What is Recruitment Process in HRM?

Recruitment Process can be defined as « it is a way to attract and discover prospective workforce to fill up the vacant post in the company ». The HR Recruitment Process assists to hire candidates based on their ability to work and mindset which is essential for achievement of organizational objectives.

The Recruitment Process in personnel management begins with identification of job vacancy in the company, later the HR department evaluates the job requirement, examine the task application, screen and shortlist the desirable prospects and the process ends with hiring of right and best candidate for the job.

What is Recruitment Process in HRM?

The recruitment process is the most important function of HRM department. The Human Resource Manager use various strategies to reach the prospective prospect. The recruitment technique utilized to call the prospects differs based upon the source of recruitment.

The Recruitment In-charge often does the task analysis to find out the abilities and capability to perform the task. Once the abilities and capabilities needed are clear they begin looking for individuals with such specializeds. The HRM department discusses the prospective candidate about their task profile and the advantages (benefits) they can gain from the company. The prospects thinking about the task are further screened, talked to by HR and finally best in shape prospects are chosen for the task. In other words, a good hiring procedure includes the following:

1. Identify the Recruitment Needs through Job analysis

2. Recruitment or Manpower Planning

3. Writing or Creating a Right Job Description/li >

4. Advertisement for Open Job Vacancies

5. Screening of Job Applications

6. Initial Short- Listing of the Candidates

7. Conducting Interviews

8. Assessment of the Applicant

9. Reference/ Background Check

10. Issuance of Job Offer Letter

11. Joining & On-boarding

Methods of Recruitment

There are three considerable approaches of recruitment which are regularly utilized in the corporate world namely:

1. Direct Recruitment Methods

2. Indirect Recruitment Methods

3. Third Party Recruitment Methods

The major distinction in between direct and indirect method of recruitment is that the send out an agent to contact the potential candidate (which indicates direct contact) in the case of direct recruitment technique while when it comes to indirect recruitment methods the candidates are notified about job vacancy through different channel of advertisement.

1. Direct Recruitment Methods:

The school recruitment is a significant part of recruitment carried out utilizing direct method. The organization sends a representative from HRM department in educational institutes to interact with possible prospects. The candidates who are seeking for jobs are explained about the task vacancy in the organization and the skills which are needed to carry out the job. The representative interacts with the candidates with the aid of positioning cells of the organizations. A briefing session is performed before the actual screening and interview process.

The Organization (Employer) gets info about the scholastic records of the prospects through the positioning cell. Once the organization is made sure about the existence of outstanding working abilities in the prospect the Human Resource Representative is sent out to the institution to carry out recruitment process. The organization use various recruitment methods like carrying out workshops, taking part in conventions, task fair to hire the prospects using direct approach. Through this method the candidates from the scholastic background of engineering, employment management and medical science are primarily hired by the organization.

1. Indirect Recruitment Methods:

In the indirect approach of recruitment the company use the advertisement channel such as news documents, radio, task sites, radio, employment tv, publications and expert journals to reach the potential prospects. The advertisement provides details about the job requirement, the variety of income provided, the type of job (full time or part-time) and task area. The prospects who are interested in the task use for it and share their resume with the company.

The Human Resource Management (HRM) Department of an organization uses indirect method of recruitment in three circumstances:

1. When organization doesn’t have an appropriate worker who can be promoted to perform the higher position jobs.

2. When the organization is brand-new to the work territory and want to connect brand-new skill in the market

3. This technique is typically used to fill the job in clinical, technical and professional department.

To fill the higher position in the company the extensively dispersed advertisement is extremely useful as it helps the business to reach different suitable prospects. Many companies likewise utilize blind ad to connect candidates in which the identity of the company is not exposed.

1. Third Party Recruitment Methods:

The third celebration method of recruitment includes the helping hands which are outside the company. The Recruitment Consultant or Employment Agencies, Search & Select Companies, Employee Referral, Voluntary Organization, Data Banks, Trade Unions and Labor Contractors are different channels which assist the company to develop contact with the prospective candidates.

Recruitment Process Steps

Broadly, there are 5 steps of recruitment process in HRM which is utilized by many companies in business world to increase the efficiency of working with. The five Recruitment Process Steps ensure that recruitment takes location without any interruption and employment within the allotted period. It also assists to preserve compliance and consistency in the recruitment procedure.

Five Best Recruitment Process Steps:

1. Recruitment Planning

2. Strategy advancement

3. Searching

4. Screening

5. Evaluation and control

Recruitment Planning

It is the primary step of HR Recruitment Process in which the job vacancies in the company are evaluated and pertinent task description is prepared. It also includes preparation of job specification and details about qualification and skills required to perform the task.

This action is really vital for recruitment process as it helps in bring in the right and appropriate prospects for the job. Based upon the education and experience requirement explained in the recruitment plan a swimming pool of interested candidate can be created.

Strategy Development

After the job description and job requirements is prepared the company decides the number of employees needed to work on the profile to close the job as soon as possible. The employer decides the strategy that must be embraced for effective recruitment of staff member. The strategic draft includes the following point:-

1. Sources of Recruitment- Based on the task position and skills required to perform the task the employer pick the source of recruitment. The internal and external are the two classifications of the recruitment source. This choice is vital as rest of the recruitment technique is based on this step of recruitment.

2. Methods of Recruitment- The HRM department chooses the technique of recruitment whether the company wants to hire the prospect using direct or indirect approach. A great deal of business now are using 3rd party recruitment method and outsourcing some part of recruitment process to the skilled consulting firms.

3. Geographical Area- The location of job is fixed and therefore recruitment group needs to choose the location from which they can browse prospects who wish to sign up with the task. The area in which big amount of certified prospects lie is picked to search the ideal employee for the organization.

4. Make Employees or Buy Employees- The financial investment needed for recruitment is depending on this decision. The company can pick to pick the proficient employees and pay them suitable wage or can picked less certified individuals and trained them to carry out much better.

Searching

The browsing step is divided into two parts that is:

Source activation

Selling.

The activation took location when the department which has job verifies it to the HR supervisor about the requirement; likewise approve the draft of job description along with requirements. Under selling the organization picks the channel of interaction to reach the prospective prospects.

Screening

Once the task applications are gotten by the HR Recruiter it starts the screening process. It is an action in which the application are shortlisted for employment the more selection process. After short-listing of application based upon the job spec the choice process begins. At the early stage the employer needs to get rid of the applications which are plainly under certified and not appropriate for the task.

Evaluation and Control

The credibility and efficiency of HR Recruitment Process is examined in this action. The step is important as organization needs to check the expense sustained throughout recruitment and the output in terms of selection of suitable prospects and their joining. The cost of recruitment includes the time invested by the management by involving in the recruitment process, the cost of ad, selection, specialist fees in case of recruitment outsourcing and also the incomes of recruiter. The output is computed in regards to selection and how quickly the staff member as joined the organization likewise the suitability in addition to efficiency of the newly joined worker.

Example of Best Recruitment Process & Practices

The conventional HR Recruitment Processes are mostly utilized by big number of companies in business world. However, as there is scarcity of talent numerous business are creating ingenious concepts to reach the potential candidate and develop a skill swimming pool for company.

Here are two prominent examples of such innovative best recruitment procedure practices utilized by McDonald and Amazon

McDonald usage Snapchat to hire

People of age 20-25 are quite active on Snapchat. The digital natives younger generation is active on this app and the company can get their attention to include them in workforce. Snapchat is now utilized as way to create an employer brand and bring in young individuals towards the job opening. It is now a full blown recruiting technique used by huge business like McDonald and Grubhub. McDonald utilized video advertisements and applications to convey the potential employees about the task vacancy in the organization.

McDonald has actually also launched 10-second video ads in which their present staff members are included and they are discussing their experience to work with McDonald. The individual who has an interest in the task can swipe up the video and they will be redirected to the career web page of the company. The interested candidate can also try virtually the uniform of McDonald and send out a 10 second video to the company about why they will be fantastic employee of the company.

It is an enjoyable and easy way to draw in candidates and create a skill pool for the company.

Peer-reviewed hires by Amazon

The existing employees can set correct step for the future labor force of the company. The peer evaluation is an excellent way to shortlist the prospect for the selection process. The workers who are working with the business are familiar with the workplace environment, distinct job requirement and everyday task demands. If a peer rejects a candidate they can be deemed as unsuitable after extensive evaluation.

Amazon is using this special hiring technique under the program « bar raiser ». Here the staff members voluntarily get involved in the interview committees. They interview the candidate face to face or by means of phone. The staff member then submits the examination and collaborates with other peers who have talked to the very same applicant. The candidate are declined if the bar raisers do not authorize them. It is a way of crowd-sourcing the employees of the company.