What is Recruitment?
Recruitment is the process of drawing in and determining a swimming pool of prospects, from which some will be picked for work.
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 properties of a company. The success or failure of an organization is largely based on the quality of individuals working therein. Without favorable and imaginative contributions from people, organizations can not progress and prosper.
In order to achieve the goals or carry out the activities of an organization, therefore, we need to hire individuals with requisite skills, credentials and experience. While doing so, we need to keep today along with the future requirements of the organization in mind.
Organizations have to hire people with requisite skills, certifications and experience if they need to make it through and flourish in a highly competitive environment.
Recruitment Definition
According to Edwin B Flippo, “Recruitment is the procedure of looking for prospective staff members and promoting them to apply for tasks in the organization”.
DeCenzo and Robbins define it as “Recruitment is the process of discovering potential prospects for actual or awaited organizational jobs. Or from another point of view, it is a linking activity-bringing together those with jobs to fill and those seeking jobs.”
According to Plumbley, “Recruitment is a matching procedure and the capabilities and inclinations of the candidates have to be matched versus the demand and rewards fundamental in an offered task or career pattern.”
Recruitment Process
The major steps of the recruitment process are specified 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 procedure. The task design is a stage about the design of the job profile and a clear agreement between the line manager and the HRM Function.
The Job Design is about the contract about the profile of the ideal task candidate and the arrangement about the abilities and proficiencies, which are essential. The details collected can be utilized during other actions of the recruitment process to speed it up.
Opening Job Position
The Opening of the Job Position is normally the task of the HR Recruiter. Skilled and skilled HR Recruiter need to choose about the best mix of recruitment sources to discover the best prospects for the task position. This is another essential action in the recruitment procedure.
Collecting and Presenting Job Resumes
The next step is gathering of task resumes and their pre-selection. This action in the recruitment procedure is very crucial today as numerous organizations lose a lot of time in this action.
Today, the organization can not wait with the pre-selection of the job resumes. Generally, this must be the last step done simply by the HRM Function.
Job Interviews
The job interviews are the primary action in the recruitment process, which should be plainly developed and concurred between HRM and line management.
The job interview ought to find the job prospect, who meets the requirements and fits finest the business culture and the department.
Job Offer
The job deal is the last action of the recruitment procedure, which is done by the HRM Function, it settles 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 required details or exchange ideas or stimulate them to make an application for tasks.
Recruitment methods are:
Internal Methods: They are for hiring internal prospects. These include methods like:
( a) Promotion & Transfers
( b) Job Posting
( c) Employee Referrals
Direct Methods: These include sending taking a trip recruiters to educational and professional organizations and staff members’ contacts with the public.
( a) Campus Recruitment
Nature of Recruitment
Recruitment includes the following functions:
– Recruitment is the primary step of appointment.
– It is a constant process.
– It is a procedure of identifying sources of human force, bring in and inspiring them to get jobs in companies.
– It is an advancement workforce or to work at the last stage.
– It is a favorable procedure.
– It fulfills requirements, both the present, and the future.
Purpose of Recruitment
– Learning and establishing the source here needed number and kind of staff members will be readily available.
– Developing suitable methods to draw in the preferable candidate.
– Employing the method to attract employees.
– Stimulating as many prospects as possible and asking them to get tasks irrespective 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 means looking for sources of labor and stimulating individuals to get jobs, whereas choice indicates selecting of ideal type of individuals for various jobs.
– Recruitment is a positive process whereas selection is a negative process.
– It produces a big pool of applicants whereas selection results in a screening of inappropriate prospects.
– Recruitment is a basic procedure, it involves contracting the different sources of labor whereas selection is a complex and time-consuming procedure. The prospect needs to clear a number of hurdles before they are selected for a job.
Sources of Recruitment
A source from where candidates are identified, drew in and selected can be classified 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 method includes recruiting, developing and promoting the employees from within the company. Internal recruitments are economical, more trustworthy as the organization knows the prospect’s skillset and job knowledge and it also inspires the employees and increases their dedication towards the organization. Internal sourcing can be performed in the following ways:
Transfers
A staff member might be shifted from one job to another internally typically of the same level. The functions and responsibilities of the workers might change but not always the wage. This assists the employees to get inspired and attempt something brand-new, assists them break the uniformity of the old task and motivates them to grow by getting more understanding.
Promotions
As recognition of their performance and experience the employees are moved from a position to a greater position. There is a change in their duties and duties accompanied with a modification in salary and status. It helps the employee 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 likewise be hired back in case there is high demand and scarcity of supply in the industry or there is unexpected increase in workload. These workers are already familiar with the processes, procedures and culture of the organization thus they prove to be cost efficient.
In this case each employee of the business serves as a recruiter. The workers are motivated to advise the names of their friends or job loved ones working in other companies. For this they are even rewarded monetarily.
The benefit of employee referral is that the potential prospect gets first hand information about the job and company culture from the already working worker. Since he knows what he is getting into he is expected to stay longer in the organization. Also given that the trustworthiness of those who advise is at stake, they tend to advise those who are extremely encouraged and proficient.
Job Postings
The Company posts the current and predicted vacancy on bulletin board system, electronic media and similar common websites. This offers an opportunity to the employees to carry out career shift and assist them grow within the company.
Deceased and Disabled Employees
In order to make the families of the departed and handicapped workers self-dependent their loved ones or dependents might be provided a job in case of any vacancy.
Advantage of Internal Sourcing
– Internal recruitment is less time consuming and affordable.
– It is trusted as the organization knows the worker’s understanding and ability.
– There is no requirement of induction and training as the employee is already knowledgeable about the procedures, procedures and culture of the company.
– It increases the motivation level of the workers as they look forward to getting a higher task in the company rather of looking for greener pastures outside.
– It increases the morale of the staff members, improves their relations with the organization and decreases worker turnover.
– It develops the spirit of loyalty in the staff members, ensures continuity of employment and organizational stability.
Disadvantage of Internal Sourcing
– Internal sourcing prevents new members, originality and innovative ideas from getting in the organization.
– The scope is restricted as not all the jobs can be filled by the minimal swimming pool of talent readily available in the company.
– The position of the person who is moved or promoted falls uninhabited.
– It can develop dissatisfaction among the rest of the staff members as there can be predisposition or partiality in promoting a worker in the company.
External Sources
New candidates are recruited from outside the organization by various ways and methods. It is more typically used than internal sources. External recruitments are practical in obtaining abilities that are not possessed by the existing staff members; it likewise helps to bring onboard workers from various backgrounds that get a variety of concepts on the table.
Campus Recruitments
When companies remain in search of fresh talents and are concentrating on knowledge, interaction ability and talent than experience, they approach management colleges, technical institutes etc. The business makes a discussion about its company in order to bring in the students.
Whoever discovers it matching with their career strategies obtains the job. These candidates are then made to go through series of selection processes like analytical and mental tests, group conversations, interviews and so on before the final choice is done.
Management Consultants
Management consultants function as representatives of the employer. They carry out the recruitment function on behalf of the client company by charging them charges or commissions. These experts have the ability to tailor their services according to the specific requirements of the clients thus eliminating the line managers from their recruitment function.
Advertisements
This media of recruitment is incredibly popular and frequently used as it reaches out a wide variety of individuals. It can likewise be targeted at a specific group or a particular geographical location by choosing a specific newspaper, radio channel etc e.g Business journal.
In certain ads business name, job description and wage packages are mentioned. There are blind ads also where no recognition of the company is provided. These ads are published mainly when the company wants to fill an internal job or planning to displace an existing employee.
Trade Associations
There are associations that develop a database of job candidates and provide it to its members during local or national conventions. They likewise release classified advertisements for companies thinking about recruiting their members.
Walk in Interview
Another upcoming method of recruitment is walk-in interviews. There is no time at all and meeting schedule for each individual. An ad relating to the time and the location of the interview is given up the newspaper. The candidates are needed to carry their CVs and straight stand for the interview. It is an extremely common mode of recruitment among BPOs and call centres.
Job Fairs
Job fairs are an effective method of getting in touch with potential employees and prospects. There are HR hiring managers of different business under one roofing system. Information and company cards can be exchanged and resumes can be submitted by the candidates.
Employers can identify the ideal candidates, likewise the candidates can use in many companies together, wherever they feel the deal is best and matches their interest.
Advantage of External Sourcing
– New and young blood goes into the organization, which have ingenious ideas, new methods that can assist to stimulate the existing employees.
– It uses a broader swimming pool for choice. Companies can choose up candidates with requisite credentials.
– It creates a competitive environment as it assists the existing employees to work harder in order to match the requirement that the new workers bring in.
– It leads to long term benefits to the organization. Talented pools of individuals bring along with them brand-new methods of working and new approaches to scenarios that helps the company to remain informed with the competitive world outside.
Disadvantage of External Sourcing
– It is a time consuming procedure as it involves bring in the ideal prospects, evaluating them, going through a series of tests and interviews and so on. When ideal prospects are not available this process has to be duplicated again and again.
– This process proves to be very costly for the company as the companies have to resort to ads, employing experts and so on for attracting the best swimming pool of talent.
– It can lower the morale and demotivate the existing employees as they can feel that their services have actually not been recognized.
– It is less reliable than internal sourcing. Since the organizations work with prospects on the basis of their resumes, tests, interviews etc they might not turn out to be as expected. It might end up employing somebody who winds up being a misfit and may not be able to change in the brand-new established.
Alternatives to Recruitment
Recruitment and selection is a costly and lengthy process. Moreover, it gets onboard irreversible staff members which are tough to be in case they do not carry out according to the requirement or if there is overstaffing due to less work due to market need changes.
Hence to fight back the short-term stages of high market need for company’s items, companies might resort to alternatives to recruitment that are specified listed below:
Overtime.
Temporary Employees.
Sub-contracting.
Employee Leasing.
Outsourcing.
Overtime
In order to meet the extra need of the firm’s items which result in excess work load, some employees 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 worker gets additional salaries according to the contract signed in between the worker and the employer. The downside is that the worker may not work to his complete capacity during the day in order to make overtime.
Temporary Employees
A temporary worker is appointed 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 reasons as the completion of a particular project or peak workload.
This assists the company in avoiding expenditures of recruitment, saves time involved, and help avoid the unfavorable impact of labor turnover etc. However short-lived staff members may not be really devoted to the company, their inexperience may affect the work output and they tend to take time to change.
Sub-contracting
To finish a particular task or satisfy a sudden temporary increase in the need of the company’s products, the business might resort to subcontracting. It is the practice of assigning part of the responsibilities, tasks and job responsibilities to another celebration under a contract referred to as subcontractor.
Hiring an outdoors professional company to carry out part of the work leads to shared advantages 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 staff member leasing company specializes in recruitment, training, personnel management, payroll accounting and risk administration. The leasing firm also takes care of the work supervision, day-to-day duties and other regular aspects of work.
For example a nursing services firm employs numerous nurses and supplies them to hospitals on an agreement basis. It offers an advantage to the company to change its employees without actual layoffs.
Outsourcing
Under outsourcing a business process is contracted out to a 3rd party, the reason behind outsourcing are lots of. It reduces the requirement to hire and train customized staff as it is sourced out to someone concentrating on that area possessing the resources and knowledge that leads to competitive supremacy in time.
It also assists to decrease capital and business expenses and assists prevent troublesome regulations, high taxes, labour union contracts and so on.
Role Profiles for Recruitment Purposes
Role profiles, specify the total function of the function, its reporting relationships and key outcome areas. They might likewise consist of the list of competencies required. They may be technical (abilities and understanding needed to do a specific job) and behavioral competencies connected to the function.
The profile likewise consists of the conditions (pay, benefits, hours of work, movement, taking a trip, transfers, training, advancement and profession chances). The recruitment function offers the basis for individual specification.
Person Specifications
An individual spec likewise referred to as recruitment, job or personnel specification is the necessary element on which the selection procedure is based. It is the sum overall of education, training, experience, certification an individual has to perform the job assigned to him.
When the task requirement have been defined, they need to be categories under appropriate heads. The basic classifications include certification, technical and behavioural proficiencies.
There are likewise a number of traditional plans. 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 qualities of an ideal prospect can be categorized.
Seven Point Plan
– Physical comprise: Health, physique, look, bearing and speech
– Attainments: Education, certifications, experience
– General intelligence: Fundamental intellectual capability
– Special abilities: Mechanical, manual mastery, facility in use of words or figures
– Interest: Social, intellectual, physically active, constructional
– Disposition: Acceptability, influence over others, steadiness, reliability, selfreliance
– Circumstances: Domestic circumstances, occupations of household.
Five-fold Grading System
Influence on others: Physical makeup, look, speech and manner
Acquired knowledge or qualification: Education, occupation training, work experience
Innate abilities: Natural quickness of understanding and aptitude for finding out
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, ability to stand tension and capability to proceed with people.
Attracting Candidates
Attracting candidates is primarily a matter of determining, evaluating and using the most appropriate sources of candidates. However, where appropriate sources of recruitment are not there, then the analysis of factors adding to the recruitment in a company requirement to be evaluated. Various aspects to be taken under consideration are as follows:
Internal Factors
– Company’s pay bundle
– Quality of Work Life
– Organizational culture
– Career planning & 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
2. Supply and need factors
3. Employment rate
4. Labour market condition
5. Political, Legal & Govt. factors
6. Information System
Recruitment must be fast, however a careful procedure. A wrong move can have a dreadful impact on the endeavor. A few procedures can be required to minimize 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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Human Resource Planning
Employee Induction
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Training Process
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Methods of Personnel Accounting
HR Audit
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Methods of Performance Appraisal
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Recruitment Meaning
Effective Recruiting
Selection Process
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Dimensions of Culture
HRM Practices
International Selection Process
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International Compensation
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Challenges of Personnel Development
Methods of Human Resource Development
Steps for Designing HRD Intervention
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