What is Recruitment?
Recruitment is the process of drawing in and recognizing a pool of candidates, from which some will be picked 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
Human resources are the most essential assets of a company. The success or failure of a company is mainly dependent on the caliber of individuals working therein. Without favorable and creative contributions from people, organizations can not progress and succeed.
In order to achieve the objectives or perform the activities of a company, therefore, we require to hire people with requisite skills, qualifications and experience. While doing so, we need to keep today along with the future requirements of the organization in mind.
Organizations have to hire people with requisite skills, credentials and experience if they need to endure and grow in an extremely competitive environment.
Recruitment Definition
According to Edwin B Flippo, “Recruitment is the process of browsing for potential staff members and promoting them to get tasks in the company”.
DeCenzo and Robbins specify it as “Recruitment is the procedure of finding prospective candidates for actual or expected organizational vacancies. Or from another viewpoint, it is a linking activity-bringing together those with jobs to fill and those looking for tasks.”
According to Plumbley, “Recruitment is a coordinating process and the capacities and dispositions of the candidates have to be matched versus the demand and rewards intrinsic in a given task or profession pattern.”
Recruitment Process
The significant steps of the recruitment procedure are stated as:
Job Design
Opening Job Position
Collecting and Presenting Job Resumes
Job Interviews
Job Offer
Job Design
Job style is the most vital part of the recruitment procedure. The task style is a phase about the design of the task profile and a clear arrangement between the line supervisor and the HRM Function.
The Job Design is about the arrangement about the profile of the perfect job candidate and the agreement about the abilities and competencies, which are essential. The information collected can be used throughout other actions of the recruitment procedure to speed it up.
Opening Job Position
The Opening of the Job Position is normally the task of the HR Recruiter. Skilled and skilled HR Recruiter must decide about the ideal mix of recruitment sources to find the very best prospects for the task position. This is another crucial action in the recruitment procedure.
Collecting and Presenting Job Resumes
The next step is collecting of job resumes and their pre-selection. This step in the recruitment procedure is very crucial today as lots of organizations lose a great deal of time in this step.
Today, the company can not wait with the pre-selection of the job resumes. Generally, this should be the last step done simply by the HRM Function.
Job Interviews
The task interviews are the main step in the recruitment process, which must be clearly created and concurred between HRM and line management.
The job interview ought to find the job candidate, who meets the requirements and fits finest the business culture and the department.
Job Offer
The task deal is the last step of the recruitment process, which is done by the HRM Function, it settles all the other steps and the winner of the task interviews gets the offer from the organization to sign up with.
Recruitment Techniques
Recruitment methods are the ways or media by which management contacts prospective employees or provide required info or exchange ideas or stimulate them to make an application for jobs.
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 include sending taking a trip recruiters to academic and expert organizations and workers’ contacts with the general public.
( a) Campus Recruitment
Nature of Recruitment
Recruitment involves the following functions:
– Recruitment is the first action of visit.
– It is a constant procedure.
– It is a procedure of determining sources of human force, attracting and encouraging them to get tasks in companies.
– It is an advancement manpower or to work at the last phase.
– It is a positive procedure.
– It satisfies requirements, both the present, employment and the future.
Purpose of Recruitment
– Discovering and establishing the source here required number and kind of employees will be readily available.
– Developing suitable methods to attract the preferable prospect.
– Employing the method to bring in employees.
– Stimulating as many prospects as possible and asking them to request tasks irrespective of the variety of prospects required 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 means searching for sources of labor and promoting individuals to look for jobs, whereas choice implies selecting of ideal sort of people for different jobs.
– Recruitment is a positive process whereas selection is an unfavorable procedure.
– It produces a large pool of candidates whereas choice results in a screening of inappropriate candidates.
– Recruitment is a simple procedure, it includes contracting the numerous sources of labor whereas selection is a complex and lengthy process. The prospect has to clear a variety of hurdles before they are picked for a job.
Sources of Recruitment
A source from where candidates are identified, 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 technique consists of recruiting, employment establishing and promoting the staff members from within the company. Internal recruitments are economical, more reputable as the company understands the prospect’s skillset and understanding and it likewise encourages the employees and increases their dedication towards the company. Internal sourcing can be done in the following methods:
Transfers
A staff member may be shifted from one task to another internally generally of the same level. The roles and responsibilities of the staff members might alter however not necessarily the wage. This assists the workers to get inspired and try something brand-new, helps them break the uniformity of the old task and motivates them to grow by getting more knowledge.
Promotions
As acknowledgment of their effectiveness and experience the employees are moved from a position to a greater position. There is a change in their duties and obligations accompanied with a change in income and status. It assists the employee to grow vertically in the organization. It refrains him from leaving the business for employment greener pastures.
Retired and Retrenched Employees
Retired and retrenched staff members may also be recruited back in case there is high need and scarcity of supply in the industry or there is unexpected increase in work load. These workers are already knowledgeable about the processes, procedures and culture of the company thus they prove to be cost effective.
In this case each worker of the business functions as a recruiter. The workers are motivated to suggest the names of their good friends or family members operating in other organizations. For this they are even rewarded monetarily.
The advantage of employee referral is that the potential prospect gets initially hand information about the job and organization culture from the already working staff member. Since he knows what he is getting into he is expected to stay longer in the company. Also because the trustworthiness of those who suggest is at stake, they tend to suggest those who are highly motivated and proficient.
Job Postings
The Company posts the existing and predicted job on publication boards, electronic media and comparable typical portals. This provides an opportunity to the employees to undertake career shift and help them grow within the business.
Deceased and Disabled Employees
In order to make the households of the departed and handicapped employees self-sufficient their loved ones or dependents might be used a task in case of any vacancy.
Advantage of Internal Sourcing
– Internal recruitment is less time consuming and economical.
– It is dependable as the organization is conscious of the worker’s knowledge and capability.
– There is no requirement of induction and training as the worker is already aware of the processes, treatments and culture of the company.
– It increases the motivation level of the workers as they anticipate getting a greater job in the organization rather of looking for greener pastures outside.
– It improves the morale of the staff members, improves their relations with the organization and reduces worker turnover.
– It establishes the spirit of commitment in the staff members, makes sure connection of employment and organizational stability.
Disadvantage of Internal Sourcing
– Internal sourcing prevents new members, creativity and innovative concepts from entering the organization.
– The scope is restricted as not all the vacancies can be filled by the limited pool of talent readily available in the company.
– The position of the person who is moved or promoted falls vacant.
– It can develop frustration amongst the rest of the staff members 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 different methods and approaches. It is more commonly utilized than internal sources. External recruitments are valuable in getting abilities that are not possessed by the existing employees; it also helps to bring onboard staff members from different backgrounds that get a variety of ideas on the table.
Campus Recruitments
When business remain in search of fresh talents and are concentrating on knowledge, interaction skill and skill than experience, they approach management colleges, technical institutes etc. The company makes a presentation about its company in order to draw in the students.
Whoever it matching with their career strategies obtains the job. These applicants are then made to go through series of selection processes like analytical and mental tests, group discussions, interviews and so on before the last selection is done.
Management Consultants
Management consultants serve as representatives of the employer. They carry out the recruitment function on behalf of the client company by charging them charges or commissions. These specialists have the ability to tailor their services according to the specific requirements of the customers hence alleviating the line managers from their recruitment function.
Advertisements
This media of recruitment is preferred and typically utilized as it connects a wide variety of individuals. It can also be targeted at a particular group or a specific geographic location by choosing a specific paper, radio channel etc e.g Business journal.
In specific ads company name, job description and salary bundles are pointed out. There are blind advertisements also where no identification of the firm is offered. These ads are published mostly when the company wishes to fill an internal vacancy or planning to displace an existing employee.
Trade Associations
There are associations that create a database of task candidates and supply it to its members during regional or nationwide conventions. They likewise publish classified ads for companies interested in hiring their members.
Walk in Interview
Another upcoming technique of recruitment is walk-in interviews. There is no time at all and meeting schedule for each person. An advertisement regarding the time and the location of the interview is offered in the newspaper. The candidates are needed to bring their CVs and straight appear for the interview. It is an extremely common mode of recruitment among BPOs and call centres.
Job Fairs
Job fairs are a reliable way of contacting potential staff members and candidates. There are HR hiring supervisors of various business under one roof. Information and service cards can be exchanged and resumes can be sent by the prospects.
Employers can spot the right applicants, likewise the applicants can apply in lots of companies together, anywhere they feel the deal is finest and suits their interest.
Advantage of External Sourcing
– New and young blood enters the organization, which have innovative ideas, new approaches that can assist to stir up the existing staff members.
– It offers a wider pool for choice. Companies can get candidates with requisite qualification.
– It develops a competitive environment as it helps the existing workers to work harder in order to match the requirement that the new employees bring in.
– It causes long term advantages to the company. Talented pools of people bring along with them new approaches of working and brand-new methods to scenarios that helps the organization to stay informed with the competitive world exterior.
Disadvantage of External Sourcing
– It is a time consuming process as it includes bring in the right prospects, evaluating them, going through a series of tests and interviews and so on. When appropriate prospects are not offered this procedure needs to be repeated again and again.
– This process proves to be really costly for the company as the companies need to resort to advertisements, working with experts etc for attracting the right swimming pool of talent.
– It can lower the morale and demotivate the existing employees as they can feel that their services have not been acknowledged.
– It is less dependable than internal sourcing. Since the companies employ candidates on the basis of their resumes, tests, interviews and so on they might not turn out to be as anticipated. It may end up working with someone who winds up being a misfit and may not be able to change in the new established.
Alternatives to Recruitment
Recruitment and selection is an expensive and lengthy process. Moreover, it gets onboard long-term staff members which are hard to be separated in case they do not carry out according to the requirement or if there is overstaffing due to less work due to market need fluctuations.
Hence to fight back the momentary phases of high market demand for company’s products, companies might resort to options to recruitment that are stated listed below:
Overtime.
Temporary Employees.
Sub-contracting.
Employee Leasing.
Outsourcing.
Overtime
In order to meet the additional need of the company’s products which lead to excess workload, some employees 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 employee gets additional incomes based on the agreement signed in between the employee and the company. The downside is that the employee may not work to his complete potential throughout the day in order to earn overtime.
Temporary Employees
A short-term employee is selected for a period that does not last for employment long. It is to fill a short-term position which is arranged to be terminated within several years for reasons as the completion of a specific job or peak workload.
This helps the company in avoiding expenses of recruitment, conserves time involved, and assist avoid the unfavorable impact of labor turnover etc. However short-term employees 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 particular project or meet a sudden short-lived boost in the need of the business’s items, the business may resort to subcontracting. It is the practice of designating part of the commitments, tasks and duties to another party under a contract called subcontractor.
Hiring an outdoors expert agency to undertake part of the work results in mutual advantages in such cases as the business want to expand by itself only when the increased demand lasts for a given amount of time.
Employee Leasing
A staff member leasing company focuses on recruitment, training, human resource management, payroll accounting and danger administration. The leasing firm likewise looks after the work supervision, daily duties and other routine aspects of work.
For example a nursing services firm hires numerous nurses and supplies them to health centers on an agreement basis. It provides an advantage to the company to alter its employees without actual layoffs.
Outsourcing
Under outsourcing a business process is contracted out to a 3rd party, the factor behind outsourcing are numerous. It reduces the requirement to work with and train customized personnel as it is sourced out to somebody focusing on that area possessing the resources and expertise that causes competitive superiority in time.
It likewise helps to decrease capital and business expenses and assists avoid challenging regulations, high taxes, labour union agreements etc.
Role Profiles for Recruitment Purposes
Role profiles, define the total function of the role, employment its reporting relationships and essential result areas. They may also include the list of competencies required. They may be technical (skills and understanding required to do a specific task) and behavioral competencies attached to the function.
The profile likewise consists of the conditions (pay, benefits, hours of work, employment movement, travelling, transfers, training, advancement and career opportunities). The recruitment role offers the basis for person requirements.
Person Specifications
A person specification likewise referred to as recruitment, job or personnel spec is the essential component on which the selection procedure is based. It is the amount overall of education, training, experience, credentials an individual has to perform the task appointed to him.
When the job requirement have been specified, they should be categories under appropriate heads. The fundamental classifications consist of qualification, technical and behavioural competencies.
There are likewise a number of conventional schemes. The most popular include the seven-point plan established by Alec Rodgers in 1952 and the five-point grading system developed by Munro Fraser in 1954. These give certain headings under which qualities of a perfect prospect can be classified.
Seven Point Plan
– Physical comprise: Health, body, appearance, bearing and speech
– Attainments: Education, qualifications, experience
– General intelligence: Fundamental intellectual capability
– Special aptitudes: Mechanical, manual dexterity, facility in usage of words or figures
– Interest: Social, intellectual, physically active, constructional
– Disposition: Acceptability, influence over others, steadiness, reliability, selfreliance
– Circumstances: Domestic scenarios, occupations of family.
Five-fold Grading System
Effect on others: Physical makeup, look, speech and manner
Acquired understanding or certification: Education, occupation training, work experience
Innate capabilities: Natural quickness of comprehension and aptitude for discovering
Motivation: The type of goals set by the person, his or her consistency and decision in following them up, and success in attaining them
Adjustment: Emotional stability, ability to stand up stress and ability to get on with people.
Attracting Candidates
Attracting candidates is mainly a matter of recognizing, evaluating and utilizing the most appropriate sources of applicants. However, where appropriate sources of recruitment are not there, then the analysis of factors adding to the recruitment in an organization need to be examined. Various elements to be taken under consideration are as follows:
Internal Factors
– Company’s pay package
– Quality of Work Life
– Organizational culture
– Career preparing & development
– 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 aspects
2. Supply and need elements
3. Employment rate
4. Labour market condition
5. Political, Legal & Govt. elements
6. Information System
Recruitment should be rapid, however a mindful process. An incorrect move can have a devastating influence on the undertaking. A few procedures can be taken 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
Human Resources Tutorial
( Click on Topic to Read)
Personnel Management
Human Resource Planning
Employee Induction
Types of Training
Importance of Training
Training Process
Human Resource 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 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 Human Resource 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 desire something More? Begin! Tell us what you think of our post on What is Recruitment in the remarks area and Share this post with your good friends.