What is Recruitment?

Recruitment is the process of attracting and determining a 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 assets of an organization. The success or failure of an organization is mainly dependent on the caliber of individuals working therein. Without positive and imaginative contributions from individuals, companies can not advance and flourish.

In order to attain the objectives or perform the activities of a company, therefore, we require to recruit individuals with requisite skills, certifications and experience. While doing so, we have to keep the present in addition to the future requirements of the organization in mind.

Organizations have to recruit individuals with requisite skills, qualifications and experience if they need to endure and flourish in an extremely competitive environment.

Recruitment Definition

According to Edwin B Flippo, “Recruitment is the procedure of looking for potential employees and stimulating them to get jobs in the organization”.

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

According to Plumbley, “Recruitment is a coordinating procedure and the capacities and dispositions of the prospects have to be matched against the demand and benefits inherent in a provided task or career pattern.”

Recruitment Process

The significant actions 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 vital part of the recruitment process. The task style is a stage about the design of the job profile and a clear contract between the line supervisor and the HRM Function.

The Job Design has to do with the arrangement about the profile of the ideal job candidate and the contract about the skills and competencies, which are important. 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 usually the task of the HR Recruiter. Skilled and knowledgeable HR Recruiter must choose about the right mix of recruitment sources to discover the finest candidates for the task position. This is another crucial action in the recruitment procedure.

Collecting and Presenting Job Resumes

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

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

Job Interviews

The job interviews are the main step in the recruitment procedure, which ought to be plainly developed and concurred between HRM and line management.

The task interview must find the task candidate, who satisfies the requirements and fits best the corporate culture and the department.

Job Offer

The job deal is the last action of the recruitment process, which is done by the HRM Function, it completes all the other steps and the winner of the job interviews gets the deal from the company to sign up with.

Recruitment Techniques

Recruitment techniques are the ways or media by which management contacts potential workers or supply necessary details or exchange concepts or stimulate them to get tasks.

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 academic and expert institutions and job employees’ contacts with the general public.

( a) Campus Recruitment
Nature of Recruitment

Recruitment includes the following functions:

– Recruitment is the very first action of appointment.

– It is a continuous process.

– It is a process of identifying sources of human force, bring in and encouraging them to request jobs in companies.

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

– It is a favorable procedure.

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

Purpose of Recruitment

– Discovering and developing the source here needed number and kind of employees will be offered.

– Developing appropriate methods to draw in the desirable candidate.

– Employing the technique to draw in employees.

– Stimulating as lots of prospects as possible and asking to make an application for jobs regardless of the variety of prospects needed 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 means looking for sources of labor and promoting people to make an application for jobs, whereas choice suggests selecting of best kind of individuals for different tasks.

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

– It creates a large swimming pool of applicants whereas selection results in a screening of inappropriate prospects.

– Recruitment is a simple procedure, it involves contracting the different sources of labor whereas selection is a complex and time-consuming process. The candidate needs to clear a variety of difficulties 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 cost-effective, more reputable as the organization knows the prospect’s skillset and knowledge and it also motivates the staff members and increases their dedication towards the organization. Internal sourcing can be performed in the following methods:

Transfers

An employee may be shifted from one job to another internally usually of the same level. The functions and duties of the workers may change however not necessarily the income. This helps the employees to get motivated and attempt something brand-new, helps them break the uniformity of the old task and encourages them to grow by acquiring more understanding.

Promotions

As acknowledgment of their performance and experience the workers are moved from a position to a higher position. There is a modification in their responsibilities and responsibilities accompanied with a modification in income and status. It helps the worker to grow vertically in the company. It refrains him from leaving the business for greener pastures.

Retired and Retrenched Employees

Retired and retrenched workers might likewise be recruited back in case there is high demand and shortage of supply in the market or there is abrupt boost in workload. These staff members are currently mindful of the procedures, procedures and culture of the organization thus they show to be cost effective.

In this case each staff member of the business acts as an employer. The staff members are motivated to advise the names of their buddies or loved ones operating in other companies. For this they are even rewarded monetarily.

The benefit of worker referral is that the possible prospect gets initially hand details about the job and organization culture from the currently working employee. Since he knows what he is entering he is expected to stay longer in the organization. Also considering that the credibility of those who advise is at stake, they tend to suggest those who are highly motivated and competent.

Job Postings

The Company posts the current and expected vacancy on bulletin board system, electronic media and comparable typical portals. This provides a chance to the workers to carry out career shift and job help them grow within the company.

Deceased and Disabled Employees

In order to make the families of the departed and disabled staff members self-dependent their family members or job dependents may be used a task in case of any job.

Advantage of Internal Sourcing

– Internal recruitment is less time consuming and economical.

– It is reputable as the organization knows the worker’s understanding and capability.

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

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

– It improves the spirits of the staff members, enhances their relations with the organization and lowers worker turnover.

– It develops the spirit of loyalty in the staff members, ensures connection of employment and organizational stability.

Disadvantage of Internal Sourcing

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

– The scope is limited as not all the vacancies can be filled by the minimal swimming pool of talent readily available in the organization.

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

– It can produce discontentment among the remainder of the workers as there can be predisposition or partiality in promoting a worker in the organization.

External Sources

New candidates are hired from outside the company by various methods and methods. It is more frequently used than internal sources. External recruitments are useful in getting abilities that are not had by the present workers; it also assists to bring onboard employees from various backgrounds that get a variety of ideas on the table.

Campus Recruitments

When business remain in search of fresh skills and are concentrating on knowledge, communication ability and skill 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 career plans obtains the job. These candidates are then made to go through series of selection procedures like analytical and mental tests, job group discussions, interviews etc before the last selection is done.

Management Consultants

Management experts serve as representatives of the employer. They carry out the recruitment function on behalf of the customer business by charging them fees or commissions. These specialists are able to customize their services according to the particular requirements of the clients therefore alleviating the line supervisors from their recruitment function.

Advertisements

This media of recruitment is popular and frequently used as it connects a of people. It can also be targeted at a particular group or a specific geographical area by choosing a specific paper, radio channel and job so on e.g Business journal.

In particular ads business name, job description and salary plans are mentioned. There are blind advertisements too where no identification of the firm is given. These ads are released primarily when the organization desires 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 supply it to its members throughout regional or nationwide conventions. They also publish classified advertisements for companies interested in recruiting their members.

Walk in Interview

Another upcoming approach of recruitment is walk-in interviews. There is no time at all and conference schedule for each person. An advertisement concerning the time and the location of the interview is given up the paper. The prospects are needed to bring their CVs and directly stand for the interview. It is a really typical mode of recruitment among BPOs and call centres.

Job Fairs

Job fairs are an effective way of contacting potential staff members and candidates. There are HR hiring managers of numerous business under one roofing system. Information and service cards can be exchanged and resumes can be submitted by the prospects.

Employers can spot the right applicants, similarly the applicants can apply 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 ingenious concepts, new methods that can assist to stir up the existing employees.

– It provides a wider swimming pool for choice. Companies can get candidates with requisite certification.

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

– It leads to long term advantages to the organization. Talented pools of people bring together with them brand-new approaches of working and new techniques to circumstances that assists the organization to stay abreast with the competitive world exterior.

Disadvantage of External Sourcing

– It is a time consuming procedure as it includes attracting the ideal candidates, screening them, going through a series of tests and interviews etc. When ideal prospects are not readily available this process has to be duplicated once again and once again.

– This process shows to be really pricey for the company as the companies need to resort to advertisements, working with specialists etc for drawing in the ideal pool of skill.

– It can decrease the morale and demotivate the existing employees as they can feel that their services have actually not been acknowledged.

– It is less trustworthy than internal sourcing. Since the organizations hire prospects on the basis of their resumes, tests, interviews etc they may not end up being as anticipated. It may end up employing someone who winds up being a misfit and might not have the ability to change in the new set up.

Alternatives to Recruitment

Recruitment and selection is an expensive and time-consuming process. Moreover, it gets onboard permanent 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 changes.

Hence to fight back the short-term phases of high market demand for company’s products, companies may resort to alternatives to recruitment that are stated below:

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

In order to satisfy the additional demand of the firm’s items which cause excess workload, some staff members are asked to work overtime under some conditions. Overtime is the amount of time that somebody works beyond the working hours.

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

Temporary Employees

A short-lived employee is designated for a duration that does not last for long. It is to fill a short-term position which is scheduled to be ended within several years for factors as the completion of a particular task or peak work.

This assists the business in preventing expenditures of recruitment, conserves time involved, and help prevent the unfavorable impact of labor turnover etc. However short-term staff members might not be very faithful to the business, their lack of experience may impact the work output and they tend to take time to adjust.

Sub-contracting

To finish a specific task or satisfy an abrupt short-lived boost in the need of the business’s items, the business might resort to subcontracting. It is the practice of assigning part of the obligations, jobs and obligations to another celebration under a contract understood as subcontractor.

Hiring an outdoors expert company to carry out part of the work leads to mutual advantages in such cases as the business wish to expand on its own just when the increased need lasts for a given amount of time.

Employee Leasing

A worker leasing firm focuses on recruitment, training, personnel management, payroll accounting and threat administration. The leasing company also looks after the work supervision, job day-to-day responsibilities and other regular aspects of work.

For instance a nursing services firm employs numerous nurses and supplies them to medical facilities on an agreement basis. It provides a benefit to the company to alter its staff members without real layoffs.

Outsourcing

Under outsourcing a company procedure is contracted out to a 3rd party, the reason behind outsourcing are many. It reduces the need to work with and train specific personnel as it is sourced out to somebody concentrating on that area possessing the resources and proficiency that leads to competitive supremacy in time.

It also helps to minimize capital and business expenses and assists avoid challenging regulations, high taxes, labour union contracts and so on.

Role Profiles for Recruitment Purposes

Role profiles, define the general purpose of the function, its reporting relationships and crucial result locations. They might also consist of the list of competencies required. They might be technical (skills and knowledge required to do a specific task) and behavioral competencies attached to the role.

The profile also includes the conditions (pay, advantages, hours of work, movement, taking a trip, transfers, training, advancement and career chances). The recruitment role provides the basis for person spec.

Person Specifications

An individual specification also understood as recruitment, task or personnel requirements is the essential aspect on which the selection procedure is based. It is the sum overall of education, training, experience, qualification a person needs to perform the job appointed to him.

When the job requirement have been defined, they ought to be classifications under suitable heads. The fundamental classifications consist of certification, technical and behavioural proficiencies.

There are likewise a number of conventional schemes. The most popular include the seven-point strategy developed by Alec Rodgers in 1952 and the five-point grading system established by Munro Fraser in 1954. These provide certain headings under which attributes of a perfect candidate can be categorized.

Seven Point Plan

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

– Attainments: Education, credentials, experience

– General intelligence: Fundamental intellectual capability

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

– Interest: Social, intellectual, physically active, constructional

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

– Circumstances: Domestic scenarios, professions of family.

Five-fold Grading System

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

Acquired understanding or certification: Education, trade training, work experience

Innate abilities: Natural speed of comprehension and aptitude for learning

Motivation: The type of goals set by the person, 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 prospects is mainly a matter of recognizing, evaluating and using the most suitable sources of candidates. However, where suitable sources of recruitment are not there, then the analysis of factors contributing to the recruitment in an organization need to be examined. Various factors to be taken under consideration are as follows:

Internal Factors

– Company’s pay bundle
– 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 & popularity

External Factors

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

Recruitment needs to be rapid, but a mindful procedure. An incorrect move can have a devastating impact on the undertaking. A few procedures can be taken to decrease the negative 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

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Personnel Management

Personnel 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
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

Personnel Demand Forecasting

What is Human Resource 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 Human Resource Development

Steps for Designing HRD Intervention

Employee Orientation

Employee Socialization

Realistic Job Review

360 Degree Assessment
Employee Assistance Program

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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

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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 Personnel Planning?

What is Job Analysis?

What is Recruitment?

Modern and Others Schools of Management Thought

What is Selection?

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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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