What is Recruitment?
Recruitment is the process of attracting and determining a swimming pool of candidates, from which some will be chosen 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 important possessions of an organization. The success or failure of a company is largely depending on the caliber of individuals working therein. Without positive and innovative contributions from people, companies can not progress and flourish.
In order to achieve the goals or carry out the activities of an organization, for that reason, we need to recruit individuals with requisite abilities, certifications and experience. While doing so, we have to keep the present in addition to the future requirements of the company in mind.
Organizations need to hire individuals with requisite abilities, certifications and experience if they have to survive and thrive in an extremely competitive environment.
Recruitment Definition
According to Edwin B Flippo, "Recruitment is the process of browsing for potential workers and stimulating them to use for jobs in the company".
DeCenzo and Robbins specify it as "Recruitment is the procedure of discovering possible candidates for real or awaited organizational vacancies. Or from another point of view, it is a linking activity-bringing together those with tasks to fill and those seeking tasks."
According to Plumbley, "Recruitment is a matching process and the capabilities and inclinations of the prospects need to be matched versus the demand and rewards intrinsic in an offered task or career 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 important part of the recruitment procedure. The task style is a stage about the design of the task profile and a clear arrangement between the line manager and the HRM Function.
The Job Design is about the arrangement about the profile of the ideal job prospect and the agreement about the skills and competencies, which are essential. The information gathered can be used during other steps of the recruitment process to speed it up.
Opening Job Position
The Opening of the Job Position is typically the job of the HR Recruiter. Skilled and experienced HR Recruiter ought to decide about the ideal mix of recruitment sources to find the very best prospects for the task position. This is another crucial step in the recruitment process.
Collecting and Presenting Job Resumes
The next action is gathering of job resumes and their pre-selection. This action in the recruitment procedure is very essential today as many companies lose a lot of time in this action.
Today, the organization can not wait with the pre-selection of the job resumes. Generally, this need to be the last step done simply by the HRM Function.
Job Interviews
The task interviews are the main action in the recruitment process, which ought to be plainly developed and concurred between HRM and line management.
The task interview ought to discover the job candidate, who satisfies the requirements and fits best the business culture and the department.
Job Offer
The job offer is the last action of the recruitment procedure, which is done by the HRM Function, it finalizes all the other steps and the winner of the task interviews gets the offer from the company to sign up with.
Recruitment Techniques
Recruitment strategies are the means or media by which management contacts potential workers or offer needed info or exchange ideas or promote them to make an application for tasks.
Recruitment methods are:
Internal Methods: They are for recruiting internal candidates. These consist of techniques like:
( a) Promotion & Transfers
( b) Job Posting
( c) Employee Referrals
Direct Methods: These include sending out taking a trip employers to academic and expert institutions and employees' contacts with the public.
( a) Campus Recruitment
Nature of Recruitment
Recruitment includes the following functions:
- Recruitment is the initial step of appointment.
- It is a constant procedure.
- It is a process of identifying sources of human force, attracting and motivating them to make an application for jobs in companies.
- It is an advancement workforce or to operate at the last stage.
- It is a favorable process.
- It fulfills requirements, both today, and the future.
Purpose of Recruitment
- Learning and developing the source here needed number and type of employees will be available.
- Developing suitable techniques to attract the desirable prospect.
- Employing the method to attract staff members.
- Stimulating as lots of candidates as possible and asking them to request jobs regardless of the variety of candidates needed in order to increase the selection ratio (i.e., number of application per one task vacancy) due to lower yield ratio.
Difference Between Recruitment and Selection
- Recruitment indicates looking for sources of labor and promoting people to obtain jobs, whereas choice implies picking of ideal type of individuals for various jobs.
- Recruitment is a positive process whereas selection is a negative procedure.
- It creates a big pool of candidates whereas selection results in a screening of inappropriate prospects.
- Recruitment is a simple process, it includes contracting the different sources of labor whereas selection is a complex and time-consuming procedure. The prospect needs to clear a number of obstacles before they are picked for a task.
Sources of Recruitment
A source from where prospects are determined, attracted and picked can be categorized into 2: Internal Sources and External Sources.
Modes of Recruitment are:
Transfers.
Promotions.
Retired and Retrenched Employees.
Employee Referrals.
Job Postings.
Deceased and Disabled Employees.
Campus Recruitments.
Management Consultants.
Advertisements.
Trade Associations.
Walk in Interview.
Job Fairs.
Internal Sources
This approach consists of recruiting, establishing and promoting the employees from within the organization. Internal recruitments are affordable, more dependable as the organization is conscious of the prospect's skillset and understanding and it likewise inspires the employees and increases their commitment towards the organization. Internal sourcing can be done in the following methods:
Transfers
A staff member might be shifted from one task to another internally usually of the exact same level. The roles and responsibilities of the staff members may alter but not necessarily the income. This assists the staff members to get inspired and try something new, assists them break the monotony of the old task and encourages them to grow by getting more knowledge.
Promotions
As acknowledgment of their effectiveness and experience the workers are moved from a position to a greater position. There is a change in their duties and responsibilities accompanied with a modification in salary and status. It helps 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 workers may likewise be recruited back in case there is high demand and lack of supply in the industry or there is unexpected boost in workload. These employees are currently familiar with the processes, procedures and culture of the organization hence they prove to be cost effective.
In this case each worker of the business functions as an employer. The workers are motivated to suggest the names of their friends or relatives working in other companies. For this they are even rewarded monetarily.
The advantage of employee referral is that the possible candidate gets first hand info about the task and company culture from the already working staff member. Since he understands what he is getting into he is expected to stay longer in the company. Also considering that the trustworthiness of those who advise is at stake, they tend to recommend those who are highly encouraged and proficient.
Job Postings
The Company posts the existing and anticipated job on bulletin board system, electronic media and typical websites. This offers a chance to the staff members to undertake profession shift and assist them grow within the business.
Deceased and Disabled Employees
In order to make the families of the departed and disabled workers self-dependent their relatives or dependents might be used a job in case of any vacancy.
Advantage of Internal Sourcing
- Internal recruitment is less time consuming and affordable.
- It is reputable as the company is mindful of the staff member's knowledge and capability.
- There is no need of induction and training as the worker is currently knowledgeable about the procedures, treatments and culture of the organization.
- It increases the inspiration level of the workers as they eagerly anticipate getting a greater task in the organization rather of trying to find greener pastures outside.
- It improves the spirits of the staff members, improves their relations with the company and reduces employee turnover.
- It develops the spirit of loyalty in the employees, makes sure continuity of employment and organizational stability.
Disadvantage of Internal Sourcing
- Internal sourcing avoids new members, creativity and ingenious concepts from going into the company.
- The scope is restricted as not all the jobs can be filled by the limited pool of skill available in the company.
- The position of the person who is moved or promoted falls uninhabited.
- It can produce discontentment among the remainder of the employees 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 various ways and techniques. It is more commonly used than internal sources. External recruitments are valuable in obtaining abilities that are not possessed by the existing employees; it likewise assists to bring onboard employees from different backgrounds that get a variety of concepts on the table.
Campus Recruitments
When companies are in search of fresh talents and are focusing on understanding, communication skill and talent than experience, they approach management colleges, technical institutes etc. The business makes a discussion about its company in order to draw in the trainees.
Whoever finds it matching with their career strategies requests the task. These candidates are then made to go through series of choice procedures like analytical and mental tests, seminar, interviews and so on before the last choice is done.
Management Consultants
Management consultants function as representatives of the employer. They perform the recruitment function on behalf of the customer company by charging them fees or commissions. These consultants are able to tailor their services according to the particular requirements of the customers hence easing the line supervisors from their recruitment function.
Advertisements
This media of recruitment is very popular and frequently utilized as it reaches out a wide variety of people. It can likewise be targeted at a specific group or a specific geographic location by selecting a particular paper, radio channel etc e.g Business journal.
In certain ads company name, job description and income plans are mentioned. There are blind ads also where no identification of the firm is given. These ads are published primarily when the organization desires to fill an internal vacancy or planning to displace an existing staff member.
Trade Associations
There are associations that produce a database of task seekers and supply it to its members throughout regional or nationwide conventions. They likewise publish classified advertisements 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 individual. An advertisement relating to the time and the location of the interview is given up the paper. The candidates are needed to bring their CVs and straight appear for the interview. It is an extremely common mode of recruitment amongst BPOs and call centres.
Job Fairs
Job fairs are a reliable method of getting in touch with possible employees and candidates. 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 find the best candidates, likewise the candidates can use in lots of companies together, any place they feel the offer is finest and suits their interest.
Advantage of External Sourcing
- New and young blood gets in the organization, which have ingenious ideas, brand-new methods that can help to stir up the existing staff members.
- It offers a larger swimming pool for choice. Companies can get prospects with requisite qualification.
- It develops a competitive environment as it helps the existing staff members to work harder in order to match the standard that the new workers generate.
- It causes long term benefits to the company. Talented pools of people bring together with them new approaches of working and brand-new methods to circumstances that assists the organization to stay abreast with the competitive world exterior.
Disadvantage of External Sourcing
- It is a time consuming procedure as it includes drawing in the best prospects, evaluating them, going through a series of tests and interviews and so on. When ideal prospects are not available this procedure has actually to be duplicated once again and again.
- This procedure shows to be really costly for the company as the business need to turn to advertisements, working with specialists etc for drawing in the ideal swimming pool of skill.
- It can decrease the spirits and demotivate the existing workers as they can feel that their services have not been acknowledged.
- It is less dependable than internal sourcing. Since the organizations employ prospects on the basis of their resumes, tests, interviews and so on they might not end up being as expected. It may end up hiring someone who winds up being a misfit and might not have the ability to change in the brand-new set up.
Alternatives to Recruitment
Recruitment and selection is a pricey and time-consuming process. Moreover, it gets onboard permanent employees which are difficult 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 fluctuations.
Hence to combat back the short-lived phases of high market need for firm's items, companies might turn to options to recruitment that are stated listed below:
Overtime.
Temporary Employees.
Sub-contracting.
Employee Leasing.
Outsourcing.
Overtime
In order to fulfill the extra demand of the company's products which result in excess work load, some employees are asked to work overtime under some terms. Overtime is the amount of time that someone works beyond the working hours.
In such a case employee gets extra earnings according to the agreement signed in between the worker and the employer. The drawback is that the staff member may not work to his full potential during the day in order to make overtime.
Temporary Employees
A short-lived employee is designated for a period that does not last for long. It is to fill a short term position which is scheduled to be terminated within one or more years for factors as the completion of a particular project or peak work.
This helps the business in avoiding expenses of recruitment, conserves time involved, and assist avoid the negative effect of labor turnover etc. However momentary staff members might not be extremely loyal to the company, their inexperience might affect the work output and they tend to take time to adjust.
Sub-contracting
To complete a specific project or employment meet an abrupt short-term increase in the need of the business's items, employment the company may turn to subcontracting. It is the practice of designating part of the commitments, tasks and duties to another party under a contract known as subcontractor.
Hiring an outside specialist company to carry out part of the work causes mutual advantages in such cases as the company would like to broaden by itself just when the increased need lasts for a specified duration of time.
Employee Leasing
A staff member leasing firm concentrates on recruitment, training, personnel management, payroll accounting and threat administration. The leasing company also takes care of the work guidance, day-to-day duties and other routine elements of work.
For instance a nursing services firm employs many nurses and offers them to healthcare facilities on an agreement basis. It offers a benefit to the organization to alter its employees without actual layoffs.
Outsourcing
Under contracting out an organization procedure is contracted out to a 3rd party, the reason behind outsourcing are numerous. It decreases the requirement to hire and train customized staff as it is sourced out to somebody specializing in that area having the resources and expertise that results in competitive supremacy gradually.
It likewise assists to lower capital and business expenses and helps avoid difficult regulations, high taxes, labour union contracts and so on.
Role Profiles for Recruitment Purposes
Role profiles, define the overall purpose of the role, its reporting relationships and crucial result areas. They might also include the list of competencies needed. They might be technical (skills and understanding required to do a particular job) and behavioral competencies attached to the role.
The profile also includes the terms (pay, advantages, hours of work, mobility, travelling, transfers, training, development and career opportunities). The recruitment role offers the basis for individual spec.
Person Specifications
An individual specification likewise called recruitment, task or personnel requirements is the necessary component on which the selection procedure is based. It is the amount overall of education, training, experience, certification a person has to perform the job appointed to him.
When the job requirement have actually been defined, they should be classifications under ideal heads. The standard categories consist of credentials, technical and behavioural proficiencies.
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 developed by Munro Fraser in 1954. These provide specific headings under which attributes of an ideal prospect can be categorized.
Seven Point Plan
- Physical comprise: Health, body, appearance, bearing and speech
- Attainments: Education, qualifications, experience
- General intelligence: Fundamental intellectual capacity
- Special aptitudes: Mechanical, manual dexterity, facility in usage of words or figures
- Interest: Social, intellectual, physically active, employment constructional
- Disposition: Acceptability, impact over others, steadiness, reliability, selfreliance
- Circumstances: Domestic situations, occupations of household.
Five-fold Grading System
Effect on others: Physical make-up, appearance, speech and way
Acquired understanding or qualification: employment Education, professional training, work experience
Innate capabilities: Natural quickness of comprehension and aptitude for discovering
Motivation: The kind of objectives set by the person, his or her consistency and determination in following them up, and success in attaining them
Adjustment: Emotional stability, ability to stand up tension and ability to proceed with individuals.
Attracting Candidates
Attracting candidates is mostly a matter of determining, 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 an organization requirement to be evaluated. Various aspects to be taken under factor to consider are as follows:
Internal Factors
- Company's pay bundle
- Quality of Work Life
- Organizational culture
- Career preparing & development
- 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 elements
- Supply and need aspects
- Employment rate
- Labour market condition
- Political, Legal & Govt. aspects
- Information System
Recruitment should be rapid, however a cautious procedure. An incorrect relocation can have a devastating impact on the undertaking. A few measures can be required to lower the negative impact. They are:
Brand Image Creation Stating clear Definition of Employee Requirements Applications Receiving Sources Screening of Applications Selection Process Maintain a Candidate Pool Recruitment Policy Internal and External Sources Human Resources Tutorial
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