What is Recruitment?

Recruitment is the process of drawing in and identifying a 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 job 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

Human resources are the most crucial assets of an organization. The success or failure of a company is mainly depending on the caliber of the individuals working therein. Without favorable and creative contributions from people, companies can not progress and prosper.

In order to achieve the objectives or carry out the activities of an organization, for that reason, we require to recruit people with requisite skills, qualifications and experience. While doing so, we need to keep today along with the future requirements of the company in mind.

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

Recruitment Definition

According to Edwin B Flippo, „Recruitment is the procedure of looking for prospective workers and stimulating them to look for jobs in the organization“.

DeCenzo and Robbins define it as „Recruitment is the procedure of finding prospective prospects for actual or awaited organizational jobs. Or from another point of view, it is a connecting activity-bringing together those with tasks to fill and those seeking jobs.“

According to Plumbley, „Recruitment is a matching process and the capabilities and inclinations of the prospects have to be matched against the need and benefits inherent in an offered task or career pattern.“

Recruitment Process

The major actions of the recruitment procedure are specified as:

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

Job design is the most vital part of the recruitment procedure. The task design is a stage about the design of the job profile and a clear arrangement between the line manager and the HRM Function.

The Job Design has to do with the arrangement about the profile of the perfect task prospect and the arrangement about the abilities and competencies, which are important. The details collected can be utilized throughout other actions of the recruitment process 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 decide 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 procedure.

Collecting and Presenting Job Resumes

The next step is collecting of task resumes and their pre-selection. This action in the recruitment process is very essential today as lots of organizations lose a great deal of time in this step.

Today, the company 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 task interviews are the main action in the recruitment process, which should be plainly designed and concurred in between HRM and line management.

The job interview should find the task prospect, who meets the requirements and fits finest the business culture and the department.

Job Offer

The task offer is the last action of the recruitment procedure, which is done by the HRM Function, it finalizes all the other steps and the winner of the task interviews gets the offer from the organization to join.

Recruitment Techniques

Recruitment methods are the ways or media by which management contacts potential employees or provide necessary details or exchange concepts or job promote them to make an application for jobs.

Recruitment methods are:

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

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

Direct Methods: These include sending out taking a trip employers to instructional and expert organizations and staff members‘ contacts with the general public.

( a) Campus Recruitment
Nature of Recruitment

Recruitment includes the following features:

– Recruitment is the primary step of appointment.

– It is a constant procedure.

– It is a procedure of recognizing sources of human force, bring in and inspiring them to obtain tasks in organizations.

– It is an advancement manpower or to work at the last phase.

– It is a favorable process.

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

Purpose of Recruitment

– Learning and developing the source here required number and type of staff members will be readily available.

– Developing suitable methods to attract the desirable prospect.

– Employing the technique to bring in employees.

– Stimulating as lots of candidates as possible and asking to obtain jobs regardless of the number of candidates required in order to increase the selection ratio (i.e., number of application per one task vacancy) due to lower yield ratio.

Difference Between Recruitment and Selection

– Recruitment indicates looking for sources of labor and promoting people to request jobs, whereas selection implies picking of best kind of individuals for different tasks.

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

– It develops a big swimming pool of candidates whereas choice causes a screening of unsuitable prospects.

– Recruitment is a basic process, it includes contracting the different sources of labor whereas selection is a complex and lengthy process. The prospect has to clear a number of difficulties before they are picked for a task.

Sources of Recruitment

A source from where prospects are determined, brought in and selected 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 consists of recruiting, establishing and promoting the employees from within the organization. Internal recruitments are cost-efficient, more reliable as the company knows the candidate’s skillset and knowledge and it likewise encourages the employees and increases their commitment towards the company. Internal sourcing can be carried out in the following ways:

Transfers

An employee might be moved from one task to another internally normally of the very same level. The roles and responsibilities of the staff members may change however not necessarily the income. This assists the staff members to get motivated and attempt something new, helps them break the monotony of the old task and encourages them to grow by gaining more understanding.

Promotions

As acknowledgment of their efficiency and experience the staff members are moved from a position to a higher position. There is a change in their duties and duties accompanied with a modification in wage and status. It assists the staff member 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 also be recruited back in case there is high need and shortage of supply in the market or there is sudden increase in work load. These workers are already knowledgeable about the processes, procedures and culture of the company hence they prove to be cost effective.

Employee Referrals

In this case each staff member of the business functions as a recruiter. The workers are motivated to suggest the names of their buddies or relatives operating in other companies. For this they are even rewarded monetarily.

The advantage of staff member recommendation is that the prospective candidate gets first hand info about the task and company culture from the currently working employee. Since he understands what he is getting into he is expected to stay longer in the organization. Also given that the reliability of those who advise is at stake, they tend to suggest those who are highly inspired and competent.

Job Postings

The Company posts the existing and expected job on bulletin boards, electronic media and comparable typical portals. This gives 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 families of the deceased and handicapped workers self-sufficient their loved ones or dependents may be offered a task in case of any job.

Advantage of Internal Sourcing

– Internal recruitment is less time consuming and economical.

– It is reliable as the organization is aware of the employee’s knowledge and skill set.

– There is no requirement of induction and training as the employee is currently mindful of the processes, treatments and culture of the organization.

– It increases the inspiration level of the workers as they anticipate getting a greater task in the company instead of searching for greener pastures outside.

– It improves the morale of the staff members, improves their relations with the company and minimizes employee turnover.

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

Disadvantage of Internal Sourcing

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

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

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

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

External Sources

New candidates are recruited from outside the organization by different methods and approaches. It is more commonly utilized than internal sources. External recruitments are valuable in acquiring skills that are not possessed by the existing staff members; it also helps to bring onboard workers from different backgrounds that get a diversity of concepts on the table.

Campus Recruitments

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

Whoever finds it matching with their career plans applies for the job. These candidates are then made to go through series of choice processes like analytical and psychological tests, group conversations, interviews and so on before the last selection is done.

Management Consultants

Management specialists act as agents of the employer. They carry out the recruitment function on behalf of the client business by charging them costs or commissions. These experts have the ability to tailor job their services according to the specific needs of the customers therefore eliminating the line managers from their recruitment function.

Advertisements

This media of recruitment is extremely popular and frequently utilized as it connects a wide variety of people. It can likewise be targeted at a specific group or a particular geographic location by picking a particular newspaper, radio channel etc e.g Business journal.

In certain advertisements business name, task description and salary plans are pointed out. There are blind ads also where no identification of the company is given. These advertisements are published mostly when the organization wishes to fill an internal job or preparing to displace an existing staff member.

Trade Associations

There are associations that create a database of task candidates and offer it to its members throughout regional or nationwide conventions. They likewise publish classified advertisements for companies interested in recruiting their members.

Walk in Interview

Another upcoming technique of recruitment is walk-in interviews. There is no time at all and meeting schedule for each individual. An advertisement regarding the time and the place of the interview is offered in the paper. The candidates are required to bring their CVs and straight stand for the interview. It is a very common mode of recruitment amongst BPOs and call centres.

Job Fairs

Job fairs are an efficient method of contacting potential workers and prospects. There are HR hiring managers of various business under one roofing system. Information and company cards can be exchanged and resumes can be sent by the prospects.

Employers can spot the best applicants, similarly the candidates can use in lots of organizations together, anywhere they feel the offer is best and suits their interest.

Advantage of External Sourcing

– New and young blood gets in the company, which have innovative concepts, new methods that can help to stimulate the existing workers.

– It uses a wider pool for selection. Companies can select up candidates with requisite certification.

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

– It causes long term advantages to the organization. Talented pools of individuals bring along with them brand-new approaches of working and brand-new techniques to circumstances that helps the organization to remain abreast with the competitive world exterior.

Disadvantage of External Sourcing

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

– This process shows to be really costly for the company as the companies have to resort to ads, working with consultants etc for drawing in the right swimming pool of talent.

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

– It is less reliable than internal sourcing. Since the organizations employ candidates on the basis of their resumes, tests, interviews and so on they may not turn out to be as expected. It may end up employing somebody who ends up being a misfit and may not be able to adjust in the brand-new set up.

Alternatives to Recruitment

Recruitment and selection is an expensive and time-consuming procedure. Moreover, it gets onboard long-term workers 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 demand variations.

Hence to battle back the short-lived phases of high market demand for firm’s products, business may turn to alternatives to recruitment that are specified listed below:

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

In order to fulfill the additional demand of the company’s products which result in excess work load, some workers are asked to work overtime under some terms. Overtime is the amount of time that someone works beyond the working hours.

In such a case worker gets extra incomes according to the contract signed in between the employee and the company. The drawback is that the employee may not work to his full potential throughout the day in order to make 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 arranged to be terminated within several years for reasons as the conclusion of a particular task or peak workload.

This helps the company in preventing expenditures of recruitment, conserves time involved, and assist avoid the unfavorable impact of labor turnover etc. However temporary employees may not be very faithful to the business, their inexperience may impact the work output and they tend to take time to adjust.

Sub-contracting

To finish a particular job or satisfy a sudden momentary boost in the need of the company’s items, the company might resort to subcontracting. It is the practice of assigning part of the responsibilities, jobs and duties to another party under a contract called subcontractor.

Hiring an outdoors specialist company to undertake part of the work results in mutual advantages in such cases as the business wish to expand on its own just when the increased need lasts for a specified period of time.

Employee Leasing

A staff member specializes in recruitment, training, human resource management, payroll accounting and danger administration. The leasing company also takes care of the work guidance, day-to-day tasks and other regular aspects of work.

For instance a nursing services firm works with many nurses and provides them to medical facilities on an agreement basis. It supplies an advantage to the company to change its staff members without real layoffs.

Outsourcing

Under contracting out an organization procedure is contracted out to a 3rd party, the reason behind outsourcing are many. It lowers the need to work with and train specific staff as it is sourced out to someone concentrating on that location having the resources and competence that leads to competitive supremacy in time.

It also assists to reduce capital and operating costs and assists avoid burdensome regulations, high taxes, labour union contracts and so on.

Role Profiles for Recruitment Purposes

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

The profile also consists of the terms and conditions (pay, benefits, hours of work, movement, travelling, transfers, training, development and career chances). The recruitment function provides the basis for person specification.

Person Specifications

A person requirements likewise known as recruitment, job or personnel specification is the vital aspect on which the selection procedure is based. It is the sum overall of education, training, experience, qualification an individual has to perform the job designated to him.

When the task requirement have been specified, they must be classifications under ideal heads. The fundamental categories consist of qualification, technical and behavioural proficiencies.

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

Seven Point Plan

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

– Attainments: Education, qualifications, experience

– General intelligence: Fundamental intellectual capacity

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

– Interest: Social, intellectual, physically active, constructional

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

– Circumstances: Domestic scenarios, professions of family.

Five-fold Grading System

Effect on others: Physical make-up, appearance, speech and way

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

Innate abilities: Natural speed of understanding and ability for learning

Motivation: The sort of goals set by the person, his/her consistency and determination in following them up, and success in accomplishing them

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

Attracting Candidates

Attracting candidates is primarily a matter of recognizing, examining and using the most appropriate sources of candidates. However, where ideal sources of recruitment are not there, then the analysis of elements contributing to the recruitment in a company need to be examined. 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 & fame

External Factors

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

Recruitment must be fast, but a careful process. A wrong move can have a devastating impact on the undertaking. 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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Human Resource Planning

Employee Induction

Kinds of Training

Importance of Training

Training Process

Personnel Accounting

Methods of Human Resource Accounting

HR Audit

How to Create Training Program
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Performance Appraisal

Performance Appraisal Process

Performance Appraisal Problems

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Personnel Planning

Human Resource Planning Process

Human Resource Demand Forecasting

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Methods of Performance Appraisal
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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 Personnel Development

Methods of Personnel Development

Steps for Designing HRD Intervention

Employee Orientation

Employee Socialization

Realistic Job Review

360 Degree Assessment
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Management Development

Organisational Development

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Types of OD Interventions
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Employee Performance Monitoring
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Performance Management and Reward

Ethics in Performance Management

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Organising in Management

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