What is Recruitment?

Recruitment is the process of bring in and determining a swimming pool of prospects, 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 important possessions of a company. The success or failure of an organization is mainly based on the quality of individuals working therein. Without positive and creative contributions from individuals, companies can not advance and flourish.

In order to accomplish the goals or carry out the activities of an organization, therefore, we need to hire individuals with requisite abilities, qualifications and experience. While doing so, we need to keep today along with 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 thrive in an extremely competitive environment.

Recruitment Definition

According to Edwin B Flippo, “Recruitment is the process of looking for potential workers and stimulating them to obtain tasks in the organization”.

DeCenzo and Robbins specify it as “Recruitment is the process of finding potential prospects for real or expected organizational vacancies. Or from another perspective, it is a connecting activity-bringing together those with jobs to fill and those looking for tasks.”

According to Plumbley, “Recruitment is a matching process and the capabilities and dispositions of the prospects have actually to be matched versus the need and rewards inherent in an offered job or profession 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 style of the task profile and a clear agreement in between the line manager and the HRM Function.

The Job Design has to do with the agreement about the profile of the perfect job prospect and the agreement about the skills and competencies, which are essential. The info collected can be used throughout 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 should choose about the right mix of recruitment sources to discover the very best candidates for the task 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 process is extremely essential today as many organizations lose a lot of time in this step.

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

Job Interviews

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

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

Job Offer

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

Recruitment Techniques

Recruitment strategies are the means or media by which management contacts prospective workers or offer required info or exchange concepts or stimulate them to get tasks.

Recruitment strategies 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 travelling recruiters to educational and professional organizations and employees’ contacts with the general public.

( a) Campus Recruitment
Nature of Recruitment

Recruitment includes the following features:

– Recruitment is the first step of consultation.

– It is a constant procedure.

– It is a process of recognizing sources of human force, bring in and motivating them to look for jobs in organizations.

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

– It is a favorable process.

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

Purpose of Recruitment

– Learning and developing the source here required number and type of employees will be available.

– Developing ideal techniques to bring in the desirable candidate.

– Employing the strategy to bring in employees.

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

Difference Between Recruitment and Selection

– Recruitment implies searching for sources of labor and stimulating people to look for jobs, whereas choice indicates picking of right kind of people for numerous tasks.

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

– It produces a large pool of applicants whereas choice leads to a screening of inappropriate candidates.

– Recruitment is an easy procedure, it involves contracting the different sources of labor whereas selection is a complex and lengthy procedure. The candidate needs to clear a number of obstacles before they are selected for a task.

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 technique includes recruiting, establishing and promoting the employees from within the company. Internal recruitments are cost-effective, more reputable as the organization knows the candidate’s skillset and understanding and it likewise motivates the employees and increases their dedication towards the company. Internal sourcing can be performed in the following ways:

Transfers

A worker might be shifted from one job to another internally typically of the same level. The functions and responsibilities of the workers may change but not always the wage. This assists the workers to get inspired and attempt something new, helps them break the monotony of the old job and encourages them to grow by getting more knowledge.

Promotions

As recognition of their efficiency and experience the workers are moved from a position to a higher position. There is a change in their tasks and responsibilities accompanied with a change in wage and status. It helps the staff member to grow vertically in the company. It refrains him from leaving the company for greener pastures.

Retired and Retrenched Employees

Retired and retrenched staff members might also be hired back in case there is high demand and lack of supply in the industry or there is sudden increase in workload. These workers are currently mindful of the processes, treatments and culture of the company thus they prove to be cost reliable.

In this case each staff member of the business acts as a recruiter. The employees are motivated to recommend the names of their friends or loved ones operating in other organizations. For this they are even rewarded monetarily.

The advantage of employee referral is that the prospective prospect gets initially hand info about the task and organization culture from the currently working staff member. Since he knows what he is getting into he is anticipated to remain longer in the organization. Also because the reliability of those who recommend is at stake, they tend to suggest those who are highly inspired and qualified.

Job Postings

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

Deceased and employment Disabled Employees

In order to make the households of the deceased and handicapped workers self-dependent 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 affordable.

– It is dependable as the organization knows the staff member’s understanding and ability.

– There is no need of induction and training as the employee is currently knowledgeable about the procedures, treatments and culture of the company.

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

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

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

Disadvantage of Internal Sourcing

– Internal sourcing prevents new blood, originality and ingenious ideas from going into the company.

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

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

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

External Sources

New prospects are hired from outside the company by different means and methods. It is more frequently used than internal sources. External recruitments are helpful in getting skills that are not possessed by the current staff members; it also assists to bring onboard workers from different backgrounds that get a variety of ideas on the table.

Campus Recruitments

When companies remain in search of fresh skills and are focusing on understanding, communication skill and skill than experience, they approach management colleges, technical institutes etc. The company makes a discussion about its company in order to draw in the students.

Whoever discovers it matching with their profession strategies looks for the task. These candidates are then made to go through series of choice 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 perform the recruitment function on behalf of the client business by charging them fees or commissions. These experts are able to tailor their services according to the specific requirements of the customers thus relieving the line managers from their recruitment function.

Advertisements

This media of recruitment is incredibly popular and typically utilized as it connects a vast array of individuals. It can likewise be targeted at a specific group or a specific geographic area by selecting a particular newspaper, radio channel and so on e.g Business journal.

In specific advertisements company name, task description and wage plans are mentioned. There are blind ads also where no identification of the firm is given. These advertisements are released primarily when the organization wishes to fill an internal job or planning to displace an existing employee.

Trade Associations

There are associations that produce a database of job seekers and provide it to its members during regional or national conventions. They likewise publish classified advertisements for companies interested in hiring their members.

Walk in Interview

Another upcoming approach of recruitment is walk-in interviews. There is no time and conference schedule for each person. An ad concerning the time and the place of the interview is given up the newspaper. The candidates are needed to carry their CVs and straight appear for the interview. It is a really common mode of recruitment amongst BPOs and employment call centres.

Job Fairs

Job fairs are an effective way of getting in touch with prospective staff members and candidates. There are HR hiring managers of various business under one roofing. Information and organization cards can be exchanged and resumes can be submitted by the candidates.

Employers can spot the best applicants, similarly the applicants can use in numerous companies together, any place they feel the deal is best and fits their interest.

Advantage of External Sourcing

– New and young blood enters the company, which have innovative ideas, new methods that can help to stir up the existing staff members.

– It provides a larger pool for choice. Companies can get prospects with requisite qualification.

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

– It results in long term advantages to the company. Talented swimming pools of individuals bring in addition to them new approaches of working and brand-new approaches to situations that assists the organization to stay informed with the competitive world exterior.

Disadvantage of External Sourcing

– It is a time consuming procedure as it includes attracting the best candidates, evaluating them, going through a series of tests and interviews and so on. When ideal candidates are not offered this process has to be repeated again and again.

– This process proves to be extremely expensive for the company as the companies need to resort to ads, employing consultants etc for bring in the best pool of talent.

– It can lower the spirits and demotivate the existing employees as they can feel that their services have not been acknowledged.

– It is less dependable than internal sourcing. Since the organizations employ prospects on the basis of their resumes, tests, interviews etc they might not end up being as expected. It may end up employing someone who winds up being a misfit and may not be able to adjust in the brand-new established.

Alternatives to Recruitment

Recruitment and selection is a pricey and lengthy procedure. Moreover, it gets onboard irreversible staff members which are difficult 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 variations.

Hence to eliminate back the temporary stages of high market need for firm’s items, business may turn to options to recruitment that are stated below:

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

In order to satisfy the additional demand of the company’s items which cause excess work load, 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 worker gets additional incomes as per the agreement signed between the worker and the employer. The downside is that the worker may not work to his complete capacity throughout the day in order to make overtime.

Temporary Employees

A temporary worker is designated for a duration that does not last for long. It is to fill a brief term position which is set up to be ended within several years for factors as the conclusion of a specific job or peak workload.

This assists the company in avoiding expenses of recruitment, saves time involved, and help avoid the unfavorable effect of labor turnover etc. However temporary employees might not be really faithful to the business, their lack of experience may impact the work output and they tend to take some time to adjust.

Sub-contracting

To complete a particular task or fulfill an abrupt short-term increase in the demand of the business’s products, the company might resort to subcontracting. It is the practice of assigning part of the commitments, jobs and duties to another party under a contract known as subcontractor.

Hiring an outside expert firm to undertake part of the work leads to mutual benefits in such cases as the business would like to expand by itself only when the increased demand lasts for a specific duration of time.

Employee Leasing

A worker leasing firm focuses on recruitment, training, personnel management, payroll accounting and risk administration. The leasing company also looks after the work supervision, everyday duties and other routine aspects of work.

For instance a nursing services firm works with numerous nurses and supplies them to hospitals on a contract basis. It supplies a benefit to the company to alter its staff members without real layoffs.

Outsourcing

Under outsourcing an organization procedure is contracted out to a 3rd party, the factor behind outsourcing are lots of. It reduces the need to work with and train customized personnel as it is sourced out to somebody focusing on that area having the resources and know-how that causes competitive supremacy with time.

It also helps to decrease capital and business expenses and helps avoid challenging policies, employment high taxes, labour union contracts and so on.

Role Profiles for Recruitment Purposes

Role profiles, define the overall purpose of the role, its reporting relationships and key outcome areas. They might also consist of the list of competencies required. They may be technical (abilities and understanding required to do a particular job) and behavioral proficiencies connected to the role.

The profile also consists of the terms (pay, benefits, hours of work, movement, travelling, transfers, training, development and profession chances). The recruitment role supplies the basis for individual spec.

Person Specifications

An individual spec also called recruitment, job or workers requirements is the necessary element on which the selection procedure is based. It is the sum overall of education, training, experience, credentials a person needs to carry out the job appointed to him.

When the task requirement have been defined, they need to be categories under ideal heads. The fundamental categories consist of qualification, technical and behavioural proficiencies.

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

Seven Point Plan

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

– Attainments: Education, credentials, experience

– General intelligence: Fundamental intellectual capacity

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

– Interest: Social, intellectual, physically active, constructional

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

– Circumstances: Domestic circumstances, occupations of household.

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 aptitude for finding out

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

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

Attracting Candidates

Attracting candidates is primarily a matter of recognizing, assessing and using the most proper sources of applicants. However, where appropriate sources of recruitment are not there, then the analysis of factors adding to the recruitment in a company requirement 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 & growth
– Company’s size
– Company’s products/services
– Company’s growth rate
– Role of trade union
– Cost of recruitment
– Company’s name & popularity

External Factors

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

Recruitment needs to be fast, however a cautious procedure. An incorrect relocation can have a disastrous impact on the undertaking. A couple of steps can be required to lower the negative 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
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Human Resource Planning

Employee Induction

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Methods of Human Resource Accounting

HR Audit

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Performance Appraisal Process

Performance Appraisal Problems

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Methods of Performance Appraisal
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Recruitment Meaning

Effective Recruiting

Selection Process

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Dimensions of Culture

HRM Practices
International Selection Process

Expatriate Training

International Compensation
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Challenges of Personnel Development

Methods of Personnel Development

Steps for Designing HRD Intervention

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Employee Socialization

Realistic Job Review

360 Degree Assessment
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