What is Recruitment?

Recruitment is the process of bring in and determining a swimming pool of candidates, from which some will be chosen 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 possessions of a company. The success or failure of a company is largely depending on the caliber of the people working therein. Without favorable and innovative contributions from people, organizations can not progress and prosper.

In order to accomplish the objectives or carry out the activities of an organization, for that reason, we require to recruit people with requisite abilities, credentials and experience. While doing so, we have to keep the present as well as the future requirements of the organization in mind.

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

Recruitment Definition

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

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

According to Plumbley, “Recruitment is a matching process and the capacities and inclinations of the prospects need to be matched against the demand and benefits inherent in a given job or profession 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 essential part of the recruitment procedure. The task style is a phase about the design 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 arrangement about the profile of the perfect job candidate and the agreement about the skills and competencies, which are essential. The details gathered can be utilized during other actions of the recruitment procedure to speed it up.

Opening Job Position

The Opening of the Job Position is typically the job of the HR Recruiter. Skilled and knowledgeable HR Recruiter must decide about the ideal mix of recruitment sources to find the very best candidates for the task position. This is another key action in the recruitment process.

Collecting and Presenting Job Resumes

The next action is gathering of task resumes and their pre-selection. This step in the recruitment procedure is very essential today as many organizations lose a lot of time in this step.

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

Job Interviews

The job interviews are the main step in the recruitment procedure, which should be plainly developed and agreed in between HRM and line management.

The job interview need to discover the task prospect, who meets the requirements and fits finest the business 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 finalizes all the other actions and the winner of the job interviews gets the deal from the company to join.

Recruitment Techniques

Recruitment methods are the methods or media by which management contacts prospective employees or offer essential details or exchange concepts or promote them to use for jobs.

Recruitment techniques are:

Internal Methods: They are for hiring internal prospects. These consist of techniques like:

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

Direct Methods: These consist of sending taking a trip recruiters to instructional and expert institutions and staff members’ contacts with the public.

( a) Campus Recruitment
Nature of Recruitment

Recruitment includes the following features:

– Recruitment is the initial step of visit.

– It is a constant process.

– It is a process of recognizing sources of human force, drawing in and inspiring them to make an application for jobs in organizations.

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

– It is a positive procedure.

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

Purpose of Recruitment

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

– Developing suitable methods to bring in the preferable candidate.

– Employing the method to draw in staff members.

– Stimulating as many prospects as possible and asking them to make an application for tasks regardless of the variety of prospects required in order to increase the selection 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 promoting people to obtain tasks, whereas choice means selecting of best kind of individuals for different tasks.

– Recruitment is a favorable procedure whereas choice is a negative procedure.

– It produces a large swimming pool of applicants whereas selection leads to a screening of unsuitable prospects.

– Recruitment is a simple procedure, it involves contracting the numerous sources of labor whereas choice is a complex and lengthy procedure. The prospect has to clear a number of obstacles before they are picked for a task.

Sources of Recruitment

A source from where candidates are identified, brought in and selected can be classified into 2: employment Internal Sources and External Sources.

Modes of Recruitment are:

Transfers.
Promotions.
Retired and Retrenched Employees.
Employee Referrals.
Job Postings.
Deceased and Disabled Employees.
Campus Recruitments.
Management Consultants.
Advertisements.
Trade Associations.
Walk in Interview.
Job Fairs.
Internal Sources

This technique consists of recruiting, establishing and promoting the workers from within the organization. Internal recruitments are cost-effective, more trusted as the organization is aware of the candidate’s skillset and understanding and it likewise motivates the staff members and increases their dedication towards the company. Internal sourcing can be performed in the following ways:

Transfers

A worker might be moved from one job to another internally normally of the very same level. The functions and responsibilities of the employees might change however not always the salary. This assists the staff members to get motivated and attempt something brand-new, assists them break the uniformity of the old task and encourages them to grow by gaining more understanding.

Promotions

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

Retired and Retrenched Employees

Retired and retrenched employees may likewise be hired back in case there is high demand and lack of supply in the industry or employment there is sudden boost in workload. These staff members are already knowledgeable about the processes, procedures and culture of the organization hence they show to be cost effective.

In this case each worker of the business functions as an employer. The workers are motivated to recommend the names of their friends or family members working in other companies. For this they are even rewarded monetarily.

The benefit of staff member recommendation is that the prospective prospect gets first hand information about the task and organization culture from the already working staff member. Since he understands what he is entering into he is anticipated to remain longer in the company. Also since the reliability of those who advise is at stake, they tend to suggest those who are extremely encouraged and skilled.

Job Postings

The Company posts the present and predicted vacancy on bulletin board system, electronic media and comparable common portals. This offers a chance to the employees to undertake career 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 relatives or dependents may be offered a job in case of any vacancy.

Advantage of Internal Sourcing

– Internal recruitment is less time consuming and affordable.

– It is trusted as the organization understands the employee’s understanding and skill set.

– There is no requirement of induction and training as the worker is already familiar with the procedures, procedures and culture of the company.

– It increases the motivation level of the workers as they anticipate getting a higher task in the organization rather of looking for greener pastures outside.

– It boosts the spirits of the employees, enhances their relations with the company and lowers staff member turnover.

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

Disadvantage of Internal Sourcing

– Internal sourcing prevents brand-new blood, creativity and ingenious ideas from entering the company.

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

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

– It can produce frustration amongst the remainder of the employees as there can be bias or partiality in promoting an employee in the organization.

External Sources

New candidates are recruited from outside the company by various ways and techniques. It is more commonly utilized than internal sources. External recruitments are helpful in obtaining skills that are not possessed by the present staff members; it likewise assists to bring onboard staff members from various backgrounds that get a diversity of ideas on the table.

Campus Recruitments

When business are in search of fresh talents and are concentrating on understanding, interaction ability and talent than experience, they approach management colleges, technical institutes etc. The business makes a presentation about its company in order to draw in the students.

Whoever discovers it matching with their profession plans looks for the task. These candidates are then made to go through series of selection processes like analytical and mental tests, group discussions, interviews and so on before the final choice is done.

Management Consultants

Management experts serve as representatives of the company. They perform the recruitment function on behalf of the customer company by charging them fees or commissions. These experts have the ability to tailor their services according to the specific needs of the clients hence easing the line managers from their recruitment function.

Advertisements

This media of recruitment is popular and commonly utilized as it connects a large range of people. It can also be targeted at a specific group or a particular geographic location by choosing a specific paper, radio channel and so on e.g Business journal.

In particular advertisements company name, job description and income packages are discussed. There are blind ads as well where no recognition of the firm is given. These advertisements are published mostly when the company desires to fill an internal vacancy or planning to displace an existing employee.

Trade Associations

There are associations that develop a database of job seekers and offer it to its members during local or employment nationwide conventions. They likewise release classified ads for companies thinking about hiring 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 area of the interview is given up the newspaper. The prospects are required to carry their CVs and straight appear for the interview. It is a really common mode of recruitment among BPOs and call centres.

Job Fairs

Job fairs are an effective method of contacting prospective staff members and prospects. There are HR hiring managers of various business under one roof. Information and service cards can be exchanged and resumes can be sent by the candidates.

Employers can identify the best applicants, similarly the candidates can apply in many organizations together, wherever they feel the deal is finest and suits their interest.

Advantage of External Sourcing

– New and young blood enters the organization, which have ingenious concepts, new methods that can help to stimulate the existing employees.

– It uses a larger pool for choice. Companies can pick up candidates with requisite credentials.

– It develops a competitive environment as it helps the existing workers to work harder in order to match the requirement that the new staff members generate.

– It causes long term benefits to the company. Talented pools of people bring together with them new methods of working and new approaches to circumstances that helps the company to remain abreast with the competitive world outside.

Disadvantage of External Sourcing

– It is a time consuming process as it involves drawing in the right candidates, screening them, going through a series of tests and interviews etc. When suitable prospects are not offered this process has actually to be repeated again and once again.

– This process shows to be extremely expensive for the company as the companies have to turn to ads, working with experts etc for attracting the best swimming pool of skill.

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

– It is less trusted than internal sourcing. Since the companies employ prospects on the basis of their resumes, tests, interviews etc they may not turn out to be as anticipated. It may end up hiring someone who winds up being a misfit and might not have the ability to change in the brand-new set up.

Alternatives to Recruitment

Recruitment and choice is a costly and lengthy process. Moreover, it gets onboard irreversible staff members which are tough 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 short-term phases of high market need for company’s products, companies may turn to options to recruitment that are stated listed below:

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

In order to fulfill the additional demand of the company’s products which lead to excess workload, some staff members are asked to work overtime under some terms. Overtime is the quantity of time that somebody works beyond the working hours.

In such a case worker gets additional wages according to the agreement signed in between the employee and the company. The drawback is that the worker might not work to his full capacity throughout 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 set up to be terminated within several years for factors as the conclusion of a specific task or peak workload.

This assists the company in preventing expenses of recruitment, saves time involved, and assist prevent the negative effect of labor turnover etc. However short-lived employees may not be really loyal to the company, their lack of experience may affect the work output and they tend to require time to change.

Sub-contracting

To finish a specific job or meet an abrupt momentary increase in the need of the company’s items, the company may turn to subcontracting. It is the practice of appointing part of the commitments, tasks and duties to another party under an agreement called subcontractor.

Hiring an outdoors expert firm to undertake part of the work results in shared advantages in such cases as the business want to expand on its own just when the increased demand lasts for a specific amount of time.

Employee Leasing

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

For example a nursing services firm employs many nurses and supplies them to healthcare facilities on an agreement basis. It supplies a benefit to the organization to alter its employees without real layoffs.

Outsourcing

Under contracting out a company procedure is contracted out to a 3rd party, the reason behind outsourcing are numerous. It reduces the requirement to employ and train specialized staff as it is sourced out to someone concentrating on that area possessing the resources and know-how that results in competitive supremacy gradually.

It also helps to minimize capital and business expenses and helps avoid difficult guidelines, high taxes, labour union contracts etc.

Role Profiles for Recruitment Purposes

Role profiles, define the general function of the role, its reporting relationships and key result areas. They might also consist of the list of competencies required. They may be technical (skills and understanding needed to do a specific task) and behavioral competencies connected to the role.

The profile likewise includes the terms (pay, advantages, hours of work, mobility, employment taking a trip, transfers, training, advancement and profession opportunities). The recruitment function supplies the basis for individual spec.

Person Specifications

A person spec also known as recruitment, job or workers specification is the vital component on which the choice procedure is based. It is the sum total of education, training, experience, certification a person has to carry out the job designated to him.

When the job requirement have been specified, they should be classifications under ideal heads. The standard classifications include qualification, technical and behavioural proficiencies.

There are also a number of traditional schemes. The most popular consist of the seven-point plan established by Alec Rodgers in 1952 and the system developed by Munro Fraser in 1954. These offer specific headings under which attributes of an ideal candidate can be categorized.

Seven Point Plan

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

– Attainments: Education, credentials, experience

– General intelligence: Fundamental intellectual capability

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

– Interest: Social, intellectual, physically active, constructional

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

– Circumstances: Domestic circumstances, occupations of family.

Five-fold Grading System

Influence on others: Physical makeup, appearance, speech and manner

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

Innate abilities: Natural speed of comprehension and aptitude for learning

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

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

Attracting Candidates

Attracting prospects is mostly a matter of determining, examining and using the most suitable sources of candidates. However, where suitable sources of recruitment are not there, then the analysis of elements adding to the recruitment in an organization need to be evaluated. Various aspects to be taken under consideration are as follows:

Internal Factors

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

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 fast, however a cautious process. An incorrect move can have a dreadful influence on the undertaking. A few procedures can be required to reduce the negative 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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Human Resource Management

Human Resource Planning

Employee Induction

Kinds of Training

Importance of Training

Training Process

Human Resource Accounting

Methods of Personnel 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

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Employee Discipline

What is Employee Grievance?

What is Collective Bargaining?

What is HRIS?

Competency Based Training
Human Resource Planning

Personnel 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 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

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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 Job Analysis?

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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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