What is Recruitment?

Recruitment is the procedure of drawing in and identifying 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 crucial assets of an organization. The success or failure of an organization is mostly based on the caliber of the individuals working therein. Without positive 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 need to recruit people with requisite skills, credentials and experience. While doing so, we need to keep the present in addition to the future requirements of the organization in mind.

Organizations need to hire individuals with requisite skills, employment qualifications and experience if they have to survive and thrive in an extremely competitive environment.

Recruitment Definition

According to Edwin B Flippo, « Recruitment is the procedure of searching for prospective workers and promoting them to look for jobs in the organization ».

DeCenzo and Robbins define it as « Recruitment is the procedure of discovering potential prospects for real or anticipated organizational vacancies. Or from another viewpoint, it is a linking activity-bringing together those with tasks to fill and those seeking jobs. »

According to Plumbley, « Recruitment is a matching procedure and the capabilities and dispositions of the candidates have to be matched against the demand and rewards inherent in a provided task 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 vital part of the recruitment process. The job design is a phase about the design of the job profile and a clear agreement between the line supervisor and the HRM Function.

The Job Design is about the agreement about the profile of the ideal task candidate and the arrangement about the abilities and proficiencies, which are necessary. The info collected can be used during other actions of the recruitment procedure to speed it up.

Opening Job Position

The Opening of the Job Position is usually the task of the HR Recruiter. Skilled and skilled HR Recruiter should choose about the ideal mix of recruitment sources to discover the very best prospects for the task position. This is another essential step in the recruitment process.

Collecting and Presenting Job Resumes

The next step is gathering of job resumes and their pre-selection. This action in the recruitment procedure is really essential today as numerous companies lose a lot of time in this step.

Today, the organization can not wait with the pre-selection of the task resumes. Generally, this ought to be the last action done simply by the HRM Function.

Job Interviews

The job interviews are the main action in the recruitment procedure, which need to be clearly created and agreed in between HRM and line management.

The task interview must find the task prospect, who satisfies the requirements and fits best the business culture and the department.

Job Offer

The task offer is the last step of the recruitment process, which is done by the HRM Function, it settles all the other actions and the winner of the task interviews gets the deal from the company to join.

Recruitment Techniques

Recruitment methods are the methods or media by which management contacts prospective employees or provide required information or exchange ideas or promote them to obtain tasks.

Recruitment strategies are:

Internal Methods: employment They are for hiring internal candidates. These consist of techniques like:

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

Direct Methods: These consist of sending out taking a trip employers to educational and professional organizations and staff members’ contacts with the public.

( a) Campus Recruitment
Nature of Recruitment

Recruitment involves the following features:

– Recruitment is the initial step of consultation.

– It is a continuous procedure.

– It is a procedure of recognizing sources of human force, attracting and inspiring them to obtain tasks in organizations.

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

– It is a positive procedure.

– It satisfies needs, both today, and the future.

Purpose of Recruitment

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

– Developing ideal techniques to attract the desirable candidate.

– Employing the method to bring in workers.

– Stimulating as lots of prospects as possible and asking to request tasks regardless of the variety 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 suggests searching for sources of labor and stimulating individuals to get tasks, whereas selection means selecting of best type of people for different jobs.

– Recruitment is a positive procedure whereas choice is a negative process.

– It develops a big pool of applicants whereas selection causes a screening of inappropriate candidates.

– Recruitment is a basic process, it involves contracting the numerous sources of labor whereas selection is a complex and lengthy procedure. The candidate needs to clear a variety of difficulties before they are picked for a job.

Sources of Recruitment

A source from where candidates are identified, brought in and selected 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 workers from within the company. Internal recruitments are cost-effective, more trusted as the organization is mindful of the prospect’s skillset and employment knowledge and it likewise inspires the staff members and increases their commitment towards the organization. Internal sourcing can be carried out in the following methods:

Transfers

A staff member might be moved from one task to another internally usually of the same level. The functions and responsibilities of the workers might change but not necessarily the wage. This assists the employees to get encouraged and try something new, assists them break the uniformity of the old job and encourages them to grow by acquiring more understanding.

Promotions

As acknowledgment of their effectiveness and experience the workers are moved from a position to a higher position. There is a change in their duties and responsibilities accompanied with a modification in salary and status. It helps the worker to grow vertically in the company. It refrains him from leaving the business for greener pastures.

Retired and Retrenched Employees

Retired and retrenched staff members may also be hired back in case there is high need and lack of supply in the market or there is abrupt boost in work load. These employees are already familiar with the procedures, procedures and culture of the organization thus they prove to be cost effective.

In this case each employee of the business serves as an employer. The employees are encouraged to suggest the names of their pals or loved ones working in other companies. For this they are even rewarded monetarily.

The advantage of staff member recommendation is that the potential prospect gets initially hand info about the task and company culture from the already working employee. Since he knows what he is getting into he is anticipated to remain longer in the company. Also since the trustworthiness of those who advise is at stake, they tend to suggest those who are highly encouraged and qualified.

Job Postings

The Company posts the present and anticipated vacancy on publication boards, electronic media and similar typical portals. This offers a chance to the employees to carry out profession shift and help them grow within the company.

Deceased and Disabled Employees

In order to make the families of the deceased and disabled employees self-sufficient their family members or dependents might be provided a task in case of any vacancy.

Advantage of Internal Sourcing

– Internal recruitment is less time consuming and employment affordable.

– It is reliable as the company is mindful of the worker’s understanding and ability.

– There is no need of induction and training as the worker is currently aware of the processes, treatments and culture of the organization.

– It increases the motivation level of the employees as they look forward to getting a higher job in the organization rather of trying to find greener pastures outside.

– It boosts the morale of the staff members, improves their relations with the organization and minimizes worker turnover.

– It establishes the spirit of loyalty in the employees, makes sure continuity of employment and organizational stability.

Disadvantage of Internal Sourcing

– Internal sourcing avoids new members, originality and innovative concepts from going into the company.

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

– The position of the individual who is moved or promoted falls uninhabited.

– It can develop dissatisfaction amongst the rest of the workers as there can be predisposition or partiality in promoting a worker in the company.

External Sources

New prospects are recruited from outside the organization by various means and methods. It is more frequently used than internal sources. External recruitments are practical in getting abilities that are not had by the existing employees; it likewise assists to bring from various 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 ability and talent than experience, they approach management colleges, technical institutes etc. The business makes a presentation about its organization in order to attract the students.

Whoever discovers it matching with their career plans requests the job. These applicants are then made to go through series of selection processes like analytical and psychological tests, group conversations, interviews and so on before the last selection is done.

Management Consultants

Management experts act as representatives of the company. They perform the recruitment function on behalf of the customer business by charging them charges or commissions. These consultants are able to tailor their services according to the specific needs of the customers therefore alleviating the line supervisors from their recruitment function.

Advertisements

This media of recruitment is popular and typically utilized as it connects a broad variety of individuals. It can likewise be targeted at a particular group or a specific geographic location by selecting a particular paper, radio channel and so on e.g Business journal.

In specific advertisements company name, task description and income bundles are pointed out. There are blind advertisements too where no recognition of the company is provided. These advertisements are released primarily when the company desires to fill an internal vacancy or planning to displace an existing worker.

Trade Associations

There are associations that create a database of job hunters and supply it to its members throughout local or national conventions. They likewise release classified advertisements for companies thinking about recruiting their members.

Walk in Interview

Another upcoming technique of recruitment is walk-in interviews. There is no time and meeting schedule for each individual. An advertisement regarding the time and the place of the interview is given up the paper. The candidates are needed to bring their CVs and straight appear for the interview. It is a really common mode of recruitment amongst BPOs and call centres.

Job Fairs

Job fairs are an efficient method of getting in touch with potential staff members and candidates. There are HR hiring managers of various companies under one roof. Information and service cards can be exchanged and resumes can be sent by the candidates.

Employers can spot the right applicants, similarly the candidates can apply in many companies together, anywhere they feel the offer is best and matches their interest.

Advantage of External Sourcing

– New and young blood enters the company, which have innovative ideas, new techniques that can assist to stir up the existing staff members.

– It offers a larger swimming pool for selection. Companies can pick up prospects with requisite certification.

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

– It results in long term benefits to the organization. Talented pools of people bring in addition to them new approaches of working and brand-new methods to scenarios that helps the organization to stay abreast with the competitive world exterior.

Disadvantage of External Sourcing

– It is a time consuming procedure as it involves drawing in the right prospects, screening them, going through a series of tests and interviews and so on. When ideal candidates are not readily available this procedure needs to be repeated once again and once again.

– This procedure shows to be really costly for the company as the business need to turn to advertisements, working with specialists and so on for bring in the best pool of skill.

– It can lower the morale and demotivate the existing employees as they can feel that their services have actually not been acknowledged.

– It is less trusted than internal sourcing. Since the companies work with candidates on the basis of their resumes, tests, interviews etc they may not end up being as expected. It may end up working with somebody who winds up being a misfit and might not be able to adjust in the new established.

Alternatives to Recruitment

Recruitment and selection is an expensive and time-consuming process. Moreover, it gets onboard permanent staff members which are difficult to be separated in case they do not perform according to the requirement or if there is overstaffing due to less work due to market demand changes.

Hence to combat back the temporary stages of high market need for company’s items, companies might resort to options to recruitment that are stated below:

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

In order to satisfy the extra demand of the firm’s items which cause excess workload, some staff members 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 worker gets additional wages based on the contract signed between the staff member and the company. The drawback is that the staff member might not work to his complete capacity during the day in order to earn overtime.

Temporary Employees

A momentary worker is appointed for a period that does not last for long. It is to fill a short-term position which is set up to be ended within several years for factors as the conclusion of a particular task or peak workload.

This assists the business in preventing costs of recruitment, conserves time involved, and help prevent the negative effect of labor turnover etc. However temporary workers might not be really loyal to the business, their lack of experience might affect the work output and they tend to require time to adjust.

Sub-contracting

To finish a particular job or meet an abrupt momentary increase in the demand of the business’s products, the business may resort to subcontracting. It is the practice of assigning part of the obligations, tasks and obligations to another party under an agreement referred to as subcontractor.

Hiring an outside expert agency to undertake part of the work causes shared advantages in such cases as the company would like to expand by itself just when the increased need lasts for a given amount of time.

Employee Leasing

A worker leasing company specializes in recruitment, training, personnel management, payroll accounting and risk administration. The leasing company likewise looks after the work guidance, day-to-day tasks and other regular elements of work.

For example a nursing services firm hires numerous nurses and provides them to healthcare facilities on a contract basis. It offers an advantage to the company to alter its workers without actual layoffs.

Outsourcing

Under contracting out a service process is contracted out to a 3rd party, the factor behind outsourcing are lots of. It decreases the need to hire and train specialized staff as it is sourced out to someone specializing in that area possessing the resources and knowledge that causes competitive supremacy in time.

It also assists to decrease capital and business expenses and assists avoid difficult regulations, high taxes, labour union contracts and so on.

Role Profiles for Recruitment Purposes

Role profiles, define the general function of the function, its reporting relationships and essential outcome locations. They may likewise include the list of competencies required. They might be technical (abilities and knowledge required to do a specific task) and behavioral proficiencies connected to the role.

The profile likewise includes the terms (pay, benefits, hours of work, mobility, taking a trip, transfers, training, advancement and profession opportunities). The recruitment function offers the basis for person requirements.

Person Specifications

A person specification likewise referred to as recruitment, job or workers spec is the essential element on which the choice treatment is based. It is the amount total of education, training, experience, qualification a person has to carry out the job designated to him.

When the job requirement have been defined, they need to be classifications under appropriate heads. The standard categories include certification, technical and behavioural proficiencies.

There are likewise a variety of standard plans. The most popular include the seven-point plan developed by Alec Rodgers in 1952 and the five-point grading system developed by Munro Fraser in 1954. These offer particular headings under which qualities of an ideal candidate can be categorized.

Seven Point Plan

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

– Attainments: Education, qualifications, experience

– General intelligence: Fundamental intellectual capability

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

– Interest: Social, intellectual, physically active, constructional

– Disposition: Acceptability, employment influence over others, employment steadiness, dependability, selfreliance

– Circumstances: Domestic circumstances, professions of family.

Five-fold Grading System

Effect on others: Physical cosmetics, look, speech and way

Acquired understanding or qualification: Education, trade training, work experience

Innate abilities: Natural speed of understanding and ability for discovering

Motivation: The kind of goals set by the person, his/her consistency and determination in following them up, and success in attaining them

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

Attracting Candidates

Attracting candidates is mainly a matter of identifying, assessing and utilizing the most suitable sources of candidates. However, where suitable sources of recruitment are not there, then the analysis of factors contributing to the recruitment in an organization requirement to be analyzed. Various factors to be taken under consideration are as follows:

Internal Factors

– Company’s pay package
– Quality of Work Life
– Organizational culture
– Career planning & growth
– Company’s size
– Company’s products/services
– Company’s development rate
– Role of trade union
– Cost of recruitment
– Company’s name & popularity

External Factors

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

Recruitment should be fast, but a mindful process. An incorrect move can have a disastrous influence on the endeavor. A couple of steps can be taken to decrease the unfavorable 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)

Human Resource Management

Human Resource Planning

Employee Induction

Kinds of Training

Importance of Training

Training Process

Personnel Accounting

Methods of Human Resource Accounting

HR Audit

How to Create Training Program
What is Motivation?

Performance Appraisal

Performance Appraisal Process

Performance Appraisal Problems

Management by Objectives

360 Degree Performance Appraisal

What is Compensation?

Employee Discipline

What is Employee Grievance?

What is Collective Bargaining?

What is HRIS?

Competency Based Training
Human Resource Planning

Human Resource Planning Process

Human Resource Demand 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
Personnel 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

Types 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 want something More? Begin! Tell us what you think about our post on What is Recruitment in the comments section and Share this post with your good friends.