What is Recruitment?

Recruitment is the process of drawing in and recognizing a 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

Personnels are the most important assets of a company. The success or failure of a company is mainly reliant on the quality of the people working therein. Without positive and innovative contributions from individuals, companies can not advance and flourish.

In order to accomplish the goals or carry out the activities of a company, therefore, we need to hire people with requisite abilities, qualifications and experience. While doing so, we have to keep today as well as the future requirements of the organization in mind.

Organizations have to recruit people with requisite abilities, qualifications and experience if they need to endure and flourish in an extremely competitive environment.

Recruitment Definition

According to Edwin B Flippo, « Recruitment is the procedure of looking for potential workers and stimulating them to look for tasks in the organization ».

DeCenzo and Robbins specify it as « Recruitment is the process of finding possible candidates for real or anticipated organizational jobs. Or from another point of view, it is a connecting activity-bringing together those with jobs to fill and those looking for tasks. »

According to Plumbley, « Recruitment is a matching process and the capacities and dispositions of the prospects need to be matched against the need and benefits fundamental in a provided job or profession pattern. »

Recruitment Process

The significant actions 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 essential part of the recruitment process. The job style is a stage about the design of the job profile and a clear contract between the line supervisor and the HRM Function.

The Job Design is about the agreement about the profile of the perfect task prospect and the contract about the skills and proficiencies, which are important. The information collected can be used throughout other steps of the recruitment process to speed it up.

Opening Job Position

The Opening of the Job Position is usually the task of the HR Recruiter. Skilled and knowledgeable HR Recruiter ought to decide about the ideal mix of recruitment sources to find the very best candidates for the job position. This is another essential step in the recruitment process.

Collecting and Presenting Job Resumes

The next step is gathering of task resumes and their pre-selection. This step in the recruitment process is really important today as numerous organizations lose a great deal of time in this step.

Today, the company 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 action in the recruitment process, which should be clearly created and concurred between HRM and line management.

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

Job Offer

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

Recruitment Techniques

Recruitment techniques are the ways or media by which management contacts potential employees or provide required information or exchange concepts or promote them to use for tasks.

Recruitment methods are:

Internal Methods: They are for hiring internal prospects. These include approaches like:

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

Direct Methods: These consist of sending out taking a trip recruiters to instructional and professional organizations and workers’ contacts with the general public.

( a) Campus Recruitment
Nature of Recruitment

Recruitment involves the following features:

– Recruitment is the first action of visit.

– It is a continuous procedure.

– It is a process of identifying sources of human force, drawing in and motivating them to make an application for tasks in companies.

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

– It is a favorable process.

– It fulfills needs, both the present, and the future.

Purpose of Recruitment

– Discovering and establishing the source here required number and type of staff members will be available.

– Developing suitable techniques to draw in the preferable prospect.

– Employing the strategy to bring in employees.

– Stimulating as numerous candidates as possible and inquiring to apply for tasks regardless of the variety of prospects 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 means looking for sources of labor and stimulating individuals to look for tasks, whereas choice indicates picking of ideal kind of people for different tasks.

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

– It creates a big pool of applicants whereas selection leads to a screening of unsuitable candidates.

– Recruitment is an easy process, it includes contracting the different sources of labor whereas selection is a complex and lengthy process. The prospect needs to clear a variety of obstacles before they are selected for a task.

Sources of Recruitment

A source from where prospects are recognized, brought in and selected can be categorized into 2: Internal Sources and employment 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 workers from within the organization. Internal recruitments are cost-effective, more reliable as the organization is mindful of the prospect’s skillset and understanding and it likewise motivates the staff members and increases their dedication towards the organization. Internal sourcing can be done in the following methods:

Transfers

A worker may be shifted from one job to another internally usually of the exact same level. The roles and obligations of the staff members might change but not necessarily the salary. This assists the workers to get encouraged and try something new, assists them break the uniformity of the old job and encourages them to grow by gaining more knowledge.

Promotions

As acknowledgment of their performance and experience the employees are moved from a position to a greater position. There is a modification in their responsibilities and duties accompanied with a change in income and status. It helps 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 employees might likewise be recruited back in case there is high demand and scarcity of supply in the industry or there is abrupt increase in work load. These workers are already familiar with the processes, treatments and culture of the company hence they prove to be cost effective.

In this case each employee of the business serves as a recruiter. The staff members are encouraged to recommend the names of their buddies or loved ones working in other companies. For this they are even rewarded monetarily.

The benefit of employee referral is that the potential prospect gets initially hand info about the task and company culture from the currently working employee. Since he understands what he is entering into he is expected to stay longer in the company. Also given that the reliability of those who advise is at stake, they tend to recommend those who are highly inspired and qualified.

Job Postings

The Company posts the present and predicted job on bulletin board system, electronic media and comparable common websites. This provides a chance to the workers to undertake career shift and help them grow within the company.

Deceased and Disabled Employees

In order to make the households of the deceased and disabled workers self-dependent their loved ones or dependents may be used a job in case of any job.

Advantage of Internal Sourcing

– Internal recruitment is less time consuming and affordable.

– It is trustworthy as the company is mindful of the worker’s knowledge and capability.

– There is no need of induction and training as the employee is currently mindful of the procedures, treatments and culture of the company.

– It increases the inspiration level of the staff members as they anticipate getting a higher task in the organization rather of looking for greener pastures outside.

– It enhances the morale of the workers, improves their relations with the company and lowers worker turnover.

– It establishes the spirit of loyalty in the staff members, makes sure continuity of work and organizational stability.

Disadvantage of Internal Sourcing

– Internal sourcing avoids new members, creativity and innovative ideas from entering the company.

– The scope is limited as not all the vacancies can be filled by the restricted pool of skill readily available in the company.

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

– It can produce dissatisfaction among the rest of the employees as there can be bias or partiality in promoting a staff member in the organization.

External Sources

New prospects are hired from outside the organization by various means and methods. It is more commonly utilized than internal sources. External recruitments are helpful in obtaining skills that are not possessed by the current employees; it likewise helps to bring onboard staff members 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 knowledge, communication 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 trainees.

Whoever discovers it matching with their profession strategies requests the task. These applicants are then made to go through series of selection processes like analytical and mental tests, group discussions, interviews etc before the final choice is done.

Management Consultants

Management experts function as agents of the company. They perform the recruitment function on behalf of the customer business by charging them costs or commissions. These specialists are able to tailor their services according to the specific needs of the clients thus relieving the line managers from their recruitment function.

Advertisements

This media of recruitment is incredibly popular and commonly used as it connects a broad range of people. It can likewise be targeted at a particular group or a specific geographic location by selecting a particular newspaper, radio channel and so on e.g Business journal.

In certain advertisements company name, job description and wage plans are mentioned. There are blind advertisements also where no recognition of the company is provided. These advertisements are released mainly when the organization wishes to fill an internal job or preparing to displace an existing worker.

Trade Associations

There are associations that create a database of task hunters and supply it to its members during local or national conventions. They also release classified ads for employers interested in recruiting their members.

Walk in Interview

Another upcoming technique of recruitment is walk-in interviews. There is no time at all and conference schedule for each individual. An ad relating to the time and the area of the interview is provided in the newspaper. The candidates are required to carry their CVs and straight stand for the interview. It is an extremely typical mode of recruitment amongst BPOs and call centres.

Job Fairs

Job fairs are a reliable method of connecting with potential staff members and prospects. There are HR hiring managers of various business under one roofing system. Information and company cards can be exchanged and resumes can be sent by the prospects.

Employers can identify the best candidates, similarly the candidates can use in many organizations together, anywhere they feel the offer is finest and matches their interest.

Advantage of External Sourcing

– New and young blood enters the organization, which have ingenious ideas, employment new methods that can help to stimulate the existing workers.

– It uses a larger pool for selection. Companies can pick up prospects with requisite credentials.

– It produces a competitive environment as it helps the existing workers to work harder in order to match the standard that the new employees bring in.

– It leads to long term benefits to the organization. Talented swimming pools of people bring together with them new approaches of working and new approaches to situations that assists the organization to remain abreast with the competitive world outside.

Disadvantage of External Sourcing

– It is a time consuming process as it includes bring in the ideal prospects, screening them, going through a series of tests and interviews and so on. When appropriate candidates are not readily available this procedure has actually to be duplicated again and again.

– This procedure shows to be extremely costly for the organization as the business have to turn to advertisements, employing specialists etc for bring in the right pool of talent.

– It can decrease the spirits and demotivate the existing employees as they can feel that their services have not been acknowledged.

– It is less trusted than internal sourcing. Since the organizations work with prospects on the basis of their resumes, tests, interviews etc they may not end up being as anticipated. It might wind up working with somebody who ends up being a misfit and may not have the ability to adjust in the new set up.

Alternatives to Recruitment

Recruitment and choice is a costly and time-consuming process. Moreover, it gets onboard irreversible staff members which are tough 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 demand fluctuations.

Hence to battle back the short-term stages of high market need for firm’s products, companies might turn to alternatives to recruitment that are mentioned listed below:

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

In order to satisfy the extra demand of the company’s products which lead to 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 worker gets extra earnings as per the agreement signed between the worker and the company. The disadvantage is that the worker may not work to his complete potential throughout the day in order to make overtime.

Temporary Employees

A temporary employee is selected for a duration that does not last for long. It is to fill a short term position which is scheduled to be ended within one or more years for factors as the conclusion of a particular project or peak workload.

This helps the company in preventing expenses of recruitment, conserves time involved, and help prevent the unfavorable effect of labor turnover etc. However short-lived workers might not be really devoted to the business, their inexperience may affect the work output and they tend to take time to adjust.

Sub-contracting

To finish a particular job or meet a sudden short-lived boost in the demand of the company’s items, the business may resort to subcontracting. It is the practice of assigning part of the obligations, tasks and responsibilities to another celebration under an agreement known as subcontractor.

Hiring an outside specialist agency to undertake part of the work causes shared benefits in such cases as the business would like to expand on its own just when the increased demand lasts for a given amount of time.

Employee Leasing

A staff member leasing firm concentrates on recruitment, training, human resource management, payroll accounting and risk administration. The leasing firm likewise looks after the work supervision, day-to-day tasks and other regular elements of work.

For example a nursing services firm works with numerous nurses and provides them to health centers on an agreement basis. It provides a benefit to the company to alter its workers without real layoffs.

Outsourcing

Under contracting out an organization process is contracted out to a third party, the reason behind outsourcing are lots of. It reduces the requirement to hire and train specific personnel as it is sourced out to someone concentrating on that area having the resources and know-how that leads to competitive superiority over time.

It also assists to decrease capital and operating costs and helps avoid burdensome policies, high taxes, labour union agreements etc.

Role Profiles for Recruitment Purposes

Role profiles, define the total purpose of the role, its reporting relationships and key outcome areas. They may likewise include the list of competencies required. They might be technical (skills and knowledge needed to do a particular job) and behavioral proficiencies connected to the function.

The profile also includes the terms (pay, benefits, hours of work, movement, travelling, transfers, training, advancement and profession opportunities). The recruitment function supplies the basis for individual requirements.

Person Specifications

A person requirements also referred to as recruitment, job or workers requirements is the vital element on which the choice treatment is based. It is the amount total of education, training, experience, certification an individual has to perform the task designated to him.

When the task requirement have actually been specified, they ought to be categories under appropriate heads. The standard categories include credentials, technical and behavioural proficiencies.

There are also a variety of traditional schemes. 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 give certain headings under which qualities of an ideal candidate can be classified.

Seven Point Plan

– Physical make up: Health, physique, look, bearing and speech

– Attainments: Education, qualifications, experience

– General intelligence: Fundamental intellectual capacity

– Special abilities: Mechanical, manual dexterity, center in usage of words or figures

– Interest: Social, intellectual, physically active, constructional

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

– Circumstances: Domestic situations, occupations of family.

Five-fold Grading System

Influence on others: Physical makeup, appearance, speech and way

Acquired knowledge or certification: Education, employment training, work experience

Innate capabilities: Natural speed of comprehension and ability for discovering

Motivation: The type of objectives set by the person, his or her consistency and decision in following them up, and success in accomplishing them

Adjustment: Emotional stability, capability to stand tension and ability to get on with individuals.

Attracting Candidates

Attracting candidates is primarily a matter of identifying, examining and using the most suitable sources of applicants. However, where suitable sources of recruitment are not there, then the analysis of elements contributing to the recruitment in a company requirement to be evaluated. Various elements to be taken under consideration 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 development rate
– Role of trade union
– Cost of recruitment
– Company’s name & fame

External Factors

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

Recruitment must be fast, however a cautious process. An incorrect move can have a disastrous effect on the undertaking. A few procedures can be required to reduce 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

( Click Topic to Read)

Human Resource Management

Personnel 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
Personnel Planning

Personnel Planning Process

Human Resource Demand employment Forecasting

What is Human Resource 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 Human Resource 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?

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 Manager?

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 desire something More? Come on! Tell us what you think of our post on What is Recruitment in the comments section and Share this post with your friends.