What is Recruitment?
Recruitment is the procedure of bring in and identifying a 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
Personnels are the most important possessions of an organization. The success or failure of an organization is largely depending on the caliber of individuals working therein. Without favorable and imaginative contributions from individuals, companies can not advance and flourish.
In order to attain the goals or carry out the activities of a company, for that reason, we require to hire people with requisite skills, certifications and experience. While doing so, we need to keep today as well as the future requirements of the company in mind.
Organizations need to recruit individuals with requisite abilities, qualifications and experience if they have to make it through and thrive in an extremely competitive environment.
Recruitment Definition
According to Edwin B Flippo, “Recruitment is the process of searching for prospective workers and stimulating them to make an application for tasks in the company”.
DeCenzo and Robbins define it as “Recruitment is the procedure of discovering possible prospects for real or anticipated organizational vacancies. Or from another viewpoint, it is a connecting activity-bringing together those with tasks to fill and those seeking jobs.”
According to Plumbley, “Recruitment is a coordinating process and the capabilities and dispositions of the prospects need to be matched against the need and rewards inherent in a given job or profession pattern.”
Recruitment Process
The major steps 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 crucial part of the recruitment procedure. The task style is a phase about the design of the job profile and a clear arrangement in between the line manager and the HRM Function.
The Job Design is about the agreement about the profile of the perfect job prospect and the contract about the skills and competencies, which are necessary. The information gathered can be utilized during other steps of the recruitment process to speed it up.
Opening Job Position
The Opening of the Job Position is typically the task of the HR Recruiter. Skilled and knowledgeable HR Recruiter must choose about the ideal mix of recruitment sources to find the very best prospects for the task position. This is another key action in the recruitment procedure.
Collecting and Presenting Job Resumes
The next action is collecting of task resumes and their pre-selection. This step in the recruitment process is extremely crucial 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 job resumes. Generally, this ought to be the last action done simply by the HRM Function.
Job Interviews
The job interviews are the main step in the recruitment process, which ought to be clearly created and agreed in between HRM and line management.
The task interview need to discover the task prospect, who meets the requirements and fits finest the corporate culture and the department.
Job Offer
The job deal is the last step 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 deal from the company to join.
Recruitment Techniques
Recruitment techniques are the methods or media by which management contacts prospective staff members or supply required info or exchange concepts or promote them to get tasks.
Recruitment strategies are:
Internal Methods: They are for hiring internal candidates. These include methods like:
( a) Promotion & Transfers
( b) Job Posting
( c) Employee Referrals
Direct Methods: These consist of sending out travelling recruiters to academic and expert organizations and workers’ contacts with the public.
( a) Campus Recruitment
Nature of Recruitment
Recruitment involves the following functions:
– Recruitment is the initial step of consultation.
– It is a constant process.
– It is a procedure of determining sources of human force, attracting and encouraging them to request tasks in organizations.
– It is a development workforce or to work at the last stage.
– It is a positive procedure.
– It satisfies needs, both today, and the future.
Purpose of Recruitment
– Discovering and establishing the source here required number and sort of workers will be offered.
– Developing appropriate techniques to bring in the desirable candidate.
– Employing the strategy to attract employees.
– Stimulating as numerous candidates as possible and inquiring to look for tasks regardless of the variety of candidates needed in order to increase the choice ratio (i.e., number 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 people to request tasks, whereas choice means selecting of best type of people for various jobs.
– Recruitment is a positive process whereas choice is a negative procedure.
– It develops a big swimming pool of candidates whereas choice results in a screening of unsuitable prospects.
– Recruitment is an easy procedure, it includes contracting the various sources of labor whereas choice is a complex and lengthy procedure. The prospect has to clear a number of hurdles before they are picked for a job.
Sources of Recruitment
A source from where prospects are identified, 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.
Job Fairs.
Internal Sources
This method includes recruiting, establishing and promoting the employees from within the company. Internal recruitments are cost-efficient, more reputable as the company knows the candidate’s skillset and understanding and it also motivates the workers and increases their commitment towards the organization. Internal sourcing can be performed in the following ways:
Transfers
A staff member might be moved from one job to another internally normally of the very same level. The functions and obligations of the staff members might alter but not always the wage. This helps the workers to get motivated and attempt something brand-new, assists them break the monotony of the old job and motivates them to grow by gaining more understanding.
Promotions
As recognition of their performance and experience the staff members are moved from a position to a higher position. There is a change in their responsibilities and duties accompanied with a modification in wage and status. It helps the employee to grow vertically in the company. It refrains him from leaving the company for greener pastures.
Retired and Retrenched Employees
Retired and retrenched employees might also be recruited back in case there is high demand and shortage of supply in the industry or there is abrupt boost in work load. These employees are already knowledgeable about the procedures, procedures and culture of the company hence they show to be cost efficient.
Employee Referrals
In this case each employee of the company functions as a recruiter. The employees are encouraged to advise the names of their pals or loved ones operating in other companies. For this they are even rewarded monetarily.
The advantage of employee referral is that the prospective prospect gets first hand details about the task and company culture from the already working employee. Since he understands what he is entering into he is anticipated to stay longer in the organization. Also given that the trustworthiness of those who suggest is at stake, they tend to advise those who are extremely encouraged and proficient.
Job Postings
The Company posts the present and anticipated vacancy on publication boards, electronic media and comparable common websites. This offers an opportunity to the staff members to undertake profession shift and help them grow within the company.
and Disabled Employees
In order to make the families of the departed and handicapped employees self-sufficient their family members or dependents may be offered a task in case of any job.
Advantage of Internal Sourcing
– Internal recruitment is less time consuming and cost-effective.
– It is trustworthy as the organization is aware of the employee’s understanding and ability.
– There is no need of induction and training as the employee is currently familiar with the processes, treatments and culture of the organization.
– It increases the motivation level of the workers as they eagerly anticipate getting a greater job in the organization rather of looking for greener pastures outside.
– It enhances the spirits of the workers, enhances their relations with the company and decreases staff member turnover.
– It develops the spirit of commitment in the employees, ensures continuity of work and organizational stability.
Disadvantage of Internal Sourcing
– Internal sourcing prevents brand-new blood, creativity and innovative concepts from going into the organization.
– The scope is restricted as not all the jobs can be filled by the restricted swimming pool of talent offered in the organization.
– The position of the individual who is transferred or promoted falls vacant.
– It can create discontentment amongst the rest of the workers as there can be bias or partiality in promoting an employee in the company.
External Sources
New prospects are hired from outside the organization by different means and methods. It is more typically used than internal sources. External recruitments are handy in acquiring skills that are not had by the existing staff members; it likewise assists to bring onboard workers from various backgrounds that get a variety of concepts on the table.
Campus Recruitments
When business are in search of fresh skills and are focusing on knowledge, communication skill and talent than experience, they approach management colleges, technical institutes etc. The company makes a presentation about its company in order to bring in the students.
Whoever discovers it matching with their profession strategies obtains the task. These candidates are then made to go through series of choice procedures like analytical and psychological tests, seminar, interviews and so on before the final selection is done.
Management Consultants
Management experts serve as agents of the employer. They carry out the recruitment function on behalf of the client company by charging them fees or commissions. These consultants have the ability to tailor their services according to the particular needs of the customers thus eliminating the line managers from their recruitment function.
Advertisements
This media of recruitment is really popular and commonly utilized 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 specific paper, radio channel and so on e.g Business journal.
In particular ads company name, job description and salary bundles are mentioned. There are blind ads too where no recognition of the firm is provided. These ads are released mostly when the company desires to fill an internal job or planning to displace an existing staff member.
Trade Associations
There are associations that produce a database of job candidates and provide it to its members during local or national conventions. They also publish classified advertisements for employers interested in 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 advertisement concerning the time and the area of the interview is given in the newspaper. The candidates are required to bring their CVs and straight stand for the interview. It is an extremely typical mode of recruitment among BPOs and call centres.
Job Fairs
Job fairs are an efficient way of contacting possible employees and prospects. There are HR hiring supervisors of different business under one roofing. Information and organization cards can be exchanged and resumes can be submitted by the candidates.
Employers can identify the ideal applicants, likewise the applicants can use in many organizations together, anywhere they feel the offer is best and matches their interest.
Advantage of External Sourcing
– New and young blood goes into the organization, which have ingenious concepts, new methods that can help to stir up the existing workers.
– It provides a larger pool for selection. Companies can get prospects 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 new workers generate.
– It leads to long term advantages to the organization. Talented swimming pools of individuals bring in addition to them brand-new techniques of working and brand-new techniques to circumstances that assists the company to stay abreast with the competitive world exterior.
Disadvantage of External Sourcing
– It is a time consuming process as it includes attracting the right candidates, evaluating them, going through a series of tests and interviews and so on. When suitable prospects are not readily available this procedure has actually to be duplicated once again and once again.
– This procedure shows to be very pricey for the organization as the business have to turn to ads, hiring experts and so on for attracting the ideal swimming pool of talent.
– It can decrease the morale and demotivate the existing staff members as they can feel that their services have actually not been acknowledged.
– It is less trustworthy than internal sourcing. Since the companies employ prospects on the basis of their resumes, tests, interviews etc they may not turn out to be as anticipated. It may end up working with somebody who winds up being a misfit and might not be able to adjust in the new set up.
Alternatives to Recruitment
Recruitment and choice is a costly and lengthy procedure. Moreover, it gets onboard long-term staff members which are hard to be separated in case they do not perform based on the requirement or if there is overstaffing due to less work due to market demand changes.
Hence to combat back the short-term stages of high market demand for company’s products, companies may resort to alternatives to recruitment that are specified listed below:
Overtime.
Temporary Employees.
Sub-contracting.
Employee Leasing.
Outsourcing.
Overtime
In order to fulfill the additional demand of the firm’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 extra earnings as per the agreement signed between the employee and the employer. The disadvantage is that the staff member may not work to his full potential throughout the day in order to earn overtime.
Temporary Employees
A momentary worker is selected for a period that does not last for long. It is to fill a short-term position which is set up to be ended within several years for factors as the completion of a specific task or peak work.
This helps the company in avoiding costs of recruitment, conserves time involved, and help avoid the negative impact of labor turnover etc. However short-term staff members might not be extremely loyal to the business, their lack of experience may affect the work output and they tend to require time to change.
Sub-contracting
To finish a specific job or fulfill an abrupt temporary increase in the demand of the company’s products, the business may resort to subcontracting. It is the practice of assigning part of the obligations, tasks and duties to another celebration under an agreement referred to as subcontractor.
Hiring an outside professional company to undertake part of the work leads to shared advantages in such cases as the company want to expand by itself just when the increased need lasts for a given period of time.
Employee Leasing
An employee leasing firm focuses on recruitment, training, human resource management, payroll accounting and threat administration. The leasing firm also takes care of the work supervision, daily responsibilities and other regular aspects of work.
For example a nursing services firm works with lots of nurses and provides them to healthcare facilities on a contract basis. It supplies an advantage to the company to change its employees without real layoffs.
Outsourcing
Under contracting out a business process is contracted out to a 3rd party, the reason behind outsourcing are numerous. It minimizes the need to hire and train specialized personnel as it is sourced out to somebody focusing on that location possessing the resources and proficiency that leads to competitive superiority in time.
It likewise assists to decrease capital and business expenses and helps avoid difficult policies, high taxes, labour union agreements etc.
Role Profiles for job Recruitment Purposes
Role profiles, define the total purpose of the role, job its reporting relationships and essential outcome locations. They might also include the list of competencies needed. They might be technical (skills and knowledge needed to do a specific task) and behavioral proficiencies connected to the function.
The profile likewise consists of the terms (pay, advantages, hours of work, mobility, travelling, transfers, training, development and profession opportunities). The recruitment function provides the basis for individual specification.
Person Specifications
A person specification likewise referred to as recruitment, task or personnel specification is the necessary aspect on which the choice procedure is based. It is the sum total of education, training, experience, credentials a person has to perform the job appointed to him.
When the job requirement have actually been defined, they must be classifications under appropriate heads. The fundamental categories include credentials, technical and behavioural proficiencies.
There are likewise a variety of standard schemes. The most popular consist of the seven-point strategy developed by Alec Rodgers in 1952 and job the five-point grading system established by Munro Fraser in 1954. These give certain headings under which attributes of a perfect candidate can be classified.
Seven Point Plan
– Physical comprise: Health, body, appearance, bearing and speech
– Attainments: Education, certifications, experience
– General intelligence: Fundamental intellectual capability
– Special abilities: Mechanical, manual dexterity, facility in usage of words or figures
– Interest: Social, intellectual, physically active, constructional
– Disposition: Acceptability, impact over others, steadiness, reliability, selfreliance
– Circumstances: Domestic situations, professions of household.
Five-fold Grading System
Impact on others: Physical makeup, appearance, speech and way
Acquired knowledge or qualification: Education, professional training, job work experience
Innate capabilities: Natural speed of comprehension and ability for learning
Motivation: The kind of goals set by the person, his or her consistency and decision in following them up, and success in achieving them
Adjustment: Emotional stability, capability to stand up tension and capability to get on with people.
Attracting Candidates
Attracting candidates is mainly a matter of recognizing, evaluating and using 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 analyzed. Various factors to be taken under factor to consider are as follows:
Internal Factors
– Company’s pay package
– Quality of Work Life
– Organizational culture
– Career planning & growth
– Company’s size
– Company’s products/services
– Company’s development rate
– Role of trade union
– Cost of recruitment
– Company’s name & popularity
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 needs to be rapid, but a careful procedure. A wrong relocation can have a disastrous effect on the undertaking. A couple of steps 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 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
Personnel Accounting
Methods of Human Resource Accounting
HR Audit
How to Create Training Program
What is Motivation?
Performance Appraisal
Performance Appraisal Process
Performance Appraisal Problems
Management by Objectives
360 Degree Performance Appraisal
What is Compensation?
Employee Discipline
What is Employee Grievance?
What is Collective Bargaining?
What is HRIS?
Competency Based Training
Personnel Planning
Personnel 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 Personnel Management
Cross Cultural Theories
Dimensions of Culture
HRM Practices
International Selection Process
Expatriate Training
International Compensation
Human Resource Development
Challenges of Personnel Development
Methods of Personnel Development
Steps for Designing HRD Intervention
Employee Orientation
Employee Socialization
Realistic Job Review
360 Degree Assessment
Employee Assistance Program
What is Coaching?
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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
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Organising in Management
What is Organisation Structure?
What is Departmentation?
What is Span of Control?
What is Authority?
What is Staffing?
What is Personnel Planning?
What is Job Analysis?
What is Recruitment?
Modern and Others Schools of Management Thought
What is Selection?
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Motivation in Management
Motivation Theories
Maslow’s Hierarchy of Needs
Herzberg Two Factor Theory
Mcclelland’s Needs Theory of Motivation
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