in 1952 and the five-point grading system established by Munro Fraser in 1954. These provide specific headings under which attributes of a perfect prospect can be categorized.

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, center in usage 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 cosmetics, appearance, speech and way

Acquired understanding or credentials: Education, trade training, work experience

Innate capabilities: Natural speed 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 achieving them

Adjustment: Emotional stability, ability to stand up stress and capability to proceed with individuals.

Attracting Candidates

Attracting prospects is primarily a matter of recognizing, evaluating and using the most proper sources of candidates. However, where ideal sources of recruitment are not there, then the analysis of aspects contributing to the recruitment in a company need to be evaluated. Various aspects to be taken under consideration are as follows:

Internal Factors

– Company’s pay package
– 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 aspects
2. Supply and demand factors
3. Employment rate
4. Labour market condition
5. Political, Legal & Govt. elements
6. Information System

Recruitment needs to be rapid, but a mindful procedure. An incorrect move can have a disastrous influence on the undertaking. A few steps can be required to reduce the unfavorable 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

Human Resource Accounting

Methods of Personnel 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

What is Compensation?

Employee Discipline

What is Employee Grievance?

What is Collective Bargaining?

What is HRIS?

Competency Based Training
Human Resource Planning

Human Resource Planning Process

Personnel Demand Forecasting

What is Human Resource Development?

Methods of Performance Appraisal
What is Job Analysis?

What is Job Design?

Recruitment Meaning

Effective Recruiting

Selection Process

What is Employee Induction?
International Human Resource Management

Cross Cultural Theories

Dimensions of Culture

HRM Practices
International Selection Process

Expatriate Training

International Compensation
Human Resource Development

Challenges of Human Resource Development

Methods of Human Resource Development

Steps for Designing HRD Intervention

Employee Orientation

Employee Socialization

Realistic Job Review

360 Degree Assessment
Employee Assistance Program

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What is Mentoring?

Leadership Development

Management Development

Organisational Development

What is Planned Change

Types of OD Interventions
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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

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Group Dynamics

Organisational Culture

Group Decision Making

Group Conflict

Diversity in the Workplace

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Who Is a Manager?

Marketing CIs Management an Art or Science

Classical Management Approach

Planning in Management

Decision Making in Management

Organising in Management

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Motivation Theories

Maslow’s Hierarchy of Needs

Herzberg Two Factor Theory

Mcclelland’s Needs Theory of Motivation

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