What is Recruitment?

Recruitment is the procedure 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 essential possessions of a company. The success or employment failure of an organization is mostly depending on the caliber of individuals working therein. Without positive and imaginative contributions from individuals, organizations can not advance and succeed.

In order to accomplish the objectives or perform the activities of a company, therefore, we need to hire individuals with requisite abilities, certifications and employment experience. While doing so, we need to keep today along with the future requirements of the organization in mind.

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

Recruitment Definition

According to Edwin B Flippo, “Recruitment is the process of looking for potential staff members and promoting them to get tasks in the company”.

DeCenzo and Robbins specify it as “Recruitment is the procedure of finding prospective candidates for real or anticipated organizational jobs. Or from another perspective, it is a connecting activity-bringing together those with jobs to fill and those seeking tasks.”

According to Plumbley, “Recruitment is a matching procedure and the capabilities and inclinations of the prospects need to be matched against the demand and benefits fundamental in a provided task or career pattern.”

Recruitment Process

The major steps of the recruitment process are mentioned as:

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

Job design is the most important part of the recruitment process. The task design is a stage about the style of the task profile and a clear arrangement in between the line supervisor and the HRM Function.

The Job Design has to do with the arrangement about the profile of the ideal task prospect and the contract about the skills and competencies, which are necessary. The details gathered can be utilized throughout other actions of the recruitment procedure to speed it up.

Opening Job Position

The Opening of the Job Position is usually the job of the HR Recruiter. Skilled and experienced HR Recruiter must choose about the right mix of recruitment sources to discover the very best prospects for the task position. This is another crucial action in the recruitment procedure.

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 step.

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

Job Interviews

The job interviews are the primary action in the recruitment procedure, which must be plainly designed and agreed in between HRM and line management.

The job interview need to discover the job candidate, who satisfies the requirements and fits best the business culture and the department.

Job Offer

The job offer 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 task interviews gets the deal from the organization to sign up with.

Recruitment Techniques

Recruitment methods are the means or media by which management contacts prospective employees or supply required info or exchange ideas or stimulate them to make an application for jobs.

Recruitment methods are:

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

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

Direct Methods: These include sending out travelling recruiters to instructional and professional institutions and employees’ contacts with the general public.

( a) Campus Recruitment
Nature of Recruitment

Recruitment includes the following functions:

– Recruitment is the very first step of appointment.

– It is a constant process.

– It is a process of recognizing sources of human force, attracting and motivating them to obtain tasks in companies.

– It is a development manpower or to work at the last stage.

– It is a positive procedure.

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

Purpose of Recruitment

– Finding out and developing the source here needed number and sort of workers will be readily available.

– Developing appropriate methods to bring in the desirable candidate.

– Employing the strategy to bring in staff members.

– Stimulating as numerous candidates as possible and inquiring to make an application for jobs irrespective of the number of candidates 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 implies looking for sources of labor employment and promoting individuals to get jobs, whereas selection suggests picking of best type of individuals for various jobs.

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

– It creates a large swimming pool of candidates whereas choice leads to a screening of inappropriate candidates.

– Recruitment is a basic process, it includes contracting the numerous sources of labor whereas choice is a complex and lengthy process. The prospect needs to clear a number of hurdles before they are selected for a job.

Sources of Recruitment

A source from where candidates are determined, 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 includes recruiting, developing and promoting the employees from within the organization. Internal recruitments are affordable, more reputable as the company understands the prospect’s skillset and knowledge and it also inspires the workers and increases their commitment towards the company. Internal sourcing can be done in the following ways:

Transfers

An employee may be shifted from one task to another internally normally of the same level. The roles and obligations of the staff members may change but not necessarily the wage. This helps the employees to get motivated and attempt something brand-new, helps them break the monotony of the old task and encourages them to grow by gaining more knowledge.

Promotions

As acknowledgment of their performance and experience the employees are moved from a position to a greater position. There is a modification in their tasks and obligations accompanied with a change in salary and status. It helps the employee to grow vertically in the company. It refrains him from leaving the business for employment greener pastures.

Retired and Retrenched Employees

Retired and retrenched employees might also be recruited back in case there is high demand and lack of supply in the industry or there is sudden boost in workload. These workers are currently knowledgeable about the processes, procedures and culture of the company hence they show to be cost reliable.

Employee Referrals

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

The advantage of employee recommendation is that the possible prospect gets initially hand information about the task and organization culture from the currently working employee. Since he understands what he is entering into he is anticipated to remain longer in the company. Also considering that the reliability of those who advise is at stake, they tend to recommend those who are highly inspired and proficient.

Job Postings

The Company posts the existing and expected vacancy on publication boards, employment electronic media and similar common portals. This provides a chance to the staff members to undertake career shift and assist them grow within the business.

Deceased and Disabled Employees

In order to make the families of the departed and handicapped employees self-sufficient their loved ones or dependents may be offered a job in case of any job.

Advantage of Internal Sourcing

– Internal recruitment is less time consuming and economical.

– It is trustworthy as the company is aware of the worker’s understanding and ability.

– There is no requirement of induction and training as the staff member is already knowledgeable about the processes, treatments and culture of the organization.

– It increases the motivation level of the employees as they look forward to getting a higher job in the company rather of searching for greener pastures outside.

– It enhances the spirits of the employees, improves their relations with the company and lowers employee turnover.

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

Disadvantage of Internal Sourcing

– Internal sourcing prevents new members, creativity and ingenious concepts from getting in the organization.

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

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

– It can create dissatisfaction amongst the rest of the employees 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 methods and approaches. It is more commonly used than internal sources. External recruitments are useful in acquiring abilities that are not had by the existing workers; it likewise assists to bring onboard workers from various backgrounds that get a diversity of ideas on the table.

Campus Recruitments

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

Whoever discovers it matching with their profession strategies obtains the job. These applicants are then made to go through series of choice processes like analytical and mental tests, seminar, interviews and so on before the last choice is done.

Management Consultants

Management specialists serve as representatives of the employer. They carry out the recruitment function on behalf of the client company by charging them fees or commissions. These consultants have the ability to tailor their services according to the specific requirements of the customers hence eliminating the line managers from their recruitment function.

Advertisements

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

In specific ads business name, job description and salary bundles are mentioned. There are blind ads also where no identification of the company is given. These ads are released primarily when the organization wants to fill an internal job or preparing to displace an existing employee.

Trade Associations

There are associations that create a database of job applicants and supply it to its members throughout local or national conventions. They likewise release classified ads for employers thinking about hiring their members.

Walk in Interview

Another upcoming method of recruitment is walk-in interviews. There is no time and meeting schedule for each person. An ad regarding the time and the location of the interview is offered in the paper. The candidates are needed to carry their CVs and straight appear for the interview. It is a really typical mode of recruitment amongst BPOs and call centres.

Job Fairs

Job fairs are a reliable way of contacting potential staff members and candidates. There are HR hiring supervisors of various business under one roof. Information and company cards can be exchanged and resumes can be submitted by the prospects.

Employers can find the best candidates, similarly the applicants can use in many organizations together, anywhere they feel the deal is finest and matches their interest.

Advantage of External Sourcing

– New and young blood gets in the organization, which have innovative concepts, brand-new approaches that can help to stimulate the existing staff members.

– It provides a larger pool for choice. Companies can choose up candidates with requisite certification.

– It produces a competitive environment as it assists the existing workers 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 pools of individuals bring together with them new methods of working and new methods to circumstances that assists the organization to remain informed with the competitive world outside.

Disadvantage of External Sourcing

– It is a time consuming procedure as it drawing in the ideal prospects, evaluating them, going through a series of tests and interviews and so on. When ideal prospects are not readily available this procedure needs to be repeated again and again.

– This procedure shows to be extremely expensive for the company as the business need to turn to ads, hiring consultants and so on for bring in the best pool of talent.

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

– It is less reliable than internal sourcing. Since the organizations employ prospects on the basis of their resumes, tests, interviews and so on they may not end up being as anticipated. It might end up working with somebody who winds up being a misfit and might not be able to change in the new established.

Alternatives to Recruitment

Recruitment and selection is an expensive and time-consuming process. Moreover, it gets onboard permanent workers which are tough 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 variations.

Hence to fight back the temporary phases of high market demand for firm’s products, companies might turn to alternatives to recruitment that are mentioned below:

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

In order to fulfill the additional need of the company’s items which result in excess workload, some workers are asked to work overtime under some conditions. Overtime is the quantity of time that someone works beyond the working hours.

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

Temporary Employees

A momentary staff member is designated for a duration that does not last for long. It is to fill a brief term position which is arranged to be terminated within one or more years for factors as the conclusion of a specific job or peak workload.

This helps the company in avoiding costs of recruitment, saves time involved, and assist avoid the unfavorable effect of labor turnover etc. However short-term workers may 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 finish a specific job or satisfy an abrupt temporary boost in the need of the company’s items, the business may turn to subcontracting. It is the practice of assigning part of the commitments, tasks and responsibilities to another party under an agreement called subcontractor.

Hiring an outside expert company to undertake part of the work causes mutual benefits in such cases as the business want to expand by itself just when the increased need lasts for a specific duration of time.

Employee Leasing

A staff member leasing company focuses on recruitment, training, human resource management, payroll accounting and risk administration. The leasing company likewise looks after the work guidance, daily duties and other routine aspects of work.

For example a nursing services firm hires many nurses and supplies them to health centers on an agreement basis. It supplies an advantage to the company to alter its workers without real layoffs.

Outsourcing

Under contracting out a service process is contracted out to a 3rd party, the factor behind outsourcing are many. It minimizes the requirement to work with and train customized staff as it is sourced out to somebody focusing on that location having the resources and knowledge that causes competitive superiority gradually.

It likewise assists to reduce capital and business expenses and helps prevent challenging policies, high taxes, labour union contracts etc.

Role Profiles for Recruitment Purposes

Role profiles, specify the general purpose of the role, its reporting relationships and crucial outcome locations. They might also include the list of proficiencies needed. They may be technical (abilities and knowledge needed to do a particular task) and behavioral competencies connected to the role.

The profile likewise consists of the terms and conditions (pay, employment advantages, hours of work, mobility, taking a trip, transfers, training, development and profession opportunities). The recruitment role supplies the basis for person specification.

Person Specifications

A person spec likewise called recruitment, job or workers spec is the vital aspect on which the choice procedure is based. It is the amount overall of education, training, experience, certification a person needs to carry out the job assigned to him.

When the job requirement have actually been specified, they must be categories under suitable heads. The basic categories consist of qualification, technical and behavioural competencies.

There are likewise a number of traditional schemes. The most popular consist of the seven-point plan established by Alec Rodgers in 1952 and the five-point grading system established by Munro Fraser in 1954. These provide particular headings under which attributes of an ideal candidate can be classified.

Seven Point Plan

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

– Attainments: Education, credentials, experience

– General intelligence: Fundamental intellectual capacity

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

– Interest: Social, intellectual, physically active, constructional

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

– Circumstances: Domestic circumstances, professions of family.

Five-fold Grading System

Impact on others: Physical make-up, appearance, speech and manner

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

Innate abilities: Natural speed of comprehension and aptitude for discovering

Motivation: The sort of objectives set by the individual, his or her consistency and decision in following them up, and success in achieving them

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

Attracting Candidates

Attracting candidates is mainly a matter of identifying, examining and utilizing the most proper sources of applicants. However, where ideal sources of recruitment are not there, then the analysis of aspects contributing to the recruitment in a company requirement to be evaluated. Various elements to be taken under factor to consider are as follows:

Internal Factors

– Company’s pay bundle
– 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 & fame

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 should be fast, however a cautious process. An incorrect relocation can have a disastrous effect on the endeavor. A couple of measures can be required to reduce the unfavorable impact. They are:

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

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Personnel 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

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 Human Resource 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

What is Coaching?

What is Mentoring?

Leadership Development

Management Development

Organisational Development

What is Planned Change

Kinds Of OD Interventions
What is Performance Management?

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

What is Group?

Group Dynamics

Organisational Culture

Group Decision Making

Group Conflict

Diversity in the Workplace

Management Topics

What is Management?

Who Is a Manager?

Marketing CIs Management an Art or Science

Classical Management Approach

Planning in Management

Decision Making in Management

Organising in Management

What is Organisation Structure?

What is Departmentation?

What is Span of Control?

What is Authority?

What is Staffing?

What is Human Resource Planning?

What is Job Analysis?

What is Recruitment?

Modern and Others Schools of Management Thought

What is Selection?

What is Coordination?

What is Controlling?

What is Leadership?

What is Organisational Change?

Motivation in Management

Motivation Theories

Maslow’s Hierarchy of Needs

Herzberg Two Factor Theory

Mcclelland’s Needs Theory of Motivation

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