What is Recruitment?

Recruitment is the process of attracting and determining a swimming pool of prospects, from which some will be selected for work.

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 assets of an organization. The success or failure of a company is largely depending on the caliber of individuals working therein. Without favorable and imaginative contributions from people, organizations can not advance and succeed.

In order to accomplish the goals or perform the activities of a company, therefore, we need to hire people with requisite skills, credentials and experience. While doing so, we have to keep today along with the future requirements of the organization in mind.

Organizations have to recruit individuals with requisite abilities, qualifications and experience if they have to endure and flourish in a highly competitive environment.

Recruitment Definition

According to Edwin B Flippo, “Recruitment is the process of looking for potential workers and promoting them to use for jobs in the organization”.

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

According to Plumbley, “Recruitment is a coordinating procedure and the capabilities and inclinations of the candidates need to be matched versus the need and benefits fundamental in a provided job or career pattern.”

Recruitment Process

The significant 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 fundamental part of the recruitment process. The task design is a phase about the design of the task profile and a clear contract between the line supervisor and the HRM Function.

The Job Design has to do with the contract about the profile of the perfect task prospect and the arrangement about the abilities and competencies, which are necessary. The details collected can be utilized during other steps of the recruitment process to speed it up.

Opening Job Position

The Opening of the Job Position is generally the task of the HR Recruiter. Skilled and experienced HR Recruiter must choose about the right mix of recruitment sources to discover the best prospects for the job position. This is another essential step in the recruitment process.

Collecting and Presenting Job Resumes

The next action is gathering of job resumes and their pre-selection. This action in the recruitment procedure is very essential today as numerous companies lose a lot of time in this action.

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

Job Interviews

The job interviews are the main action in the recruitment process, which ought to be plainly designed and concurred in between HRM and line management.

The task interview ought to find the job candidate, who satisfies the requirements and fits best the corporate culture and the department.

Job Offer

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

Recruitment Techniques

Recruitment techniques are the ways or media by which management contacts potential employees or supply necessary information or exchange ideas or promote them to make an application for tasks.

Recruitment methods are:

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

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

Direct Methods: These consist of sending out taking a trip employers to educational and expert institutions and staff members’ contacts with the general public.

( a) Campus Recruitment
Nature of Recruitment

Recruitment involves the following functions:

– Recruitment is the primary step of appointment.

– It is a constant process.

– It is a procedure of identifying sources of human force, drawing in and motivating them to get tasks in companies.

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

– It is a favorable process.

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

Purpose of Recruitment

– Learning and establishing the source here required number and kind of workers will be available.

– Developing suitable techniques to bring in the desirable prospect.

– Employing the strategy to draw in employees.

– Stimulating as numerous candidates as possible and inquiring to look for tasks regardless of the number of prospects required in order to increase the selection ratio (i.e., variety of application per one job vacancy) due to lower yield ratio.

Difference Between Recruitment and Selection

– Recruitment means looking for sources of labor and stimulating individuals to apply for jobs, whereas selection indicates picking of right kind of people for numerous tasks.

– Recruitment is a favorable procedure whereas selection is a negative process.

– It produces a large swimming pool of candidates whereas choice causes a screening of unsuitable prospects.

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

Sources of Recruitment

A source from where candidates are recognized, employment brought in and picked 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 technique consists of recruiting, developing and promoting the staff members from within the organization. Internal recruitments are cost-effective, more reputable as the organization is aware of the prospect’s skillset and knowledge and it likewise inspires the employees and increases their dedication towards the organization. Internal sourcing can be done in the following ways:

Transfers

An employee might be shifted from one job to another internally typically of the exact same level. The functions and responsibilities of the staff members may alter but not always the wage. This assists the staff members to get inspired and try something new, helps them break the monotony of the old job and motivates them to grow by gaining more knowledge.

Promotions

As recognition of their effectiveness and experience the workers are moved from a position to a greater position. There is a modification in their tasks and duties accompanied with a change in wage and status. It helps the employee to grow vertically in the company. It refrains him from leaving the business for greener pastures.

Retired and Retrenched Employees

Retired and retrenched staff members may also be hired back in case there is high need and scarcity of supply in the industry or there is unexpected increase in work load. These workers are currently familiar with the processes, treatments and culture of the company hence they prove to be cost efficient.

Employee Referrals

In this case each staff member of the business acts as an employer. The workers are motivated to recommend the names of their good friends or relatives operating in other companies. For this they are even rewarded monetarily.

The benefit of employee recommendation is that the possible candidate gets first hand info about the task and organization culture from the currently working worker. Since he knows what he is entering he is anticipated to remain longer in the company. Also considering that the reliability of those who recommend is at stake, they tend to recommend those who are extremely inspired and competent.

Job Postings

The Company posts the existing and expected vacancy on bulletin boards, electronic media and comparable common portals. This provides a chance to the workers to undertake profession shift and assist them grow within the business.

Deceased and Disabled Employees

In order to make the households of the departed and disabled workers self-sufficient their loved ones or dependents might be used a job in case of any job.

Advantage of Internal Sourcing

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

– It is trusted as the organization knows the employee’s understanding and capability.

– There is no need of induction and training as the staff member is currently mindful of the procedures, procedures and culture of the company.

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

– It enhances the morale of the employees, improves their relations with the organization and decreases staff member turnover.

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

Disadvantage of Internal Sourcing

– Internal sourcing prevents new members, creativity and innovative concepts from going into the company.

– The scope is limited as not all the jobs can be filled by the restricted pool of skill offered in the organization.

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

– It can develop dissatisfaction among the remainder of the staff members as there can be bias or partiality in promoting an employee in the organization.

External Sources

New candidates are hired from outside the organization by various means and techniques. It is more frequently used than internal sources. External recruitments are practical in acquiring skills that are not had by the current workers; it likewise helps to bring onboard workers from different backgrounds that get a variety of ideas on the table.

Campus Recruitments

When companies are in search of fresh talents and are focusing on knowledge, interaction skill 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 gets the job. These applicants are then made to go through series of selection procedures like analytical and mental tests, seminar, interviews and so on before the final choice is done.

Management Consultants

Management specialists function as agents of the company. They carry out the recruitment function on behalf of the client business by charging them costs or commissions. These experts have the ability to customize their services according to the particular needs of the customers hence eliminating the line supervisors from their recruitment function.

Advertisements

This media of recruitment is preferred and typically utilized as it reaches out a wide variety of people. It can likewise be targeted at a particular group or a specific geographic location by selecting a particular paper, radio channel and so on e.g Business journal.

In certain advertisements business name, job description and wage packages are pointed out. There are blind ads as well where no identification of the company is provided. These advertisements are released mostly when the company wants to fill an internal job or planning to displace an existing employee.

Trade Associations

There are associations that create a database of job hunters and provide it to its members during local or national conventions. They likewise publish classified ads for employers interested in recruiting their members.

Walk in Interview

Another upcoming method of recruitment is walk-in interviews. There is no time and conference schedule for each person. An advertisement regarding the time and the location of the interview is given in the newspaper. The candidates are needed to carry their CVs and directly appear for the interview. It is a very common mode of recruitment among BPOs and call centres.

Job Fairs

Job fairs are a reliable way of connecting with possible workers and candidates. There are HR hiring managers of numerous business under one roof. Information and organization cards can be exchanged and resumes can be sent by the prospects.

Employers can spot the ideal applicants, similarly the candidates can use in many organizations together, wherever they feel the deal is finest and fits their interest.

Advantage of External Sourcing

– New and young blood enters the organization, which have ingenious concepts, brand-new methods that can help to stir up the existing staff members.

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

– It develops a competitive environment as it assists the existing staff members to work harder in order to match the standard that the new employees bring in.

– It results in long term benefits to the organization. Talented pools of people bring together with them new techniques of working and brand-new approaches to situations that assists the company to remain abreast 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 and so on. When suitable candidates are not offered this process needs to be repeated once again and once again.

– This process proves to be very expensive for the company as the business need to turn to advertisements, hiring consultants etc for attracting the right pool of skill.

– It can decrease the spirits and demotivate the existing workers as they can feel that their services have not been recognized.

– It is less dependable than internal sourcing. Since the companies work with candidates on the basis of their resumes, tests, interviews etc they may not end up being as expected. It may end up hiring someone who ends up being a misfit and may not have the ability to adjust in the brand-new set up.

Alternatives to Recruitment

Recruitment and selection is an expensive and lengthy procedure. Moreover, it gets onboard irreversible 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 need changes.

Hence to combat back the short-term phases of high market need for company’s products, business may resort to alternatives to recruitment that are specified listed below:

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

In order to satisfy the additional demand of the firm’s items which lead to excess workload, some employees are asked to work overtime under some conditions. Overtime is the quantity of time that somebody works beyond the working hours.

In such a case worker gets additional salaries based on the agreement signed in between the staff member and the . The downside is that the staff member may not work to his full capacity during the day in order to earn 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 scheduled to be terminated within one or more years for factors as the completion of a particular job or peak workload.

This assists the business in preventing expenses of recruitment, conserves time involved, and help prevent the negative effect of labor turnover etc. However short-lived employees might not be very loyal to the business, their inexperience may affect the work output and they tend to require time to change.

Sub-contracting

To complete a particular job or satisfy an unexpected short-lived increase in the need of the company’s items, the company might resort to subcontracting. It is the practice of appointing part of the obligations, tasks and duties to another celebration under an agreement referred to as subcontractor.

Hiring an outside professional agency to carry out part of the work results in mutual benefits in such cases as the company wish to expand by itself only when the increased need lasts for a specific period of time.

Employee Leasing

An employee leasing company concentrates on recruitment, training, human resource management, payroll accounting and threat administration. The leasing company likewise looks after the work guidance, day-to-day duties and other routine elements of work.

For example a nursing services firm employs numerous nurses and offers them to healthcare facilities on an agreement basis. It provides a benefit to the organization to change its staff members without actual layoffs.

Outsourcing

Under contracting out a company procedure is contracted out to a 3rd party, the reason behind outsourcing are lots of. It reduces the need to work with and train customized staff as it is sourced out to someone concentrating on that area possessing the resources and knowledge that leads to competitive superiority in time.

It also helps to lower capital and operating costs and helps avoid difficult regulations, high taxes, labour union agreements etc.

Role Profiles for Recruitment Purposes

Role profiles, define the general function of the role, its reporting relationships and essential outcome areas. They may likewise consist of the list of competencies required. They may be technical (skills and knowledge needed to do a specific job) and behavioral proficiencies connected to the function.

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

Person Specifications

An individual requirements likewise called recruitment, job or workers specification is the essential element on which the choice procedure is based. It is the amount total of education, training, employment experience, credentials an individual has to perform the job designated to him.

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

There are likewise a variety of conventional plans. The most popular consist of the seven-point plan developed by Alec Rodgers in 1952 and the five-point grading system established by Munro Fraser in 1954. These give certain headings under which characteristics of a perfect candidate can be categorized.

Seven Point Plan

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

– Attainments: Education, qualifications, experience

– General intelligence: Fundamental intellectual capacity

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

– Interest: Social, intellectual, physically active, constructional

– Disposition: employment Acceptability, influence over others, steadiness, reliability, selfreliance

– Circumstances: Domestic situations, professions of family.

Five-fold Grading System

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

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

Innate abilities: Natural quickness of understanding and aptitude for discovering

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

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

Attracting Candidates

Attracting prospects is mostly a matter of identifying, evaluating and using the most suitable sources of candidates. However, where appropriate sources of recruitment are not there, then the analysis of aspects contributing to the recruitment in a company requirement to be analyzed. Various factors to be taken under factor to consider 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 development rate
– Role of trade union
– Cost of recruitment
– Company’s name & popularity

External Factors

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

Recruitment needs to be speedy, but a cautious process. An incorrect move can have a devastating effect on the endeavor. A few procedures can be taken to minimize the unfavorable impact. They are:

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

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Personnel Management

Personnel Planning

Employee Induction

Types of Training

Importance of Training

Training Process

Personnel Accounting

Methods of 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 Personnel 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 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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What is Departmentation?

What is Span of Control?

What is Authority?

What is Staffing?

What is Human Resource Planning?

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Modern and Others Schools of Management Thought

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Motivation in Management

Motivation Theories

Maslow’s Hierarchy of Needs

Herzberg Two Factor Theory

Mcclelland’s Needs Theory of Motivation

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