What is Recruitment?
Recruitment is the process of attracting and determining a pool of candidates, from which some will be picked 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 crucial assets of a company. The success or failure of an organization is mainly based on the quality of individuals working therein. Without favorable and creative contributions from individuals, organizations can not advance and prosper.
In order to accomplish the objectives or carry out the activities of a company, for that reason, we require to hire people with requisite abilities, credentials and experience. While doing so, we need to keep the present in addition to the future requirements of the company in mind.
Organizations have to recruit people with requisite skills, credentials and experience if they need to survive and thrive in an extremely competitive environment.
Recruitment Definition
According to Edwin B Flippo, "Recruitment is the procedure of looking for potential staff members and promoting them to use for tasks in the organization".
DeCenzo and Robbins define it as "Recruitment is the procedure of discovering possible prospects for actual or anticipated organizational vacancies. Or from another perspective, 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 candidates need to be matched versus the need and rewards inherent in a given task or profession pattern."
Recruitment Process
The significant actions of the recruitment process are mentioned 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 task design is a stage about the design of the job profile and a clear contract in between the line supervisor and the HRM Function.
The Job Design is about the arrangement about the profile of the perfect job candidate and the arrangement about the abilities and competencies, which are necessary. The details collected can be used throughout other steps of the recruitment procedure to speed it up.
Opening Job Position
The Opening of the Job Position is generally the task of the HR Recruiter. Skilled and skilled HR Recruiter ought to choose about the best mix of recruitment sources to discover the best candidates for the job position. This is another crucial action 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 procedure is very important today as lots of organizations lose a lot of time in this step.
Today, the 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 step in the recruitment procedure, which should be clearly created and concurred in between HRM and line management.
The task interview must discover the job prospect, who meets the requirements and fits best the business culture and the department.
Job Offer
The job 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 deal from the organization to join.
Recruitment Techniques
Recruitment techniques are the means or media by which management contacts potential workers or offer necessary info or exchange ideas or stimulate them to make an application for jobs.
Recruitment strategies 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 consist of sending taking a trip recruiters to instructional and professional organizations and workers' contacts with the public.
( a) Campus Recruitment
Nature of Recruitment
Recruitment involves the following functions:
- Recruitment is the primary step of appointment.
- It is a continuous procedure.
- It is a procedure of determining sources of human force, attracting and inspiring them to request jobs in organizations.
- It is an advancement workforce or employment to work at the last phase.
- It is a favorable process.
- It fulfills requirements, both today, and employment the future.
Purpose of Recruitment
- Finding out and developing the source here needed number and type of workers will be available.
- Developing ideal methods to bring in the preferable candidate.
- Employing the strategy to bring in staff members.
- Stimulating as numerous prospects as possible and inquiring to use for jobs regardless of the variety of prospects needed in order to increase the selection ratio (i.e., variety of application per one task vacancy) due to lower yield ratio.
Difference Between Recruitment and Selection
- Recruitment means looking for sources of labor and promoting people to look for jobs, whereas choice implies selecting of ideal kind of people for numerous tasks.
- Recruitment is a positive process whereas choice is a negative procedure.
- It produces a large pool of candidates whereas choice leads to a screening of inappropriate candidates.
- Recruitment is a basic procedure, it includes contracting the numerous sources of labor whereas selection is a complex and lengthy procedure. The candidate needs to clear a variety of obstacles before they are chosen for a task.
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 technique includes recruiting, establishing and promoting the workers from within the company. Internal recruitments are cost-effective, more dependable as the organization knows the candidate's skillset and understanding and it likewise encourages the staff members and increases their commitment towards the company. Internal sourcing can be done in the following methods:
Transfers
A worker may be moved from one job to another internally generally of the exact same level. The functions and obligations of the workers may change however not necessarily the income. This helps the staff members to get inspired and try something new, helps them break the monotony of the old job and encourages them to grow by gaining more understanding.
Promotions
As acknowledgment of their effectiveness and experience the workers are moved from a position to a greater position. There is a change in their responsibilities and responsibilities accompanied with a modification in income and status. It assists the employee to grow vertically in the company. It refrains him from leaving the company for greener pastures.
Retired and Retrenched Employees
Retired and retrenched staff members may also be hired back in case there is high demand and scarcity of supply in the industry or there is abrupt increase in workload. These workers are currently familiar with the procedures, procedures and culture of the organization for this reason they prove to be cost efficient.
In this case each staff member of the company serves as a recruiter. The employees are motivated to recommend the names of their good friends or loved ones working in other companies. For this they are even rewarded monetarily.
The benefit of worker referral is that the prospective candidate gets first hand information about the task and company culture from the currently working worker. Since he knows what he is entering he is expected to remain longer in the organization. Also considering that the reliability of those who advise is at stake, they tend to suggest those who are extremely motivated and competent.
Job Postings
The Company posts the current and anticipated vacancy on bulletin boards, electronic media and similar typical portals. This gives 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 households of the departed and handicapped employees self-dependent their loved ones or dependents may be provided a job in case of any job.
Advantage of Internal Sourcing
- Internal recruitment is less time consuming and economical.
- It is trusted as the organization knows the worker's knowledge and skill set.
- There is no requirement of induction and training as the staff member is currently knowledgeable about the procedures, treatments and culture of the company.
- It increases the inspiration level of the employees as they look forward to getting a higher task in the organization rather of looking for greener pastures outside.
- It increases the spirits of the employees, improves their relations with the company and minimizes staff member turnover.
- It develops the spirit of loyalty in the staff members, guarantees continuity of employment and organizational stability.
Disadvantage of Internal Sourcing
- Internal sourcing avoids brand-new blood, originality and innovative ideas from going into the company.
- The scope is restricted as not all the jobs can be filled by the limited swimming pool of talent offered in the company.
- The position of the individual who is moved or promoted falls uninhabited.
- It can create frustration amongst the remainder of the staff members as there can be bias or partiality in promoting a staff member in the company.
External Sources
New candidates are hired from outside the company by various ways and methods. It is more commonly utilized than internal sources. External recruitments are useful in obtaining skills that are not had by the existing employees; it likewise assists to bring onboard staff members from different backgrounds that get a diversity of ideas on the table.
Campus Recruitments
When business are in search of fresh skills and are concentrating on understanding, communication ability and skill 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 plans applies for the job. These candidates are then made to go through series of selection processes like analytical and psychological tests, seminar, interviews etc before the final selection is done.
Management Consultants
Management consultants function as agents of the employer. They perform the recruitment function on behalf of the client business by charging them fees or commissions. These specialists are able to tailor their services according to the particular requirements of the customers hence eliminating the line supervisors from their recruitment function.
Advertisements
This media of recruitment is popular and typically used as it reaches out a large range of individuals. It can also be targeted at a particular group or a particular geographic location by selecting a particular newspaper, radio channel etc e.g Business journal.
In specific ads company name, task description and income plans are pointed out. There are blind advertisements as well where no recognition of the firm is provided. These advertisements are published mostly when the organization wants to fill an internal job or planning to displace an existing staff member.
Trade Associations
There are associations that create a database of task applicants and offer it to its members during regional or national conventions. They likewise release classified advertisements for employers interested in hiring their members.
Walk in Interview
Another upcoming approach of recruitment is walk-in interviews. There is no time at all and conference schedule for each individual. An advertisement regarding the time and the area of the interview is given up the newspaper. The prospects are required to carry their CVs and directly appear for the interview. It is a really common mode of recruitment amongst BPOs and call centres.
Job Fairs
Job fairs are an effective way of contacting possible employees and candidates. There are HR hiring managers of various companies under one roofing. Information and organization cards can be exchanged and resumes can be sent by the candidates.
Employers can find the right candidates, likewise the applicants can apply in lots of organizations together, any place they feel the deal is finest and matches their interest.
Advantage of External Sourcing
- New and young blood gets in the organization, which have ingenious concepts, new methods that can assist to stir up the existing staff members.
- It offers a broader swimming pool for selection. Companies can select up candidates with requisite certification.
- It creates a competitive environment as it helps the existing workers to work harder in order to match the requirement that the new employees generate.
- It results in long term benefits to the company. Talented pools of individuals bring together with them new approaches of working and new methods to situations that helps the company to remain abreast with the competitive world outside.
Disadvantage of External Sourcing
- It is a time consuming process as it involves bring in the ideal prospects, screening them, going through a series of tests and interviews and so on. When suitable prospects are not available this procedure has actually to be repeated again and again.
- This procedure proves to be extremely costly for the company as the companies have to turn to ads, working with consultants and so on for attracting the right swimming pool of talent.
- It can reduce the morale and demotivate the existing employees as they can feel that their services have not been acknowledged.
- It is less trustworthy than internal sourcing. Since the organizations employ candidates on the basis of their resumes, tests, interviews and so on they may not end up being as expected. It might wind up employing somebody who ends up being a misfit and might not have the ability to change in the brand-new set up.
Alternatives to Recruitment
Recruitment and selection is a costly and time-consuming procedure. Moreover, it gets onboard long-term workers which are hard 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 variations.
Hence to battle back the temporary stages of high market need for company's items, companies may resort to alternatives to recruitment that are specified below:
Overtime.
Temporary Employees.
Sub-contracting.
Employee Leasing.
Outsourcing.
Overtime
In order to fulfill the extra demand of the firm's items which lead to excess work load, some employees 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 employee gets extra salaries as per the agreement signed in between the employee and the employer. The downside is that the worker might not work to his full capacity throughout the day in order to earn overtime.
Temporary Employees
A momentary employee is appointed for a duration that does not last for long. It is to fill a short term position which is set up to be terminated within several years for factors as the completion of a particular task or peak workload.
This assists the company in preventing expenses of recruitment, saves time involved, and assist prevent the negative impact of labor turnover etc. However temporary employees may not be very loyal to the company, their lack of experience might affect the work output and they tend to take time to adjust.
Sub-contracting
To complete a particular task or satisfy an abrupt momentary boost in the need of the company's products, the company might turn to subcontracting. It is the practice of designating part of the commitments, tasks and responsibilities to another party under a contract called subcontractor.
Hiring an outside expert agency to undertake part of the work leads to mutual benefits in such cases as the company wish to broaden by itself only when the increased demand lasts for a specified time period.
Employee Leasing
A worker leasing company specializes in recruitment, training, human resource management, payroll accounting and threat administration. The leasing company likewise looks after the work guidance, day-to-day duties and other routine elements of work.
For instance a nursing services firm works with many nurses and supplies them to hospitals on a contract basis. It supplies a benefit to the company to alter its employees without real layoffs.
Outsourcing
Under contracting out a service process is contracted out to a third party, the factor behind outsourcing are lots of. It minimizes the need to hire and train specific personnel as it is sourced out to somebody focusing on that area having the resources and know-how that causes competitive superiority in time.
It also helps to minimize capital and business expenses and assists prevent challenging regulations, high taxes, labour union contracts etc.
Role Profiles for Recruitment Purposes
Role profiles, specify the general purpose of the role, its reporting relationships and essential result locations. They might likewise include the list of proficiencies needed. They may be technical (abilities and understanding needed to do a specific task) and behavioral competencies connected to the function.
The profile likewise includes the terms and conditions (pay, advantages, hours of work, mobility, taking a trip, transfers, training, advancement and career opportunities). The recruitment role provides the basis for person spec.
Person Specifications
A person specification also called recruitment, task or workers spec is the necessary element on which the selection procedure is based. It is the sum overall of education, training, experience, certification a person has to perform the task assigned to him.
When the task requirement have been defined, they should be classifications under suitable heads. The basic categories include qualification, technical and behavioural competencies.
There are likewise a number of conventional plans. 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 offer particular headings under which characteristics of an ideal prospect can be classified.
Seven Point Plan
- Physical make up: Health, physique, appearance, bearing and speech
- Attainments: Education, qualifications, experience
- General intelligence: Fundamental intellectual capability
- Special abilities: Mechanical, manual mastery, facility in use of words or figures
- Interest: Social, employment intellectual, physically active, constructional
- Disposition: Acceptability, influence over others, steadiness, reliability, selfreliance
- Circumstances: Domestic situations, professions of family.
Five-fold Grading System
Effect on others: Physical cosmetics, appearance, speech and way
Acquired knowledge or qualification: Education, occupation training, work experience
Innate abilities: Natural quickness of understanding and aptitude for finding out
Motivation: The sort of objectives set by the individual, his or her consistency and decision in following them up, and success in accomplishing them
Adjustment: Emotional stability, capability to stand up tension and ability to get on with people.
Attracting Candidates
Attracting prospects is mainly a matter of recognizing, evaluating and utilizing the most proper sources of candidates. However, where ideal sources of recruitment are not there, then the analysis of elements contributing to the recruitment in an organization need to be evaluated. Various elements 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
- Supply and demand factors
- Employment rate
- Labour market condition
- Political, Legal & Govt. elements
- Information System
Recruitment should be fast, but a careful process. A wrong relocation can have a disastrous effect on the endeavor. A few procedures can be taken to minimize the negative effect. They are:
Brand employment 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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