What is Recruitment?

Recruitment is the procedure of drawing in and determining a swimming pool of prospects, from which some will be selected 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 failure of an organization is mainly dependent on the caliber of individuals working therein. Without favorable and creative contributions from people, companies can not progress and prosper.

In order to achieve the goals or carry out the activities of a company, therefore, we require to hire people with requisite skills, qualifications and experience. While doing so, we have to keep today as well as the future requirements of the company in mind.

Organizations have to recruit people with requisite abilities, certifications and experience if they need to make it through and grow in an extremely competitive environment.

Recruitment Definition

According to Edwin B Flippo, “Recruitment is the procedure of looking for potential workers and promoting them to obtain tasks in the company”.

DeCenzo and Robbins specify it as “Recruitment is the procedure of discovering potential prospects for real or anticipated organizational jobs. Or from another perspective, it is a connecting activity-bringing together those with tasks 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 need and benefits inherent in a provided task or career pattern.”

Recruitment Process

The significant steps of the recruitment process are stated 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 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 contract about the profile of the perfect job candidate and the contract about the abilities and competencies, which are necessary. The info collected can be utilized during 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 skilled HR Recruiter need to decide about the right mix of recruitment sources to discover the very best prospects for the task position. This is another crucial step in the recruitment process.

Collecting and Presenting Job Resumes

The next step is collecting of job resumes and their pre-selection. This step in the recruitment procedure is very important today as numerous organizations lose a lot of time in this action.

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

Job Interviews

The task interviews are the main step in the recruitment process, which must be plainly developed and concurred in between HRM and line management.

The job interview need to find the job candidate, who meets the requirements and fits finest the corporate 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 job interviews gets the deal from the company to sign up with.

Recruitment Techniques

Recruitment methods are the means or media by which management contacts potential workers or supply essential info or exchange ideas or promote them to make an application for jobs.

Recruitment techniques are:

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

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

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

( a) Campus Recruitment
Nature of Recruitment

Recruitment involves the following functions:

– Recruitment is the primary step of appointment.

– It is a continuous process.

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

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

– It is a positive procedure.

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

Purpose of Recruitment

– Finding out and developing the source here needed number and kind of staff members will be offered.

– Developing ideal techniques to attract the desirable candidate.

– Employing the strategy to bring in staff members.

– Stimulating as numerous candidates as possible and asking to get jobs regardless of the variety of prospects 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 means looking for sources of labor and referall.us promoting people to make an application for jobs, whereas selection suggests picking of right type of people for numerous jobs.

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

– It creates a big pool of applicants whereas selection results in a screening of unsuitable prospects.

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

Sources of Recruitment

A source from where prospects are recognized, attracted and chose 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 method includes recruiting, developing and promoting the workers from within the company. Internal recruitments are economical, more dependable as the company is mindful of the prospect’s skillset and understanding and it likewise encourages the staff members and increases their commitment towards the organization. Internal sourcing can be carried out in the following methods:

Transfers

A worker may be shifted from one job to another internally generally of the exact same level. The roles and responsibilities of the staff members might alter but not necessarily the income. This helps the workers to get motivated and attempt something new, assists them break the uniformity of the old task and motivates them to grow by acquiring more understanding.

Promotions

As acknowledgment of their effectiveness and experience the staff members are moved from a position to a greater position. There is a modification in their duties and duties accompanied with a modification in income and status. It helps the employee 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 need and lack of supply in the market or there is unexpected boost in work load. These workers are currently knowledgeable about the processes, procedures and culture of the organization hence they show to be cost efficient.

In this case each staff member of the business serves as a recruiter. The employees are encouraged 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 prospect gets initially hand info about the task and company culture from the currently working worker. Since he knows what he is entering he is anticipated to remain longer in the company. Also considering that the reliability of those who recommend is at stake, they tend to advise those who are extremely motivated and skilled.

Job Postings

The Company posts the existing and predicted vacancy on bulletin board system, electronic media and comparable common websites. This gives a chance to the workers to carry out career shift and help them grow within the company.

Deceased and Disabled Employees

In order to make the households of the deceased and handicapped employees self-dependent their loved ones or dependents might be provided a task in case of any vacancy.

Advantage of Internal Sourcing

– Internal recruitment is less time consuming and cost-effective.

– It is trustworthy as the organization is mindful of the employee’s understanding and ability.

– There is no requirement of induction and training as the worker is already knowledgeable about the processes, procedures and culture of the organization.

– It increases the inspiration level of the staff members as they anticipate getting a greater job in the company instead of looking for greener pastures outside.

– It increases the morale of the workers, enhances their relations with the organization and reduces worker turnover.

– It develops the spirit of loyalty in the employees, ensures continuity of employment and organizational stability.

Disadvantage of Internal Sourcing

– Internal sourcing prevents new members, creativity and innovative concepts from going into the organization.

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

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

– It can develop discontentment amongst the remainder of the employees as there can be predisposition or partiality in promoting an employee in the organization.

External Sources

New candidates are recruited from outside the company by different means and techniques. It is more frequently utilized than internal sources. External recruitments are useful in obtaining skills that are not possessed by the current employees; it likewise helps to bring onboard workers from various backgrounds that get a variety of concepts on the table.

Campus Recruitments

When business remain in search of fresh skills and are concentrating on understanding, communication ability and talent than experience, they approach management colleges, technical institutes etc. The business makes a discussion about its organization in order to attract the students.

Whoever discovers it matching with their profession strategies makes an application for the job. These candidates are then made to go through series of selection procedures like analytical and psychological tests, group conversations, interviews etc before the last selection is done.

Management Consultants

Management specialists function as representatives of the company. They carry out the recruitment function on behalf of the client business by charging them charges or commissions. These specialists have the ability to tailor their services according to the specific requirements of the clients therefore eliminating the line supervisors from their recruitment function.

Advertisements

This media of recruitment is popular and frequently used as it connects a vast array of people. It can also be targeted at a specific group or a specific geographic location by picking a specific paper, radio channel and so on e.g Business journal.

In particular advertisements company name, task description and income bundles are mentioned. There are blind advertisements as well where no identification of the company is provided. These advertisements are published mainly when the organization wishes to fill an internal vacancy or preparing to displace an existing worker.

Trade Associations

There are associations that develop a database of task hunters and supply it to its members throughout local or nationwide conventions. They also publish classified advertisements for employers 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 area of the interview is given up the paper. The prospects are required to carry their CVs and straight appear for the interview. It is an extremely common mode of recruitment amongst BPOs and call centres.

Job Fairs

Job fairs are an efficient method of contacting potential staff members and prospects. There are HR hiring supervisors of numerous companies under one roofing system. Information and can be exchanged and resumes can be sent by the candidates.

Employers can identify the right candidates, likewise the candidates can use in many companies together, wherever they feel the deal is best and matches their interest.

Advantage of External Sourcing

– New and young blood goes into the company, which have ingenious ideas, brand-new approaches that can assist to stimulate the existing staff members.

– It provides a larger pool for selection. Companies can pick up candidates with requisite credentials.

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

– It results in long term benefits to the organization. Talented swimming pools of people bring along with them new approaches of working and new techniques to scenarios that helps the organization to remain abreast with the competitive world outside.

Disadvantage of External Sourcing

– It is a time consuming process as it includes attracting the right candidates, screening them, going through a series of tests and interviews and so on. When suitable candidates are not available this procedure has to be repeated once again and once again.

– This process proves to be extremely expensive for the organization as the business have to resort to advertisements, hiring consultants etc for attracting the right swimming pool of skill.

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

– It is less reliable than internal sourcing. Since the companies employ candidates on the basis of their resumes, tests, interviews etc they may not end up being as expected. It may wind up working with someone who ends up being a misfit and may not be able to change in the new set up.

Alternatives to Recruitment

Recruitment and choice is an expensive and lengthy process. Moreover, it gets onboard irreversible 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 need changes.

Hence to eliminate back the temporary stages of high market need for company’s items, companies may resort to alternatives to recruitment that are mentioned below:

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

In order to satisfy the additional demand of the firm’s products which result in excess workload, some employees are asked to work overtime under some terms and conditions. Overtime is the quantity of time that somebody works beyond the working hours.

In such a case staff member gets extra wages according to the contract signed between the worker and the company. The downside is that the employee might not work to his complete potential throughout the day in order to make overtime.

Temporary Employees

A short-lived staff member is appointed for a period that does not last for long. It is to fill a short term position which is set up to be ended within one or more years for reasons as the completion of a particular task or peak workload.

This assists the company in avoiding costs of recruitment, conserves time involved, and assist prevent the unfavorable effect of labor turnover etc. However short-lived staff members might not be extremely loyal to the business, their lack of experience may impact the work output and they tend to take some time to change.

Sub-contracting

To complete a particular project or meet an abrupt momentary increase in the need of the business’s items, the business may turn to subcontracting. It is the practice of designating part of the responsibilities, jobs and duties to another party under an agreement called subcontractor.

Hiring an outdoors specialist firm to carry out part of the work leads to mutual benefits in such cases as the company wish to broaden by itself just when the increased demand lasts for a specific amount of time.

Employee Leasing

A worker leasing firm specializes in recruitment, training, human resource management, payroll accounting and danger administration. The leasing company likewise takes care of the work guidance, daily responsibilities and other regular elements of work.

For example a nursing services firm hires many nurses and offers them to health centers on a contract basis. It provides a benefit to the company to alter its workers without real layoffs.

Outsourcing

Under outsourcing an organization procedure is contracted out to a 3rd party, the factor behind outsourcing are many. It decreases the requirement to work with and train customized personnel as it is sourced out to somebody specializing in that area having the resources and competence that results in competitive supremacy over time.

It likewise helps to minimize capital and business expenses and helps avoid troublesome guidelines, high taxes, labour union contracts and so on.

Role Profiles for Recruitment Purposes

Role profiles, specify the general purpose of the role, its reporting relationships and essential result locations. They may also include the list of competencies needed. They may be technical (skills and understanding needed to do a specific task) and behavioral proficiencies attached to the role.

The profile likewise consists of the terms and conditions (pay, advantages, hours of work, movement, taking a trip, transfers, training, development and career opportunities). The recruitment function supplies the basis for person spec.

Person Specifications

A person spec also referred to as recruitment, task or personnel requirements is the essential element on which the selection treatment is based. It is the sum total of education, training, experience, credentials an individual needs to carry out the job assigned to him.

When the job requirement have actually been specified, they ought to be classifications under ideal heads. The basic classifications include credentials, technical and behavioural competencies.

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

Seven Point Plan

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

– Attainments: Education, qualifications, experience

– General intelligence: Fundamental intellectual capacity

– Special abilities: Mechanical, manual mastery, center in usage of words or figures

– Interest: Social, intellectual, physically active, constructional

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

– Circumstances: Domestic circumstances, professions of family.

Five-fold Grading System

Effect on others: Physical cosmetics, look, speech and manner

Acquired knowledge or credentials: Education, vocational training, work experience

Innate capabilities: Natural speed of comprehension and ability for learning

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

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

Attracting Candidates

Attracting candidates is mainly a matter of determining, evaluating and using the most proper sources of candidates. However, where suitable sources of recruitment are not there, then the analysis of aspects contributing to the recruitment in a company need to be analyzed. Various aspects to be taken under consideration are as follows:

Internal Factors

– Company’s pay plan
– Quality of Work Life
– Organizational culture
– Career planning & development
– Company’s size
– Company’s products/services
– Company’s 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. elements
6. Information System

Recruitment needs to be fast, but a mindful process. A wrong relocation can have a disastrous effect on the endeavor. A few measures can be required to minimize the unfavorable impact. 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
Human Resources Tutorial

( Click Topic to Read)

Personnel Management

Human Resource Planning

Employee Induction

Types of Training

Importance of Training

Training Process

Personnel Accounting

Methods of Human Resource 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

Human Resource 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 Human Resource 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
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 Supervisor?

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

Go On, Share & Help your Friend

Did we miss something in BCOM/BBA Study Material or You want something More? Begin! Tell us what you think about our post on What is Recruitment in the remarks area and Share this post with your pals.