What is Recruitment?

Recruitment is the procedure of attracting and identifying a pool of candidates, from which some will be selected for work.

Table of Content

1 What is Recruitment?

2 Recruitment Meaning

3 Recruitment Definition

4 Recruitment Process4.1 Job Design

4.2 Opening Job Position

4.3 Collecting and Presenting Job Resumes

4.4 Job Interviews

4.5 Job Offer

9.1 Internal Sources9.1.1 Transfers

9.1.2 Promotions

9.1.3 Retired and Retrenched Employees

9.1.4 Employee Referrals

9.1.5 Job Postings

9.1.6 Deceased and Disabled Employees

9.4.1 Campus Recruitments

9.4.2 Management Consultants

9.4.3 Advertisements

9.4.4 Trade Associations

9.4.5 Walk in Interview

9.4.6 Job Fairs

10.1 Overtime

10.2 Temporary Employees

10.3 Sub-contracting

10.4 Employee Leasing

10.5 Outsourcing

11.1 Person Specifications11.1.1 Seven Point Plan

Personnels are the most essential possessions of an organization. The success or failure of a company is mostly dependent on the quality of the people working therein. Without favorable and creative contributions from individuals, companies can not advance and flourish.

In order to achieve the goals or perform the activities of an organization, therefore, we require to recruit individuals with requisite skills, credentials 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 have to endure and grow in an extremely competitive environment.

Recruitment Definition

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

DeCenzo and Robbins define it as “Recruitment is the process of finding possible prospects for real or anticipated organizational vacancies. Or from another viewpoint, it is a linking activity-bringing together those with jobs to fill and those looking for jobs.”

According to Plumbley, “Recruitment is a coordinating procedure and the capacities and inclinations of the candidates have actually to be matched versus the need and rewards inherent in a provided job or profession pattern.”

Recruitment Process

The major steps of the recruitment process are specified as:

Job Design
Opening Job Position
Collecting and Presenting Job Resumes
Job Interviews
Job Offer
Job Design

Job design is the most fundamental part of the recruitment process. The job design is a phase about the design of the task 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 task candidate and the agreement about the abilities and proficiencies, which are essential. The details collected can be used during other actions of the recruitment process to speed it up.

Opening Job Position

The Opening of the Job Position is normally the task of the HR Recruiter. Skilled and knowledgeable HR Recruiter should decide about the best mix of recruitment sources to find the finest prospects for the task position. This is another key step 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 process is really essential today as many 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, this must be the last action done purely by the HRM Function.

Job Interviews

The task interviews are the main action in the recruitment procedure, which should be plainly created and concurred between HRM and line management.

The job interview should find the job candidate, who fulfills the requirements and fits best the corporate culture and the department.

Job Offer

The task offer is the last action of the recruitment process, which is done by the HRM Function, it settles all the other steps and the winner of the job interviews gets the deal from the organization to join.

Recruitment Techniques

Recruitment strategies are the methods or media by which management contacts prospective workers or provide essential details or exchange ideas or stimulate them to look for jobs.

Recruitment techniques are:

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

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

Direct Methods: These consist of sending taking a trip employers to educational and expert institutions and workers’ contacts with the general public.

( a) Campus Recruitment
Nature of Recruitment

Recruitment involves the following functions:

– Recruitment is the very first step of visit.

– It is a constant procedure.

– It is a procedure of recognizing sources of human force, drawing in and motivating them to use for jobs in organizations.

– It is an advancement workforce or to operate at the last phase.

– It is a positive process.

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

Purpose of Recruitment

– Finding out and developing the source here required number and type of workers will be readily available.

– Developing suitable strategies to attract the preferable candidate.

– Employing the strategy to attract staff members.

– Stimulating as lots of prospects as possible and inquiring to use for jobs regardless of the number of candidates required in order to increase the choice ratio (i.e., variety of application per one job vacancy) due to lower yield ratio.

Difference Between Recruitment and Selection

– Recruitment suggests looking for sources of labor and stimulating individuals to make an application for tasks, whereas selection implies picking of best kind of people for different jobs.

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

– It produces a big pool of applicants whereas selection leads to a screening of unsuitable candidates.

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

Sources of Recruitment

A source from where prospects are recognized, drew in 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 approach includes recruiting, developing and promoting the staff members from within the organization. Internal recruitments are cost-effective, more trustworthy as the organization understands the candidate’s skillset and knowledge and it also motivates the employees and increases their commitment towards the company. Internal sourcing can be carried out in the following ways:

Transfers

A worker might be shifted from one task to another internally usually of the exact same level. The functions and responsibilities of the staff members may alter but not necessarily the income. This helps the staff members to get encouraged and attempt something new, helps them break the dullness of the old task and motivates them to grow by gaining more knowledge.

Promotions

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

Retired and Retrenched Employees

Retired and retrenched staff members may likewise be recruited back in case there is high demand and lack of supply in the market or there is abrupt boost in work load. These workers are already conscious of the processes, treatments and culture of the organization thus they prove to be cost efficient.

Employee Referrals

In this case each staff member of the company serves as an employer. The workers are motivated to recommend the names of their buddies or relatives working in other companies. For this they are even rewarded monetarily.

The benefit of staff member referral is that the possible prospect gets first hand info about the job and company culture from the currently working staff member. Since he knows what he is getting into he is anticipated to stay longer in the company. Also since the trustworthiness of those who suggest is at stake, they tend to advise those who are extremely inspired and qualified.

Job Postings

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

Deceased and Disabled Employees

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

Advantage of Internal Sourcing

– Internal recruitment is less time consuming and affordable.

– It is reliable as the organization knows the employee’s knowledge and ability set.

– There is no need of induction and training as the staff member is currently familiar with the procedures, procedures and culture of the company.

– It increases the inspiration level of the employees as they eagerly anticipate getting a higher job in the organization rather of looking for greener pastures outside.

– It improves the spirits of the workers, improves their relations with the company and decreases worker turnover.

– It develops the spirit of commitment in the staff members, makes sure connection of work and organizational stability.

Disadvantage of Internal Sourcing

– Internal sourcing avoids new members, creativity and innovative ideas from going into the company.

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

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

– It can produce frustration amongst the remainder of the employees as there can be bias or partiality in promoting a staff member in the company.

External Sources

New prospects are recruited from outside the company by different methods and methods. It is more typically utilized than internal sources. External recruitments are practical in acquiring skills that are not had by the existing employees; it also assists to bring onboard staff members from various backgrounds that get a variety of concepts on the table.

Campus Recruitments

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

Whoever discovers it matching with their profession plans obtains the job. These candidates are then made to go through series of choice procedures like analytical and psychological tests, group conversations, interviews etc before the last choice is done.

Management Consultants

Management experts serve as agents of the employer. They perform the recruitment function on behalf of the customer business by charging them costs or commissions. These experts are able to customize their services according to the specific requirements of the clients hence alleviating the line supervisors from their recruitment function.

Advertisements

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

In specific advertisements company name, job description and wage plans are pointed out. There are blind advertisements also where no identification of the company is offered. These advertisements are released primarily when the company wishes to fill an internal job or preparing to displace an existing staff member.

Trade Associations

There are associations that develop a database of task seekers and offer it to its members throughout regional or national conventions. They likewise release classified ads for companies interested in hiring their members.

Walk in Interview

Another upcoming approach of recruitment is walk-in interviews. There is no time at all and meeting schedule for each individual. An ad relating to the time and the area of the interview is given in the paper. The prospects are needed to bring their CVs and directly stand for the interview. It is a really common mode of recruitment amongst BPOs and call centres.

Job Fairs

Job fairs are an effective way of getting in touch with potential workers and candidates. There are HR hiring managers of different companies under one roofing system. Information and job company cards can be exchanged and resumes can be sent by the prospects.

Employers can spot the right applicants, similarly the applicants can apply in numerous companies together, anywhere they feel the offer is best and matches their interest.

Advantage of External Sourcing

– New and young blood gets in the organization, which have innovative concepts, new methods that can assist to stimulate the existing staff members.

– It provides a larger swimming pool for selection. 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 standard that the brand-new workers bring in.

– It results in long term advantages to the organization. Talented swimming pools of individuals bring along with them new techniques of working and brand-new methods to scenarios that assists the organization to stay informed with the competitive world exterior.

Disadvantage of External Sourcing

– It is a time consuming procedure as it includes attracting the best prospects, screening them, going through a series of tests and interviews and so on. When ideal prospects are not offered this process needs to be duplicated again and again.

– This procedure proves to be extremely pricey for the company as the companies have to turn to ads, employing consultants and so on for attracting the best swimming pool of talent.

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

– It is less trustworthy than internal sourcing. Since the organizations hire prospects on the basis of their resumes, tests, job interviews and so on they might not end up being as anticipated. It may wind up employing somebody who ends up being a misfit and might not have the ability to adjust in the brand-new set up.

Alternatives to Recruitment

Recruitment and choice is an expensive and time-consuming procedure. Moreover, it gets onboard irreversible employees 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 need variations.

Hence to fight back the short-lived stages of high market demand for company’s items, companies might resort to alternatives to recruitment that are mentioned below:

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

In order to meet the extra need of the company’s items which result in excess work load, some staff members are asked to work overtime under some terms. Overtime is the quantity of time that someone works beyond the working hours.

In such a case staff member gets additional wages as per the agreement signed between the staff member and the employer. The drawback is that the worker may not work to his full potential throughout the day in order to earn overtime.

Temporary Employees

A momentary staff member is designated for a period that does not last for long. It is to fill a short term position which is arranged to be ended within one or more years for reasons as the completion of a particular project or peak workload.

This helps the company in preventing expenses of recruitment, conserves time involved, and help avoid the unfavorable effect of labor turnover etc. However momentary staff members might not be very devoted to the company, their inexperience may affect the work output and they tend to require time to adjust.

Sub-contracting

To finish a particular project or satisfy a sudden temporary boost in the need of the company’s products, the business may resort to subcontracting. It is the practice of appointing part of the responsibilities, tasks and duties to another party under a contract understood as subcontractor.

Hiring an outdoors specialist firm to undertake part of the work results in shared benefits in such cases as the business wish to broaden on its own only when the increased demand lasts for a specific duration of time.

Employee Leasing

A worker leasing company focuses on recruitment, training, personnel management, payroll accounting and danger administration. The leasing company likewise looks after the work supervision, everyday responsibilities and other routine aspects of work.

For example a nursing services firm works with lots of nurses and supplies them to medical facilities on a contract basis. It supplies a benefit to the company to change its workers without actual layoffs.

Outsourcing

Under outsourcing a business procedure is contracted out to a third celebration, the reason behind outsourcing are many. It minimizes the requirement to hire and train customized staff as it is sourced out to someone specializing in that area having the resources and expertise that results in competitive superiority gradually.

It likewise helps to reduce capital and and helps avoid burdensome regulations, high taxes, labour union contracts etc.

Role Profiles for Recruitment Purposes

Role profiles, define the total function of the function, its reporting relationships and crucial result locations. They might also include the list of competencies needed. They may be technical (skills and understanding needed to do a specific task) and behavioral competencies attached to the role.

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

Person Specifications

A person spec likewise referred to as recruitment, task or workers requirements is the necessary component on which the selection treatment is based. It is the sum overall of education, training, experience, credentials a person needs to perform the task appointed to him.

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

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

Seven Point Plan

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

– Attainments: Education, credentials, experience

– General intelligence: Fundamental intellectual capability

– Special aptitudes: Mechanical, manual dexterity, facility in use of words or figures

– Interest: Social, intellectual, physically active, constructional

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

– Circumstances: Domestic scenarios, occupations of household.

Five-fold Grading System

Impact on others: Physical make-up, look, speech and job manner

Acquired knowledge or qualification: Education, trade training, work experience

Innate capabilities: Natural quickness of comprehension and aptitude for finding out

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 tension and capability to get on with people.

Attracting Candidates

Attracting prospects is mainly a matter of recognizing, assessing and using the most proper sources of applicants. However, where suitable sources of recruitment are not there, then the analysis of factors adding to the recruitment in a company requirement to be evaluated. Various factors to be taken under consideration are as follows:

Internal Factors

– Company’s pay plan
– 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 & fame

External Factors

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

Recruitment should be rapid, but a cautious procedure. A wrong relocation can have a disastrous impact on the undertaking. A few steps can be required to lower the negative effect. They are:

Brand Image Creation
Stating clear Definition of Employee Requirements
Applications Receiving Sources
Screening of Applications
Selection Process
Maintain a Candidate Pool
Recruitment Policy
Internal and External Sources
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Personnel Planning

Employee Induction

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Importance of Training

Training Process

Personnel Accounting

Methods of Personnel Accounting

HR Audit

How to Create Training Program
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Performance Appraisal

Performance Appraisal Process

Performance Appraisal Problems

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Personnel Demand Forecasting

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Methods of Performance Appraisal
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Recruitment Meaning

Effective Recruiting

Selection Process

What is Employee Induction?
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Cross Cultural Theories

Dimensions of Culture

HRM Practices
International Selection Process

Expatriate Training

International Compensation
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Challenges of Personnel Development

Methods of Human Resource Development

Steps for Designing HRD Intervention

Employee Orientation

Employee Socialization

Realistic Job Review

360 Degree Assessment
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Management Development

Organisational Development

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Kinds Of OD Interventions
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Ethics in Performance Management

Role of HR Professionals in Performance Management

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Organising in Management

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Motivation Theories

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