What is Recruitment?

Recruitment is the procedure of bring in and recognizing 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 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 essential possessions of an organization. The success or failure of a company is largely based on the quality of individuals working therein. Without positive and innovative contributions from people, organizations can not advance and flourish.

In order to achieve the objectives or perform the activities of an organization, therefore, we require to recruit people with requisite skills, credentials and experience. While doing so, we have to keep today along with the future requirements of the company in mind.

Organizations need to hire individuals with requisite abilities, credentials and experience if they have to make it through and grow in a highly competitive environment.

Recruitment Definition

According to Edwin B Flippo, “Recruitment is the procedure of searching for potential workers and promoting them to apply for tasks in the organization”.

DeCenzo and Robbins specify it as “Recruitment is the procedure of discovering potential prospects for actual or awaited organizational vacancies. Or from another point of view, it is a connecting activity-bringing together those with jobs to fill and those seeking jobs.”

According to Plumbley, “Recruitment is a coordinating procedure and the capacities and inclinations of the candidates need to be matched versus the need and rewards intrinsic in a given task or profession pattern.”

Recruitment Process

The significant actions 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 crucial part of the recruitment procedure. The job style is a phase about the design of the job profile and a clear arrangement between the line supervisor and the HRM Function.

The Job Design has to do with the contract about the profile of the perfect task candidate and the contract about the skills and proficiencies, which are necessary. The details gathered can be used during other actions of the recruitment process 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 decide about the best mix of recruitment sources to find the finest candidates for the task position. This is another essential action in the recruitment process.

Collecting and Presenting Job Resumes

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

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

Job Interviews

The task interviews are the primary step in the recruitment procedure, which need to be plainly developed and agreed in between HRM and line management.

The task interview need to find the job prospect, who meets the requirements and fits best the corporate culture and the department.

Job Offer

The task offer is the last step of the recruitment process, 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 company to join.

Recruitment Techniques

Recruitment strategies are the methods or media by which management contacts prospective employees or provide required info or exchange concepts or stimulate them to get tasks.

Recruitment strategies are:

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

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

Direct Methods: These consist of sending out travelling employers to educational and professional organizations and employees’ contacts with the public.

( a) Campus Recruitment
Nature of Recruitment

Recruitment includes the following features:

– Recruitment is the very first step of consultation.

– It is a constant procedure.

– It is a procedure of recognizing sources of human force, attracting and motivating them to request tasks in organizations.

– It is an advancement manpower or to operate at the last stage.

– It is a favorable process.

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

Purpose of Recruitment

– Discovering and establishing the source here required number and kind of staff members will be readily available.

– Developing ideal methods to bring in the desirable candidate.

– Employing the method to attract employees.

– Stimulating as lots of prospects as possible and asking them to get tasks irrespective of the number of candidates required in order to increase the choice ratio (i.e., variety of application per one job vacancy) due to lower yield ratio.

Difference Between Recruitment and Selection

– Recruitment indicates looking for sources of labor and promoting individuals to request jobs, whereas choice suggests selecting of ideal kind of people for various tasks.

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

– It develops a large swimming pool of applicants whereas choice results in a screening of inappropriate candidates.

– Recruitment is an easy process, it includes contracting the different sources of labor whereas choice is a complex and lengthy process. The prospect has to clear a variety of obstacles before they are chosen for a job.

Sources of Recruitment

A source from where candidates are determined, brought in and chose 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, establishing and promoting the staff members from within the organization. Internal recruitments are cost-effective, more dependable as the organization knows the candidate’s skillset and knowledge and it also encourages the workers and increases their dedication towards the company. Internal sourcing can be carried out in the following ways:

Transfers

An employee may be shifted from one task to another internally normally of the same level. The roles and duties of the staff members may change but not always the income. This assists the employees to get motivated and attempt something brand-new, assists them break the dullness of the old job and employment encourages them to grow by acquiring more understanding.

Promotions

As acknowledgment of their performance and experience the employees are moved from a position to a higher position. There is a modification in their tasks and obligations accompanied with a change in income and status. It assists the staff member to grow vertically in the company. It refrains him from leaving the business for greener pastures.

Retired and Retrenched Employees

Retired and retrenched staff members may likewise be hired back in case there is high demand and scarcity of supply in the industry or there is sudden boost in workload. These staff members are currently knowledgeable about the processes, treatments and culture of the organization thus they show to be cost reliable.

In this case each worker of the business serves as a recruiter. The staff members are motivated to recommend the names of their pals or relatives working in other companies. For this they are even rewarded monetarily.

The benefit of worker recommendation is that the potential candidate gets first hand info about the job and company culture from the currently working worker. Since he understands what he is getting into he is anticipated to remain longer in the organization. Also since the reliability of those who advise is at stake, they tend to advise those who are extremely inspired and employment competent.

Job Postings

The Company posts the current and anticipated vacancy on bulletin board system, electronic media and similar typical websites. This offers an opportunity to the workers to undertake profession shift and assist them grow within the business.

Deceased and Disabled Employees

In order to make the families of the deceased and disabled 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 affordable.

– It is trusted as the organization understands the worker’s understanding and ability.

– There is no need of induction and training as the employee is currently familiar with the procedures, procedures and culture of the organization.

– It increases the inspiration level of the staff members as they eagerly anticipate getting a greater task in the organization rather of searching for greener pastures outside.

– It increases the morale of the staff members, improves their relations with the organization and lowers employee turnover.

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

Disadvantage of Internal Sourcing

– Internal sourcing avoids brand-new blood, originality and innovative ideas from getting in the organization.

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

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

– It can create discontentment amongst the rest of the workers as there can be predisposition or partiality in promoting a staff member in the organization.

External Sources

New candidates are recruited from outside the company by various ways and approaches. It is more typically utilized than internal sources. External recruitments are useful in acquiring abilities that are not possessed by the present workers; it likewise assists to bring onboard workers from different backgrounds that get a diversity of ideas on the table.

Campus Recruitments

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

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

Management Consultants

Management experts act as agents of the company. They carry out the recruitment function on behalf of the customer company by charging them fees or commissions. These experts are able to tailor their services according to the specific needs of the customers thus easing the line supervisors from their recruitment function.

Advertisements

This media of recruitment is preferred and frequently used as it reaches out a wide variety of people. It can also be targeted at a particular group or a specific geographic location by picking a particular newspaper, radio channel etc e.g Business journal.

In specific advertisements company name, job description and income bundles are mentioned. There are blind advertisements as well where no identification of the company is provided. These ads are published mostly when the company wishes to fill an internal job or planning to displace an existing staff member.

Trade Associations

There are associations that develop a database of task candidates and provide it to its members throughout local or nationwide conventions. They also release classified advertisements for companies thinking about recruiting 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 advertisement concerning the time and the location of the interview is given up the paper. The candidates are required to bring their CVs and directly stand for the interview. It is a really typical mode of recruitment amongst BPOs and call centres.

Job Fairs

Job fairs are an efficient method of getting in touch with possible staff members and candidates. There are HR hiring managers of different business under one roofing system. Information and employment company cards can be exchanged and resumes can be submitted by the candidates.

Employers can identify the ideal applicants, likewise the candidates can use in numerous companies together, wherever they feel the deal is best and fits their interest.

Advantage of External Sourcing

– New and young blood goes into the organization, which have innovative concepts, brand-new approaches that can help to stimulate the existing employees.

– It provides a wider pool for selection. Companies can choose up prospects with requisite qualification.

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

– It causes long term benefits to the company. Talented swimming pools of individuals bring along with them new techniques of working and new methods to situations that assists the organization to stay informed with the competitive world outside.

Disadvantage of External Sourcing

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

– This process proves to be really costly for the organization as the business need to resort to advertisements, working with experts etc for attracting the ideal swimming pool of skill.

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

– It is less trusted than internal sourcing. Since the companies work with prospects on the basis of their resumes, tests, interviews and so on they might not turn out to be as expected. It might end up working with somebody who winds up being a misfit and might not be able to adjust in the new set up.

Alternatives to Recruitment

Recruitment and choice is a pricey and lengthy procedure. Moreover, it gets onboard long-term employees 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 combat back the short-lived stages of high market demand for firm’s items, business might resort to options to recruitment that are mentioned listed below:

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

In order to satisfy the additional need of the company’s items which lead to excess work load, some staff members 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 staff member gets extra incomes based on the agreement signed between the staff member and the company. The drawback is that the staff member may not work to his complete capacity during the day in order to earn overtime.

Temporary Employees

A short-lived staff member 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 one or more years for reasons as the conclusion of a particular or peak work.

This helps the company in preventing expenditures of recruitment, conserves time involved, and help prevent the negative effect of labor turnover etc. However short-term workers may not be really faithful to the company, their lack of experience may impact the work output and they tend to take some time to change.

Sub-contracting

To complete a specific project or fulfill a sudden momentary increase in the need of the company’s items, the business may turn to subcontracting. It is the practice of appointing part of the obligations, tasks and obligations to another celebration under an agreement called subcontractor.

Hiring an outside specialist firm to carry out part of the work results in mutual advantages in such cases as the business wish to expand by itself just when the increased demand lasts for a specified duration of time.

Employee Leasing

A worker leasing firm focuses on recruitment, training, human resource management, payroll accounting and threat administration. The leasing company also takes care of the work guidance, daily duties and other routine aspects of work.

For instance a nursing services firm employs numerous nurses and supplies them to health centers on an agreement basis. It provides a benefit to the company to alter its employees without actual layoffs.

Outsourcing

Under contracting out an organization process is contracted out to a 3rd party, the factor behind outsourcing are many. It lowers the need to employ and train specific staff as it is sourced out to somebody focusing on that area having the resources and know-how that results in competitive supremacy with time.

It likewise helps to reduce capital and operating costs and assists prevent troublesome policies, high taxes, labour union contracts and so on.

Role Profiles for Recruitment Purposes

Role profiles, define the total purpose of the function, its reporting relationships and essential outcome areas. They may likewise consist of the list of competencies needed. They might be technical (skills and understanding needed to do a particular job) and behavioral proficiencies attached to the role.

The profile likewise consists of the terms (pay, benefits, hours of work, movement, travelling, transfers, training, development and profession opportunities). The recruitment function supplies the basis for person spec.

Person Specifications

A person requirements likewise called recruitment, task or workers specification is the necessary component on which the choice treatment is based. It is the amount total of education, training, experience, credentials a person has to carry out the job assigned to him.

When the job requirement have actually been defined, they should be classifications under suitable heads. The basic categories include certification, technical and behavioural proficiencies.

There are likewise a number of conventional schemes. The most popular consist of the seven-point strategy developed by Alec Rodgers in 1952 and the five-point grading system developed by Munro Fraser in 1954. These give specific headings under which characteristics of a perfect candidate can be classified.

Seven Point Plan

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

– Attainments: Education, qualifications, experience

– General intelligence: Fundamental intellectual capability

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

– Interest: Social, intellectual, physically active, constructional

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

– Circumstances: Domestic scenarios, occupations of family.

Five-fold Grading System

Influence on others: Physical makeup, look, speech and way

Acquired understanding or credentials: Education, employment training, work experience

Innate abilities: Natural speed of understanding and ability for discovering

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

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

Attracting Candidates

Attracting prospects is primarily a matter of determining, assessing and using the most suitable sources of applicants. However, employment where appropriate sources of recruitment are not there, then the analysis of aspects contributing to the recruitment in a company requirement to be evaluated. Various aspects to be taken under factor to consider are as follows:

Internal Factors

– Company’s pay plan
– Quality of Work Life
– Organizational culture
– Career preparing & 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. elements
6. Information System

Recruitment needs to be fast, however a mindful process. A wrong move can have a devastating influence on the endeavor. A couple of measures can be taken to minimize the unfavorable effect. 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

Personnel Planning

Employee Induction

Kinds of Training

Importance of Training

Training Process

Personnel 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
Human Resource Planning

Personnel Planning Process

Human Resource Demand Forecasting

What is Personnel Development?

Methods of Performance Appraisal
What is Job Analysis?

What is Job Design?

Recruitment Meaning

Effective Recruiting

Selection Process

What is Employee Induction?
International Personnel Management

Cross Cultural Theories

Dimensions of Culture

HRM Practices
International Selection Process

Expatriate Training

International Compensation
Human Resource Development

Challenges of Personnel Development

Methods of Personnel 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

Types 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?

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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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