What is Recruitment?

Recruitment is the process of drawing in and identifying 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 essential assets of an organization. The success or failure of an organization is mainly dependent on the caliber of the individuals working therein. Without positive and innovative contributions from individuals, organizations can not progress and prosper.

In order to accomplish the goals or carry out the activities of a company, for that reason, 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 need to recruit people with requisite skills, certifications and experience if they have to make it through and flourish in an extremely competitive environment.

Recruitment Definition

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

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

According to Plumbley, “Recruitment is a matching procedure and the capabilities and inclinations of the prospects need to be matched versus the demand and benefits inherent in an offered job or career pattern.”

Recruitment Process

The major actions of the recruitment procedure are mentioned 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 procedure. The job style is a stage about the style of the job profile and a clear arrangement in between the line manager and the HRM Function.

The Job Design is about the contract about the profile of the perfect task candidate and the arrangement about the skills and proficiencies, which are important. The information gathered can be used throughout other actions of the recruitment procedure to speed it up.

Opening Job Position

The Opening of the Job Position is usually the job of the HR Recruiter. Skilled and experienced HR Recruiter should decide about the best mix of recruitment sources to discover the very best prospects for the task position. This is another key action in the recruitment process.

Collecting and Presenting Job Resumes

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

Today, the organization can not wait with the pre-selection of the task resumes. Generally, this ought to 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 plainly developed and concurred between HRM and line management.

The task interview need to discover the task prospect, who meets the requirements and fits best the corporate culture and the department.

Job Offer

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

Recruitment Techniques

Recruitment techniques are the ways or media by which management contacts prospective workers or provide needed details or exchange concepts or stimulate them to use for jobs.

Recruitment methods are:

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

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

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

( a) Campus Recruitment
Nature of Recruitment

Recruitment involves the following features:

– Recruitment is the first step of appointment.

– It is a continuous process.

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

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

– It is a positive process.

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

Purpose of Recruitment

– Finding out and developing the source here needed number and sort of workers will be available.

– Developing suitable methods to attract the desirable prospect.

– Employing the method to draw in workers.

– Stimulating as numerous prospects as possible and inquiring to use for jobs regardless of the variety 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 indicates searching for sources of labor and stimulating people to look for tasks, whereas selection suggests selecting of ideal type of people for different jobs.

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

– It produces a big pool of candidates whereas selection causes a screening of unsuitable candidates.

– Recruitment is an easy process, it involves contracting the numerous sources of labor job whereas selection is a complex and lengthy procedure. The candidate needs to clear a number of hurdles before they are selected for a job.

Sources of Recruitment

A source from where candidates are recognized, brought in and chose can be classified into 2: Internal Sources and External Sources.

Modes of Recruitment are:

Transfers.
Promotions.
Retired and Retrenched Employees.
Employee Referrals.
Job Postings.
Deceased and Disabled Employees.
Campus Recruitments.
Management Consultants.
Advertisements.
Trade Associations.
Walk in Interview.
.
Internal Sources

This technique consists of recruiting, establishing and promoting the staff members from within the company. Internal recruitments are economical, more dependable as the organization understands the prospect’s skillset and understanding and it likewise encourages the employees and increases their commitment towards the company. Internal sourcing can be done in the following ways:

Transfers

A staff member might be shifted from one job to another internally generally of the same level. The functions and responsibilities of the workers may change but not always the income. This assists the workers to get encouraged and attempt something brand-new, helps them break the dullness of the old task and motivates them to grow by acquiring more understanding.

Promotions

As recognition of their performance and experience the workers are moved from a position to a higher position. There is a modification in their responsibilities and duties accompanied with a modification in wage and status. It assists the employee to grow vertically in the organization. It refrains him from leaving the company for greener pastures.

Retired and Retrenched Employees

Retired and retrenched workers might also be recruited back in case there is high need and shortage of supply in the industry or there is sudden increase in workload. These staff members are currently familiar with the procedures, treatments and culture of the organization hence they prove to be cost reliable.

Employee Referrals

In this case each staff member of the company serves as an employer. The workers are encouraged to advise the names of their pals or loved ones operating in other organizations. For this they are even rewarded monetarily.

The benefit of worker recommendation is that the potential prospect gets initially hand details about the job and company culture from the already working worker. Since he understands what he is entering into he is anticipated to stay longer in the company. Also given that the reliability of those who suggest is at stake, they tend to recommend those who are extremely encouraged and competent.

Job Postings

The Company posts the present and predicted vacancy on bulletin board system, electronic media and similar typical websites. This gives an opportunity to the employees to undertake career shift and assist them grow within the company.

Deceased and Disabled Employees

In order to make the households of the deceased and disabled employees self-sufficient their relatives or dependents might be used a task in case of any job.

Advantage of Internal Sourcing

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

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

– There is no requirement of induction and 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 eagerly anticipate getting a higher task in the organization rather of trying to find greener pastures outside.

– It increases the spirits of the staff members, improves their relations with the company and minimizes staff member turnover.

– It develops the spirit of commitment in the employees, guarantees connection of employment and organizational stability.

Disadvantage of Internal Sourcing

– Internal sourcing avoids new members, creativity and ingenious ideas from getting in the organization.

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

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

– It can create discontentment among the rest of the employees as there can be predisposition or partiality in promoting a staff member in the organization.

External Sources

New prospects are recruited from outside the company by various methods and techniques. It is more typically utilized than internal sources. External recruitments are helpful in obtaining abilities that are not possessed by the existing employees; it likewise assists to bring onboard workers from various backgrounds that get a variety of concepts on the table.

Campus Recruitments

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

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

Management Consultants

Management specialists function as agents of the company. They carry out the recruitment function on behalf of the customer company by charging them fees or commissions. These consultants are able to customize their services according to the specific requirements of the clients hence alleviating the line managers from their recruitment function.

Advertisements

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

In specific advertisements company name, job description and salary bundles are discussed. There are blind ads as well where no identification of the company is given. These ads are released mainly when the company wishes to fill an internal vacancy or planning to displace an existing employee.

Trade Associations

There are associations that develop a database of task applicants and offer it to its members throughout regional or nationwide conventions. They likewise release classified ads for employers thinking about recruiting their members.

Walk in Interview

Another upcoming technique of recruitment is walk-in interviews. There is no time and job meeting schedule for each person. An advertisement regarding the time and the place of the interview is given up the newspaper. The prospects are needed to carry their CVs and straight stand for the interview. It is a really typical mode of recruitment amongst BPOs and call centres.

Job Fairs

Job fairs are a reliable way of getting in touch with possible workers and prospects. There are HR hiring supervisors of different companies under one roof. Information and business cards can be exchanged and resumes can be sent by the prospects.

Employers can identify the right candidates, likewise the candidates can apply in lots of organizations together, any place they feel the offer is best and fits their interest.

Advantage of External Sourcing

– New and young blood enters the organization, which have innovative concepts, new methods that can assist to stir up the existing staff members.

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

– It creates a competitive environment as it assists the existing staff members to work harder in order to match the standard that the new employees generate.

– It leads to long term advantages to the company. Talented pools of individuals bring along with them brand-new approaches of working and brand-new techniques to situations that helps the company to stay abreast with the competitive world exterior.

Disadvantage of External Sourcing

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

– This procedure proves to be very expensive for the company as the companies need to resort to ads, hiring experts etc for bring in the right 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 trustworthy than internal sourcing. Since the organizations work with candidates on the basis of their resumes, tests, interviews and so on they may not end up being as anticipated. It may wind up working with someone who winds up being a misfit and might not be able to change in the brand-new established.

Alternatives to Recruitment

Recruitment and selection is a costly and time-consuming procedure. Moreover, it gets onboard permanent employees which are hard to be separated in case they do not perform as per the requirement or if there is overstaffing due to less work due to market need changes.

Hence to combat back the short-term phases of high market need for firm’s items, companies might resort to options to recruitment that are specified below:

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

In order to meet the extra need of the firm’s items which cause excess workload, some workers 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 employee gets extra earnings based on the contract signed between the worker and the company. The downside is that the staff member might not work to his full potential during the day in order to make overtime.

Temporary Employees

A short-term employee is appointed for a period that does not last for long. It is to fill a short-term position which is arranged to be ended within several years for factors as the conclusion of a particular task or peak work.

This helps the business in avoiding expenditures of recruitment, saves time involved, and help avoid the negative effect of labor turnover etc. However short-term workers might not be very faithful to the company, their inexperience may affect the work output and they tend to take time to change.

Sub-contracting

To complete a particular project or meet an unexpected temporary boost in the need of the company’s items, the company may resort to subcontracting. It is the practice of assigning part of the responsibilities, tasks and responsibilities to another party under a contract referred to as subcontractor.

Hiring an outside specialist company to carry out part of the work results in mutual benefits in such cases as the business wish to broaden on its own only when the increased demand lasts for a given period of time.

Employee Leasing

An employee leasing company focuses on recruitment, training, personnel management, payroll accounting and risk administration. The leasing firm also takes care of the work guidance, daily tasks and other routine elements of work.

For example a nursing services firm hires many nurses and supplies them to healthcare facilities on an agreement basis. It provides an advantage to the organization to change its staff members without real layoffs.

Outsourcing

Under outsourcing an organization procedure is contracted out to a 3rd party, the factor behind outsourcing are numerous. It lowers the requirement to employ and train specialized staff as it is sourced out to somebody specializing in that area having the resources and expertise that leads to competitive supremacy gradually.

It likewise assists to minimize capital and operating costs and job assists prevent difficult guidelines, high taxes, labour union contracts and so on.

Role Profiles for Recruitment Purposes

Role profiles, define the overall function of the role, its reporting relationships and essential result locations. They might also include the list of competencies required. They might be technical (skills and understanding required to do a specific job) and behavioral proficiencies connected to the function.

The profile likewise consists of the conditions (pay, advantages, hours of work, mobility, travelling, transfers, training, advancement and profession opportunities). The recruitment function provides the basis for person specification.

Person Specifications

An individual requirements also called recruitment, job or personnel spec is the important aspect on which the selection treatment is based. It is the sum overall of education, training, experience, credentials a person needs to carry out the task designated to him.

When the task requirement have been defined, they ought to be classifications under ideal heads. The standard classifications consist of certification, technical and behavioural competencies.

There are also a number of traditional plans. The most popular consist of the seven-point strategy established by Alec Rodgers in 1952 and the five-point grading system established by Munro Fraser in 1954. These offer particular headings under which qualities of an ideal prospect can be categorized.

Seven Point Plan

– Physical comprise: Health, physique, job appearance, bearing and speech

– Attainments: Education, qualifications, experience

– General intelligence: Fundamental intellectual capacity

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

– Interest: Social, intellectual, physically active, constructional

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

– Circumstances: Domestic scenarios, occupations of household.

Five-fold Grading System

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

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

Innate abilities: Natural speed of understanding and ability for discovering

Motivation: The kind of objectives 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 stress and ability to proceed with individuals.

Attracting Candidates

Attracting prospects is mostly a matter of identifying, evaluating and utilizing the most appropriate sources of applicants. However, where suitable sources of recruitment are not there, then the analysis of factors adding to the recruitment in a company need to be evaluated. Various aspects to be taken under factor to consider are as follows:

Internal Factors

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

External Factors

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

Recruitment needs to be speedy, but a cautious procedure. An incorrect relocation can have a dreadful effect on the undertaking. A couple of procedures can be required to minimize the negative impact. 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
Human Resources Tutorial

( Click Topic to Read)

Human Resource Management

Personnel Planning

Employee Induction

Types 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
Human Resource Planning

Personnel 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 Human Resource 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

What is Coaching?

What is Mentoring?

Leadership Development

Management Development

Organisational Development

What is Planned Change

Kinds Of OD Interventions
What is Performance Management?

Performance Management System

Performance Planning

Competency Mapping

What is Performance Appraisal?

Employee Performance Monitoring
Performance Counselling

Performance Management and Reward

Ethics in Performance Management

Role of HR Professionals in Performance Management

What is Group?

Group Dynamics

Organisational Culture

Group Decision Making

Group Conflict

Diversity in the Workplace

Management Topics

What is Management?

Who Is a Supervisor?

Marketing CIs Management an Art or Science

Classical Management Approach

Planning in Management

Decision Making in Management

Organising in Management

What is Organisation Structure?

What is Departmentation?

What is Span of Control?

What is Authority?

What is Staffing?

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