What is Recruitment?

Recruitment is the process of attracting and recognizing a swimming pool of candidates, 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

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

In order to accomplish the objectives or carry out the activities of an organization, therefore, we require to recruit people with requisite skills, certifications and experience. While doing so, we need to keep the present along with the future requirements of the organization in mind.

Organizations need to recruit individuals with requisite skills, certifications and experience if they need to make it through and flourish in a highly competitive environment.

Recruitment Definition

According to Edwin B Flippo, «Recruitment is the procedure of looking for prospective staff members and promoting them to obtain tasks in the organization».

DeCenzo and Robbins specify it as «Recruitment is the procedure of finding potential candidates for actual or expected organizational jobs. Or from another perspective, it is a linking activity-bringing together those with jobs to fill and those looking for jobs.»

According to Plumbley, «Recruitment is a matching process and the capacities and inclinations of the candidates have to be matched versus the demand and benefits fundamental in an offered job or career pattern.»

Recruitment Process

The major actions of the recruitment procedure 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 job design is a phase about the design of the task profile and a clear contract between the line manager and the HRM Function.

The Job Design has to do with the agreement about the profile of the perfect task candidate and the arrangement about the skills and proficiencies, which are essential. The information gathered can be utilized 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 experienced HR Recruiter need to decide about the right mix of recruitment sources to discover the finest prospects for the job position. This is another crucial step in the recruitment process.

Collecting and Presenting Job Resumes

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

Today, the company can not wait with the pre-selection of the task resumes. Generally, this must be the last step done simply by the HRM Function.

Job Interviews

The job interviews are the main step in the recruitment procedure, which should be plainly created and agreed between HRM and line management.

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

Job Offer

The job offer is the last action of the recruitment procedure, which is done by the HRM Function, it settles all the other actions and the winner of the task interviews gets the offer from the organization to sign up with.

Recruitment Techniques

Recruitment strategies are the ways or media by which management contacts prospective workers or provide needed information or exchange ideas or stimulate them to request tasks.

Recruitment techniques are:

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

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

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

( a) Campus Recruitment
Nature of Recruitment

Recruitment includes the following functions:

– Recruitment is the initial step of visit.

– It is a continuous procedure.

– It is a process of recognizing sources of human force, bring in and them to obtain jobs in organizations.

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

– It is a favorable procedure.

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

Purpose of Recruitment

– Finding out and developing the source here required number and sort of staff members will be available.

– Developing ideal methods to draw in the desirable prospect.

– Employing the technique to draw in workers.

– Stimulating as numerous candidates as possible and asking to apply for jobs regardless of the number of prospects needed 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 implies looking for sources of labor and stimulating individuals to obtain jobs, whereas choice means selecting of right type of individuals for numerous jobs.

– Recruitment is a positive process whereas choice is a negative process.

– It creates a large swimming pool of candidates whereas choice leads to a screening of unsuitable candidates.

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

Sources of Recruitment

A source from where prospects are identified, drew 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 method includes recruiting, establishing and promoting the staff members from within the company. Internal recruitments are cost-effective, more reputable as the company knows the prospect’s skillset and understanding and it also inspires the workers and increases their dedication towards the company. Internal sourcing can be done in the following methods:

Transfers

A worker may be shifted from one task to another internally normally of the same level. The roles and responsibilities of the staff members may change but not always the income. This assists the employees to get motivated and try something new, assists them break the monotony of the old job and motivates them to grow by getting more knowledge.

Promotions

As recognition of their efficiency 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 wage and status. It assists the staff member to grow vertically in the organization. It refrains him from leaving the business for greener pastures.

Retired and Retrenched Employees

Retired and retrenched staff members might also be hired back in case there is high demand and scarcity of supply in the industry or there is abrupt increase in work load. These workers are already familiar with the procedures, treatments and culture of the company for this reason they show to be cost reliable.

In this case each worker of the business acts as a recruiter. The staff members are encouraged to suggest the names of their friends or relatives operating in other organizations. For this they are even rewarded monetarily.

The advantage of employee recommendation is that the possible prospect gets first hand details about the task and organization culture from the already working employee. Since he understands what he is entering he is anticipated to stay longer in the organization. Also given that the trustworthiness of those who recommend is at stake, they tend to suggest those who are extremely motivated and proficient.

Job Postings

The Company posts the current and anticipated vacancy on bulletin board system, electronic media and comparable common websites. This provides a chance to the staff members to undertake profession shift and help them grow within the company.

Deceased and Disabled Employees

In order to make the families of the departed and handicapped employees self-sufficient their relatives or dependents might be offered a task in case of any job.

Advantage of Internal Sourcing

– Internal recruitment is less time consuming and economical.

– It is dependable as the organization understands the worker’s understanding and capability.

– There is no requirement of induction and training as the staff member is currently knowledgeable about the procedures, treatments and culture of the organization.

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

– It improves the morale of the workers, enhances their relations with the organization and minimizes employee turnover.

– It develops the spirit of loyalty in the workers, makes sure connection of employment and organizational stability.

Disadvantage of Internal Sourcing

– Internal sourcing avoids brand-new blood, originality and innovative concepts from going into the organization.

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

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

– It can create discontentment among the rest of the workers as there can be bias 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 typically utilized than internal sources. External recruitments are useful in obtaining skills that are not had by the present employees; it likewise helps to bring onboard staff members from various backgrounds that get a diversity of concepts on the table.

Campus Recruitments

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

Whoever discovers it matching with their profession strategies applies for the job. These candidates are then made to go through series of choice procedures like analytical and psychological tests, group discussions, interviews etc before the final choice is done.

Management Consultants

Management experts serve as representatives of the company. They perform the recruitment function on behalf of the customer company by charging them fees or commissions. These consultants have the ability to tailor their services according to the specific needs of the clients thus easing the line managers from their recruitment function.

Advertisements

This media of recruitment is extremely popular and frequently used as it connects a broad variety of individuals. It can likewise be targeted at a particular group or a specific geographical area by choosing a specific newspaper, radio channel and so on e.g Business journal.

In specific advertisements business name, job description and salary packages are pointed out. There are blind ads also where no identification of the firm is offered. These advertisements are published mostly when the organization desires to fill an internal vacancy or planning to displace an existing worker.

Trade Associations

There are associations that develop a database of task candidates and offer it to its members during regional or national conventions. They likewise publish classified ads for employers thinking about recruiting their members.

Walk in Interview

Another upcoming approach of recruitment is walk-in interviews. There is no time and conference schedule for each individual. An advertisement regarding the time and the place of the interview is provided in the paper. The prospects are required to carry 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 a reliable way of connecting with potential workers and candidates. There are HR hiring supervisors of different business under one roof. Information and company cards can be exchanged and resumes can be submitted by the prospects.

Employers can find the ideal applicants, likewise the candidates can apply in lots of organizations 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 concepts, new methods that can assist to stimulate the existing staff members.

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

– It develops 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 causes long term advantages to the company. Talented swimming pools of individuals bring in addition to them brand-new techniques of working and new approaches to scenarios that assists the organization to stay abreast with the competitive world outside.

Disadvantage of External Sourcing

– It is a time consuming procedure as it involves attracting the right prospects, screening them, going through a series of tests and somalibidders.com interviews etc. When suitable prospects are not readily available this procedure has to be repeated once again and once again.

– This procedure proves to be very expensive for the organization as the companies have to resort to ads, working with consultants etc for attracting the ideal pool of skill.

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

– It is less reputable than internal sourcing. Since the organizations hire candidates on the basis of their resumes, tests, interviews and so on they may not end up being as anticipated. It may end up hiring someone who ends up being a misfit and may not be able to adjust in the new set up.

Alternatives to Recruitment

Recruitment and selection is a costly and lengthy process. Moreover, it gets onboard irreversible workers which are difficult 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 need fluctuations.

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

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

In order to satisfy the extra need of the company’s products which lead to excess workload, some employees are asked to work overtime under some terms and conditions. Overtime is the amount of time that somebody works beyond the working hours.

In such a case employee gets additional salaries based on the contract signed between the worker and the employer. The disadvantage is that the employee might not work to his complete potential throughout the day in order to earn overtime.

Temporary Employees

A short-term worker is appointed for a duration that does not last for long. It is to fill a short-term position which is scheduled to be terminated within several years for factors as the completion of a specific job or peak workload.

This assists the business in avoiding expenditures of recruitment, conserves time involved, and help prevent the unfavorable impact of labor turnover etc. However short-lived employees might not be extremely faithful to the business, their inexperience might affect the work output and they tend to take some time to adjust.

Sub-contracting

To finish a particular job or fulfill an unexpected momentary boost in the need of the company’s products, the business might turn to subcontracting. It is the practice of designating part of the commitments, jobs and duties to another celebration under a contract understood as subcontractor.

Hiring an outdoors professional company to undertake part of the work causes mutual benefits in such cases as the business would like to expand on its own just when the increased need lasts for a specific period of time.

Employee Leasing

An employee leasing firm concentrates on recruitment, training, human resource management, payroll accounting and risk administration. The leasing company also looks after the work supervision, daily tasks and other routine aspects of work.

For instance a nursing services firm hires lots of nurses and supplies them to health centers on an agreement basis. It provides an advantage to the company to change its workers without real layoffs.

Outsourcing

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

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

Role Profiles for Recruitment Purposes

Role profiles, define the overall function of the function, its reporting relationships and key result locations. They might likewise include the list of competencies needed. They might be technical (skills and understanding needed to do a particular job) and behavioral proficiencies connected to the function.

The profile likewise includes the conditions (pay, advantages, hours of work, mobility, taking a trip, transfers, training, development and career chances). The recruitment role supplies the basis for individual spec.

Person Specifications

An individual spec also referred to as recruitment, job or personnel specification is the important aspect on which the choice treatment is based. It is the amount total of education, training, experience, credentials a person needs to carry out the job appointed to him.

When the job requirement have actually been specified, they need to be classifications under ideal heads. The fundamental categories include qualification, technical and behavioural proficiencies.

There are also a variety of conventional plans. The most popular include 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 attributes of an ideal candidate can be categorized.

Seven Point Plan

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

– Attainments: Education, credentials, experience

– General intelligence: Fundamental intellectual capability

– Special aptitudes: 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 situations, professions of family.

Five-fold Grading System

Effect on others: Physical cosmetics, appearance, speech and way

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

Innate abilities: Natural quickness of comprehension and ability for learning

Motivation: The sort of goals set by the individual, his or her consistency and decision in following them up, and success in attaining them

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

Attracting Candidates

Attracting candidates is mainly a matter of identifying, assessing and utilizing the most proper sources of candidates. However, where appropriate sources of recruitment are not there, then the analysis of factors adding to the recruitment in an organization requirement 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 planning & 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 elements
2. Supply and demand aspects
3. Employment rate
4. Labour market condition
5. Political, Legal & Govt. aspects
6. Information System

Recruitment must be speedy, however a cautious process. An incorrect move can have a dreadful effect on the endeavor. A couple of measures can be taken to lower 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

( Click on Topic to Read)

Human Resource Management

Personnel Planning

Employee Induction

Types 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

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 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 Personnel 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? Come on! Tell us what you believe about our post on What is Recruitment in the remarks section and Share this post with your buddies.