What is Recruitment?

Recruitment is the procedure of drawing in and identifying a swimming pool of prospects, from which some will be picked for employment.

Table of Content

1 What is Recruitment?

2 Recruitment Meaning

3 Recruitment Definition

4 Recruitment Process4.1 Job Design

4.2 Opening Job Position

4.3 Collecting and Presenting Job Resumes

4.4 Job Interviews

4.5 Job Offer

9.1 Internal Sources9.1.1 Transfers

9.1.2 Promotions

9.1.3 Retired and Retrenched Employees

9.1.4 Employee Referrals

9.1.5 Job Postings

9.1.6 Deceased and Disabled Employees

9.4.1 Campus Recruitments

9.4.2 Management Consultants

9.4.3 Advertisements

9.4.4 Trade Associations

9.4.5 Walk in Interview

9.4.6 Job Fairs

10.1 Overtime

10.2 Temporary Employees

10.3 Sub-contracting

10.4 Employee Leasing

10.5 Outsourcing

11.1 Person Specifications11.1.1 Seven Point Plan

Personnels are the most essential assets of an organization. The success or failure of a company is largely depending on the quality of the individuals working therein. Without positive and imaginative contributions from individuals, companies can not advance and prosper.

In order to attain the goals or perform the activities of a company, therefore, we need to recruit people with requisite abilities, qualifications and experience. While doing so, we need to keep the present along with the future requirements of the company in mind.

Organizations have to hire people with requisite skills, qualifications and experience if they have to survive and thrive in a highly competitive environment.

Recruitment Definition

According to Edwin B Flippo, “Recruitment is the process of searching for prospective workers and promoting them to look for tasks in the organization”.

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

According to Plumbley, “Recruitment is a coordinating procedure and the capacities and dispositions of the prospects need to be matched against the need and rewards fundamental in an offered 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 process. The task design is a phase about the style of the job profile and a clear arrangement in between the line supervisor and the HRM Function.

The Job Design is about the arrangement about the profile of the perfect task prospect and the agreement about the skills and proficiencies, which are important. The info 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 typically the job of the HR Recruiter. Skilled and experienced HR Recruiter must decide about the ideal mix of recruitment sources to discover the finest candidates for the job position. This is another key step in the recruitment process.

Collecting and Presenting Job Resumes

The next action is collecting of task resumes and their pre-selection. This action in the recruitment process is very crucial 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, employment this should be the last action done purely by the HRM Function.

Job Interviews

The task interviews are the main step in the recruitment procedure, which must be clearly designed and concurred in between HRM and line management.

The job interview must find the task candidate, who meets the requirements and fits finest the corporate culture and the department.

Job Offer

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

Recruitment Techniques

Recruitment techniques are the ways or media by which management contacts potential staff members or supply needed info or exchange concepts or promote them to obtain jobs.

Recruitment strategies are:

Internal Methods: They are for hiring internal prospects. These include techniques like:

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

Direct Methods: These include sending travelling employers to educational and expert organizations and staff members’ contacts with the public.

( a) Campus Recruitment
Nature of Recruitment

Recruitment includes the following features:

– Recruitment is the primary step of visit.

– It is a constant procedure.

– It is a procedure of identifying sources of human force, drawing in and inspiring them to obtain jobs in companies.

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

– It is a favorable procedure.

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

Purpose of Recruitment

– Discovering and developing the source here required number and kind of staff members will be offered.

– Developing ideal strategies to bring in the desirable candidate.

– Employing the technique to bring in workers.

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

Difference Between Recruitment and Selection

– Recruitment indicates browsing for sources of labor and promoting people to obtain tasks, whereas choice indicates picking of best kind of people for numerous jobs.

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

– It creates a large swimming pool of applicants whereas selection causes a screening of unsuitable prospects.

– Recruitment is a basic procedure, it includes contracting the numerous sources of labor whereas choice is a complex and time-consuming process. The candidate needs to clear a variety of difficulties before they are picked for a job.

Sources of Recruitment

A source from where candidates are recognized, attracted 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 method consists of recruiting, establishing and promoting the workers from within the organization. Internal recruitments are economical, more dependable as the organization is conscious of the prospect’s skillset and understanding and it likewise inspires the employees and increases their dedication towards the organization. Internal sourcing can be carried out in the following ways:

Transfers

A staff member may be moved from one task to another internally generally of the very same level. The functions and obligations of the staff members might change however not necessarily the income. This helps the employees to get motivated and attempt something new, helps them break the dullness of the old job and encourages them to grow by gaining more understanding.

Promotions

As recognition of their performance and experience the employees are moved from a position to a greater position. There is a change in their responsibilities and duties accompanied with a modification in income and status. It helps the staff member to grow vertically in the organization. It refrains him from leaving the company for greener pastures.

Retired and Retrenched Employees

Retired and retrenched employees may also be hired back in case there is high demand and scarcity of supply in the industry or there is sudden increase in workload. These workers are already knowledgeable about the procedures, procedures and culture of the organization thus they show to be cost efficient.

In this case each employee of the company serves as an employer. The staff members are motivated to suggest the names of their buddies or relatives working in other organizations. For this they are even rewarded monetarily.

The benefit of worker recommendation is that the prospective candidate gets first hand info about the task and company culture from the currently working worker. Since he knows what he is getting into he is anticipated to stay longer in the company. Also considering that the trustworthiness of those who recommend is at stake, they tend to advise those who are highly inspired and skilled.

Job Postings

The Company posts the current and predicted vacancy on bulletin boards, electronic media and similar common portals. This gives an opportunity to the staff members to carry out career shift and help them grow within the business.

Deceased and Disabled Employees

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

Advantage of Internal Sourcing

– Internal recruitment is less time consuming and economical.

– It is dependable as the company knows the employee’s understanding and ability set.

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

– It increases the inspiration level of the employees as they anticipate getting a higher task in the organization instead of searching for greener pastures outside.

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

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

Disadvantage of Internal Sourcing

– Internal sourcing avoids brand-new blood, creativity and ingenious ideas from going into the company.

– The scope is restricted as not all the vacancies can be filled by the restricted 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 employees as there can be predisposition or partiality in promoting an employee in the company.

External Sources

New prospects are recruited from outside the company by different methods and methods. It is more commonly used than internal sources. External recruitments are practical in obtaining abilities that are not had by the existing workers; it likewise assists to bring onboard staff members from various backgrounds that get a variety of ideas on the table.

Campus Recruitments

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

Whoever finds it matching with their profession plans requests the task. These candidates are then made to go through series of choice processes like analytical and mental tests, seminar, interviews and so on before the final selection is done.

Management Consultants

Management consultants act as agents of the company. They carry out the recruitment function on behalf of the client company by charging them fees or commissions. These consultants have the ability to customize their services according to the specific requirements of the clients therefore easing the line managers from their recruitment function.

Advertisements

This media of recruitment is incredibly popular and commonly used as it connects a large range of people. It can likewise be targeted at a specific group or a specific geographical location by picking a particular newspaper, radio channel and so on e.g Business journal.

In particular 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 released primarily when the company desires to fill an internal vacancy or preparing to displace an existing worker.

Trade Associations

There are associations that develop a database of task candidates and offer it to its members during local or nationwide conventions. They also publish classified advertisements for employers thinking about recruiting their members.

Walk in Interview

Another upcoming method of recruitment is walk-in interviews. There is no time at all and conference schedule for each individual. An ad concerning the time and the place of the interview is provided in the newspaper. The prospects are needed to bring their CVs and straight stand for the interview. It is a very typical mode of recruitment amongst BPOs and call centres.

Job Fairs

Job fairs are an efficient method of connecting with potential employees and candidates. There are HR hiring supervisors of numerous business under one roof. Information and service cards can be exchanged and resumes can be sent by the prospects.

Employers can spot the right candidates, likewise the candidates can apply in lots of organizations together, any place they feel the deal is best and suits their interest.

Advantage of External Sourcing

– New and young blood goes into the organization, which have innovative concepts, new methods that can help to stir up the existing workers.

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

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

– It causes long term advantages to the organization. Talented swimming pools of individuals bring together with them brand-new methods of working and brand-new approaches to situations that assists the organization to remain informed with the competitive world exterior.

Disadvantage of External Sourcing

– It is a time consuming process as it involves drawing in the ideal candidates, evaluating them, going through a series of tests and interviews and so on. When appropriate candidates are not available this procedure needs to be duplicated once again and once again.

– This procedure shows to be very costly for the organization as the business need to turn to ads, working with specialists etc for bring in the best pool of talent.

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

– It is less dependable than internal sourcing. Since the companies employ candidates on the basis of their resumes, tests, interviews etc they may not turn out to be as expected. It may wind up working with someone who ends up being a misfit and might not have the ability to change in the new established.

Alternatives to Recruitment

Recruitment and selection is an expensive and lengthy procedure. Moreover, it gets onboard irreversible staff members which are hard 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 fluctuations.

Hence to fight back the momentary phases of high market need for company’s products, business may resort to options to recruitment that are stated listed below:

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

In order to meet the additional demand of the firm’s products which cause excess work load, some workers are asked to work overtime under some conditions. Overtime is the quantity of time that somebody works beyond the working hours.

In such a case worker gets extra salaries according to the contract signed in between the worker 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 momentary worker is selected for a duration 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 factors as the completion of a specific task or peak work.

This helps the company in preventing costs of recruitment, saves time involved, and assist prevent the negative impact of labor turnover etc. However temporary workers may not be really faithful to the company, their inexperience may impact the work output and they tend to take time to change.

Sub-contracting

To finish a particular project or meet an abrupt momentary boost in the demand of the company’s products, the company might turn to subcontracting. It is the practice of assigning part of the obligations, tasks and duties to another party under a contract called subcontractor.

Hiring an outdoors expert agency to undertake part of the work causes mutual advantages in such cases as the business would like to broaden on its own just when the increased demand lasts for employment a given amount of time.

Employee Leasing

A staff member leasing firm specializes in recruitment, training, human resource management, payroll accounting and danger administration. The leasing company likewise looks after the work guidance, daily tasks and other regular aspects of work.

For example a nursing services firm works with lots of nurses and provides them to hospitals on a contract basis. It provides a benefit to the company to change its staff members without real layoffs.

Outsourcing

Under contracting out a service process is contracted out to a 3rd party, the factor behind outsourcing are many. It minimizes the requirement to hire and train customized personnel as it is sourced out to somebody specializing in that area having the resources and know-how that causes competitive supremacy over time.

It likewise assists to lower capital and business expenses and helps avoid burdensome regulations, high taxes, labour union contracts etc.

Role Profiles for Recruitment Purposes

Role profiles, employment specify the general function of the function, its reporting relationships and crucial outcome locations. They might likewise consist of the list of proficiencies required. They might be technical (abilities and knowledge needed to do a particular job) and behavioral proficiencies connected to the role.

The profile also consists of the terms (pay, benefits, hours of work, mobility, taking a trip, transfers, training, advancement and profession opportunities). The recruitment function supplies the basis for person spec.

Person Specifications

An individual specification likewise understood as recruitment, job or personnel spec is the important element on which the selection procedure is based. It is the amount overall of education, training, experience, qualification an individual needs to perform the task assigned to him.

When the task requirement have been specified, they must be categories under appropriate heads. The fundamental categories include credentials, technical and behavioural proficiencies.

There are also a variety of traditional plans. The most popular consist of the seven-point plan developed by Alec Rodgers in 1952 and the five-point grading system developed by Munro Fraser in 1954. These provide certain headings under which characteristics of an ideal candidate can be categorized.

Seven Point Plan

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

– Attainments: Education, qualifications, experience

– General intelligence: Fundamental intellectual capability

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

– Interest: Social, intellectual, physically active, constructional

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

– Circumstances: Domestic scenarios, professions of household.

Five-fold Grading System

Impact on others: Physical makeup, appearance, speech and manner

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

Innate abilities: Natural quickness of comprehension and aptitude for discovering

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

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

Attracting Candidates

Attracting candidates is primarily a matter of recognizing, assessing and using the most appropriate sources of candidates. However, where appropriate sources of recruitment are not there, then the analysis of factors adding to the recruitment in a company requirement to be analyzed. Various elements to be taken under factor to consider are as follows:

Internal Factors

– Company’s pay bundle
– Quality of Work Life
– Organizational culture
– Career planning & development
– Company’s size
– Company’s products/services
– Company’s development rate
– Role of trade union
– Cost of recruitment
– Company’s name & fame

External Factors

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

Recruitment needs to be quick, however a careful process. A wrong move can have a disastrous influence on the undertaking. A few procedures can be taken to reduce the unfavorable effect. 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

Human Resource Planning

Employee Induction

Kinds of Training

Importance of Training

Training Process

Human Resource 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
Personnel Planning

Human Resource Planning Process

Personnel Demand Forecasting

What is Personnel Development?

Methods of Performance Appraisal
What is Job Analysis?

What is Job Design?

Recruitment Meaning

Effective Recruiting

Selection Process

What is Employee Induction?
International Personnel Management

Cross Cultural Theories

Dimensions of Culture

HRM Practices
International Selection Process

Expatriate Training

International Compensation
Personnel Development

Challenges of Human Resource Development

Methods of 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 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?

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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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