What is Recruitment?
Recruitment is the procedure of drawing in and determining a swimming pool of prospects, 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 crucial possessions of a company. The success or failure of a company is mainly dependent on the quality of the people working therein. Without positive and imaginative contributions from individuals, organizations can not progress and succeed.
In order to accomplish the goals or carry out the activities of an organization, therefore, we need to recruit individuals with requisite skills, credentials and experience. While doing so, we need to keep today in addition to the future requirements of the company in mind.
Organizations have to hire individuals with requisite abilities, qualifications and experience if they need to endure and grow in an extremely competitive environment.
Recruitment Definition
According to Edwin B Flippo, "Recruitment is the procedure of looking for prospective employees and stimulating them to get jobs in the company".
DeCenzo and Robbins define it as "Recruitment is the procedure of discovering possible candidates for real or expected organizational vacancies. Or from another viewpoint, it is a connecting activity-bringing together those with tasks to fill and those looking for jobs."
According to Plumbley, "Recruitment is a coordinating procedure and the capacities and dispositions of the prospects have to be matched against the demand and benefits fundamental 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 vital part of the recruitment process. The task style is a phase about the style of the task profile and a clear contract between the line manager and the HRM Function.
The Job Design has to do with the contract about the profile of the perfect task candidate and the contract about the abilities and competencies, which are necessary. The details collected can be utilized throughout other steps of the recruitment process to speed it up.
Opening Job Position
The Opening of the Job Position is usually the job of the HR Recruiter. Skilled and skilled HR Recruiter ought to decide about the best mix of recruitment sources to find the finest prospects for the job position. This is another key step in the recruitment process.
Collecting and Presenting Job Resumes
The next action is collecting of job resumes and their pre-selection. This step in the recruitment process is really crucial today as numerous organizations lose a lot of time in this step.
Today, the company can not wait with the pre-selection of the task resumes. Generally, this need to be the last step done simply by the HRM Function.
Job Interviews
The task interviews are the primary action in the recruitment process, which must be plainly created and concurred in between HRM and line management.
The job interview must find the task candidate, who meets the requirements and fits best the corporate culture and the department.
Job Offer
The task deal is the last action of the recruitment procedure, which is done by the HRM Function, it settles all the other actions and the winner of the task interviews gets the offer from the organization to join.
Recruitment Techniques
Recruitment methods are the methods or media by which management contacts prospective staff members or employment provide required info or exchange concepts or promote them to look for tasks.
Recruitment methods 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 professional organizations and employees' contacts with the public.
( a) Campus Recruitment
Nature of Recruitment
Recruitment includes the following features:
- Recruitment is the first step of consultation.
- It is a continuous process.
- It is a procedure of determining sources of human force, attracting and motivating them to request jobs in companies.
- It is an advancement workforce or to work at the last stage.
- It is a positive procedure.
- It fulfills requirements, both the present, and the future.
Purpose of Recruitment
- Learning and developing the source here needed number and type of staff members will be readily available.
- Developing ideal methods to attract the desirable candidate.
- Employing the strategy to draw in staff members.
- Stimulating as many prospects as possible and asking to look for jobs irrespective of the number of candidates needed in order to increase the selection ratio (i.e., number of application per one job vacancy) due to lower yield ratio.
Difference Between Recruitment and Selection
- Recruitment implies looking for sources of labor and stimulating people to make an application for tasks, whereas choice suggests selecting of best sort of people for various tasks.
- Recruitment is a positive process whereas selection is an unfavorable process.
- It produces a large swimming pool of applicants whereas selection leads to a screening of inappropriate candidates.
- Recruitment is an easy procedure, it involves contracting the various sources of labor whereas choice is a complex and time-consuming procedure. The candidate needs to clear a number of difficulties before they are selected for employment a task.
Sources of Recruitment
A source from where candidates are identified, drew in and chose 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 technique consists of recruiting, establishing and promoting the staff members from within the organization. Internal recruitments are cost-effective, employment more reliable as the company is mindful of the prospect's skillset and understanding and it also motivates the employees and increases their commitment towards the company. Internal sourcing can be performed in the following methods:
Transfers
An employee might be shifted from one job to another internally usually of the exact same level. The roles and duties of the employees might change however not always the wage. This assists the workers to get motivated and attempt something brand-new, assists them break the uniformity of the old task and encourages them to grow by getting 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 duties and duties accompanied with a modification in wage and status. It assists the staff member to grow vertically in the organization. It refrains him from leaving the business for greener pastures.
Retired and Retrenched Employees
Retired and retrenched employees may also be hired back in case there is high need and scarcity of supply in the industry or there is abrupt boost in work load. These staff members are already aware of the procedures, treatments and culture of the organization for this reason they show to be cost reliable.
Employee Referrals
In this case each staff member of the business acts as an employer. The employees are motivated to suggest the names of their good friends or family members working in other organizations. For this they are even rewarded monetarily.
The benefit of worker recommendation is that the possible prospect gets first hand information about the task and organization culture from the currently working employee. Since he knows what he is getting into he is expected to remain longer in the company. Also since the trustworthiness of those who recommend is at stake, they tend to recommend those who are extremely encouraged and skilled.
Job Postings
The Company posts the existing and expected vacancy on bulletin boards, electronic media and comparable typical portals. This offers a chance to the employees to undertake profession shift and help them grow within the business.
Deceased and Disabled Employees
In order to make the families of the departed and disabled staff members self-dependent their loved ones or dependents might be offered a job in case of any job.
Advantage of Internal Sourcing
- Internal recruitment is less time consuming and affordable.
- It is trustworthy as the organization knows the staff member's knowledge and ability.
- There is no need of induction and employment training as the staff member is already aware of the procedures, employment procedures and culture of the organization.
- It increases the inspiration level of the employees as they anticipate getting a greater job in the organization rather of trying to find greener pastures outside.
- It increases the morale of the workers, improves their relations with the company and reduces staff member turnover.
- It develops the spirit of loyalty in the employees, ensures continuity of employment and organizational stability.
Disadvantage of Internal Sourcing
- Internal sourcing prevents new members, creativity and ingenious ideas from entering the organization.
- The scope is limited as not all the vacancies can be filled by the minimal swimming pool of skill readily available in the organization.
- The position of the individual who is transferred or promoted falls vacant.
- It can create dissatisfaction amongst the remainder of the employees as there can be predisposition or partiality in promoting an employee in the company.
External Sources
New candidates are recruited from outside the company by various methods and approaches. It is more typically used than internal sources. External recruitments are useful in acquiring abilities that are not had by the present employees; it likewise helps to bring onboard staff members from various backgrounds that get a diversity of concepts on the table.
Campus Recruitments
When business remain in search of fresh talents and are focusing on understanding, interaction ability and talent than experience, they approach management colleges, technical institutes etc. The business makes a discussion about its company in order to attract the students.
Whoever finds it matching with their profession strategies obtains the job. These candidates are then made to go through series of selection procedures like analytical and psychological tests, group conversations, interviews and so on before the final selection is done.
Management Consultants
Management specialists function as representatives of the company. They carry out the recruitment function on behalf of the client business by charging them fees or commissions. These specialists have the ability to tailor their services according to the particular requirements of the clients hence eliminating the line managers from their recruitment function.
Advertisements
This media of recruitment is incredibly popular and typically utilized as it connects a wide variety of individuals. It can likewise be targeted at a particular group or a particular geographic location by picking a specific paper, radio channel etc e.g Business journal.
In particular ads company name, task description and salary packages are mentioned. There are blind ads also where no identification of the company is offered. These advertisements are released mainly when the organization wishes to fill an internal vacancy or preparing to displace an existing worker.
Trade Associations
There are associations that create a database of job applicants and supply it to its members throughout local or national conventions. They also release classified advertisements for employers 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 relating to the time and the area of the interview is offered in the paper. 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 potential staff members and candidates. There are HR hiring supervisors of different business under one roof. Information and service cards can be exchanged and employment resumes can be submitted by the prospects.
Employers can spot the best applicants, similarly the applicants can apply in numerous organizations together, wherever they feel the offer is best and matches their interest.
Advantage of External Sourcing
- New and young blood gets in the organization, which have ingenious ideas, new methods that can help to stir up the existing staff members.
- It offers a broader pool for selection. Companies can get prospects with requisite credentials.
- It produces a competitive environment as it assists the existing employees to work harder in order to match the standard that the brand-new employees generate.
- It results in long term advantages to the organization. Talented pools of individuals bring together with them new methods of working and brand-new techniques to circumstances that helps the organization to remain informed with the competitive world exterior.
Disadvantage of External Sourcing
- It is a time consuming procedure as it includes drawing in the ideal candidates, screening them, going through a series of tests and interviews etc. When ideal candidates are not available this procedure needs to be duplicated again and once again.
- This procedure proves to be very costly for the company as the companies need to turn to advertisements, working with consultants etc for drawing in the ideal swimming pool of talent.
- It can reduce the spirits and demotivate the existing workers as they can feel that their services have actually not been recognized.
- It is less trustworthy than internal sourcing. Since the organizations work with candidates on the basis of their resumes, tests, interviews etc they may not turn out to be as expected. It may end up hiring somebody who ends up being a misfit and may not be able to change in the new established.
Alternatives to Recruitment
Recruitment and choice is a costly and lengthy procedure. Moreover, it gets onboard permanent employees which are difficult to be separated in case they do not carry out as per the requirement or if there is overstaffing due to less work due to market demand employment fluctuations.
Hence to combat back the short-lived stages of high market need for firm's products, business may resort to alternatives to recruitment that are specified below:
Overtime.
Temporary Employees.
Sub-contracting.
Employee Leasing.
Outsourcing.
Overtime
In order to satisfy the extra demand of the company's items which result in excess work load, some staff members are asked to work overtime under some terms and conditions. Overtime is the quantity of time that someone works beyond the working hours.
In such a case employee gets extra wages according to the contract signed between the staff member and the employer. The disadvantage is that the employee may not work to his complete capacity throughout the day in order to make overtime.
Temporary Employees
A temporary worker is selected for a duration that does not last for long. It is to fill a short-term position which is arranged to be terminated within several years for reasons as the conclusion of a particular project or peak work.
This assists the business in avoiding expenses of recruitment, conserves time involved, and assist avoid the effect of labor turnover etc. However short-lived staff members may not be very faithful to the business, their lack of experience might impact the work output and they tend to take some time to adjust.
Sub-contracting
To complete a particular job or fulfill a sudden temporary boost in the need of the business's items, the business may resort to subcontracting. It is the practice of appointing part of the responsibilities, jobs and obligations to another party under a contract understood as subcontractor.
Hiring an outdoors specialist firm to carry out part of the work causes mutual benefits in such cases as the company wish to expand on its own just when the increased demand lasts for a specific amount of time.
Employee Leasing
A worker leasing firm focuses on recruitment, training, personnel management, payroll accounting and risk administration. The leasing firm also looks after the work supervision, daily duties and other routine aspects of work.
For example a nursing services firm works with lots of nurses and provides them to healthcare facilities on an agreement basis. It offers an advantage to the company to change its employees without actual layoffs.
Outsourcing
Under contracting out a business procedure is contracted out to a 3rd party, the factor behind outsourcing are many. It lowers the need to hire and train customized staff as it is sourced out to somebody concentrating on that area having the resources and knowledge that causes competitive superiority gradually.
It likewise helps to minimize capital and operating costs and assists avoid burdensome policies, high taxes, labour union contracts and so on.
Role Profiles for Recruitment Purposes
Role profiles, specify the total function of the role, its reporting relationships and crucial outcome areas. They might likewise include the list of proficiencies needed. They might be technical (abilities and knowledge required to do a specific job) and behavioral competencies attached to the function.
The profile also includes the terms (pay, advantages, hours of work, movement, travelling, transfers, training, development and profession chances). The recruitment function provides the basis for person spec.
Person Specifications
A person requirements also known as recruitment, job or personnel specification is the essential aspect on which the selection procedure is based. It is the sum overall of education, training, experience, qualification a person needs to carry out the job appointed to him.
When the job requirement have been defined, they need to be categories under appropriate heads. The basic classifications include credentials, technical and behavioural competencies.
There are likewise a number of standard schemes. The most popular consist of the seven-point plan developed 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 a perfect candidate can be categorized.
Seven Point Plan
- Physical comprise: Health, body, look, bearing and speech
- Attainments: Education, certifications, experience
- General intelligence: Fundamental intellectual capacity
- Special aptitudes: Mechanical, manual mastery, facility in usage of words or figures
- Interest: Social, intellectual, physically active, constructional
- Disposition: Acceptability, impact over others, steadiness, reliability, selfreliance
- Circumstances: Domestic situations, occupations of family.
Five-fold Grading System
Effect on others: Physical cosmetics, appearance, speech and manner
Acquired knowledge or qualification: Education, employment training, work experience
Innate capabilities: Natural speed of comprehension and ability for learning
Motivation: The kind of objectives set by the individual, his or her consistency and determination in following them up, and success in achieving them
Adjustment: Emotional stability, ability to stand tension and capability to proceed with people.
Attracting Candidates
Attracting prospects is mainly a matter of recognizing, evaluating and using the most appropriate sources of applicants. However, where ideal sources of recruitment are not there, then the analysis of elements adding to the recruitment in an organization requirement to be examined. Various elements to be taken under factor to consider are as follows:
Internal Factors
- Company's pay plan
- Quality of Work Life
- Organizational culture
- Career planning & growth
- Company's size
- Company's products/services
- Company's growth rate
- Role of trade union
- Cost of recruitment
- Company's name & fame
External Factors
1. Socio-economic factors
- Supply and demand factors
- Employment rate
- Labour market condition
- Political, Legal & Govt. aspects
- Information System
Recruitment must be speedy, but a careful procedure. A wrong relocation can have a disastrous influence on the undertaking. A few steps can be required to decrease the unfavorable 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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