What is Recruitment?
Recruitment is the process of drawing in and determining a 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 essential possessions of a company. The success or failure of a company is mostly dependent on the quality of individuals working therein. Without positive and imaginative contributions from individuals, companies can not advance and succeed.
In order to attain the goals or perform the activities of an organization, therefore, we need to hire individuals with requisite skills, qualifications and experience. While doing so, we have to keep the present as well as the future requirements of the company in mind.
Organizations need to hire people with requisite abilities, qualifications and experience if they have to survive and thrive in a highly competitive environment.
Recruitment Definition
According to Edwin B Flippo, "Recruitment is the process of looking for potential employees and stimulating them to get tasks in the company".
DeCenzo and Robbins specify it as "Recruitment is the procedure of finding possible prospects for real or awaited organizational jobs. Or from another perspective, it is a connecting activity-bringing together those with tasks to fill and those seeking tasks."
According to Plumbley, "Recruitment is a coordinating process and the capabilities and inclinations of the prospects need to be matched versus the demand and benefits fundamental in a given job 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 design is the most fundamental part of the recruitment procedure. The job design is a stage about the design of the task profile and a clear contract in between the line manager and the HRM Function.
The Job Design has to do with the agreement about the profile of the perfect task candidate and the arrangement about the skills and proficiencies, which are necessary. The information collected can be utilized during other steps of the recruitment process to speed it up.
Opening Job Position
The Opening of the Job Position is generally the job of the HR Recruiter. Skilled and experienced HR Recruiter ought to choose about the right mix of recruitment sources to discover the finest prospects for the task position. This is another essential step in the recruitment procedure.
Collecting and Presenting Job Resumes
The next action is gathering of job resumes and their pre-selection. This step in the recruitment process is extremely essential today as many companies lose a lot of time in this action.
Today, the organization can not wait with the pre-selection of the task resumes. Generally, this should be the last step done purely by the HRM Function.
Job Interviews
The task interviews are the primary step in the recruitment procedure, which should be clearly created and agreed in between HRM and line management.
The job interview should discover the task candidate, who meets the requirements and fits finest the corporate culture and the department.
Job Offer
The job offer is the last step of the recruitment procedure, 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 organization to join.
Recruitment Techniques
Recruitment techniques are the means or media by which management contacts prospective employees or supply necessary details or exchange concepts or stimulate them to obtain tasks.
Recruitment methods are:
Internal Methods: They are for hiring internal prospects. These consist of techniques like:
( a) Promotion & Transfers
( b) Job Posting
( c) Employee Referrals
Direct Methods: These consist of sending travelling recruiters to educational and expert organizations and workers' contacts with the public.
( a) Campus Recruitment
Nature of Recruitment
Recruitment involves the following functions:
- Recruitment is the initial step of visit.
- It is a continuous procedure.
- It is a process of identifying sources of human force, attracting and inspiring them to get tasks in organizations.
- It is an advancement workforce or to work at the last stage.
- It is a positive process.
- It fulfills requirements, both the present, and the future.
Purpose of Recruitment
- Discovering and developing the source here required number and sort of employees will be readily available.
- Developing ideal strategies to bring in the desirable candidate.
- Employing the technique to draw in staff members.
- Stimulating as numerous candidates as possible and asking them to get jobs 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 implies searching for sources of labor and stimulating people to apply for jobs, whereas choice suggests picking of right sort of individuals for various jobs.
- Recruitment is a positive procedure whereas selection is a negative process.
- It creates a large swimming pool of candidates whereas choice causes a screening of unsuitable prospects.
- Recruitment is a basic process, it involves contracting the numerous sources of labor whereas selection is a complex and lengthy process. The candidate has to clear a variety of obstacles before they are selected for a task.
Sources of Recruitment
A source from where candidates are identified, attracted and picked 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, establishing and promoting the workers from within the organization. Internal recruitments are economical, more reputable as the organization is mindful of the prospect's skillset and knowledge and it also motivates the workers and increases their dedication towards the company. Internal sourcing can be done in the following ways:
Transfers
An employee may be shifted from one task to another internally usually of the same level. The roles and responsibilities of the workers might change but not necessarily the salary. This helps the staff members to get inspired and attempt something new, assists them break the monotony of the old task and motivates them to grow by gaining more knowledge.
Promotions
As recognition of their efficiency and experience the workers are moved from a position to a greater position. There is a change in their duties and duties accompanied with a change in salary and status. It assists the employee to grow vertically in the organization. It refrains him from leaving the business for greener pastures.
Retired and Retrenched Employees
Retired and retrenched staff members might also be hired back in case there is high need and scarcity of supply in the industry or there is unexpected boost in work load. These employees are already aware of the procedures, procedures and culture of the organization for this reason they prove to be cost efficient.
In this case each worker of the company acts as a recruiter. The employees are encouraged to suggest the names of their good friends or relatives operating in other organizations. For this they are even rewarded monetarily.
The benefit of staff member referral is that the potential prospect gets initially hand information about the task and employment company culture from the currently working worker. Since he knows what he is entering he is expected to remain longer in the organization. Also because the reliability of those who advise is at stake, they tend to recommend those who are extremely encouraged and skilled.
Job Postings
The Company posts the existing and predicted vacancy on bulletin board system, electronic media and similar common websites. This offers a chance to the staff members to undertake profession shift and assist them grow within the company.
Deceased and Disabled Employees
In order to make the families of the deceased and disabled workers self-sufficient their relatives or dependents may be provided a job in case of any vacancy.
Advantage of Internal Sourcing
- Internal recruitment is less time consuming and cost-effective.
- It is trusted as the organization is aware of the staff member's understanding and ability.
- There is no need of induction and training as the worker is already conscious of the procedures, procedures and culture of the company.
- It increases the motivation level of the workers as they eagerly anticipate getting a higher job in the organization rather of trying to find greener pastures outside.
- It improves the morale of the employees, enhances their relations with the company and lowers worker turnover.
- It establishes the spirit of commitment in the staff members, guarantees connection of employment and organizational stability.
Disadvantage of Internal Sourcing
- Internal sourcing avoids new members, originality and ingenious concepts from entering the company.
- The scope is limited as not all the jobs can be filled by the limited swimming pool of skill available in the company.
- The position of the person who is moved or promoted falls uninhabited.
- It can produce frustration among the rest of the employees as there can be predisposition or partiality in promoting an employee in the company.
External Sources
New prospects are recruited from outside the organization by different means and techniques. It is more typically used than internal sources. External recruitments are handy in getting skills that are not had by the existing staff members; it also helps to bring onboard workers from different backgrounds that get a variety of ideas on the table.
Campus Recruitments
When business are in search of fresh skills and are focusing on knowledge, interaction skill and skill than experience, they approach management colleges, technical institutes etc. The company makes a presentation about its organization in order to attract the trainees.
Whoever discovers it matching with their career strategies requests the job. These candidates are then made to go through series of choice procedures like analytical and employment psychological tests, group conversations, interviews etc before the final selection is done.
Management Consultants
Management consultants function as representatives of the company. They perform the recruitment function on behalf of the client business by charging them costs or commissions. These consultants are able to tailor their services according to the particular needs of the clients therefore alleviating the line supervisors from their recruitment function.
Advertisements
This media of recruitment is preferred and typically utilized as it reaches out a wide variety of individuals. It can also be targeted at a specific group or a particular geographical area by selecting a specific newspaper, radio channel and so on e.g Business journal.
In certain ads company name, task description and salary bundles are mentioned. There are blind advertisements too where no identification of the firm is provided. These ads are published mainly when the organization desires to fill an internal job or planning to displace an existing staff member.
Trade Associations
There are associations that develop a database of task hunters and supply it to its members throughout regional or nationwide conventions. They also publish classified ads for employers interested in hiring their members.
Walk in Interview
Another upcoming method of recruitment is walk-in interviews. There is no time at all and conference schedule for each person. An advertisement relating to the time and the place of the interview is offered in the newspaper. The candidates are required to bring their CVs and directly appear for the interview. It is a very typical mode of recruitment amongst BPOs and call centres.
Job Fairs
Job fairs are an effective method of contacting possible employees and prospects. There are HR hiring supervisors of different business under one roofing system. Information and business cards can be exchanged and resumes can be sent by the prospects.
Employers can find the right candidates, similarly the applicants can use in numerous organizations together, anywhere they feel the offer 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 help to stir up the existing workers.
- It offers a wider swimming pool for selection. Companies can get candidates with requisite qualification.
- It develops a competitive environment as it helps the existing staff members to work harder in order to match the requirement that the brand-new staff members bring in.
- It leads to long term advantages to the company. Talented pools of individuals bring in addition to them brand-new techniques of working and brand-new methods to circumstances that helps the organization to remain abreast with the competitive world exterior.
Disadvantage of External Sourcing
- It is a time consuming process as it includes bring in the ideal candidates, screening them, going through a series of tests and interviews etc. When suitable candidates are not available this procedure needs to be duplicated again and once again.
- This procedure shows to be really expensive for the company as the business have to resort to ads, hiring specialists etc for drawing in the ideal pool of talent.
- It can reduce the spirits and demotivate the existing workers as they can feel that their services have not been acknowledged.
- It is less dependable than internal sourcing. Since the companies work with prospects on the basis of their resumes, tests, interviews etc they may not end up being as expected. It may end up hiring somebody who ends up being a misfit and might not have the ability to change in the new set up.
Alternatives to Recruitment
Recruitment and selection is a costly and lengthy procedure. Moreover, it gets onboard permanent employees 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 fluctuations.
Hence to eliminate back the short-term phases of high market demand for company's items, business may turn to options to recruitment that are stated listed below:
Overtime.
Temporary Employees.
Sub-contracting.
Employee Leasing.
Outsourcing.
Overtime
In order to meet the additional need of the company's products which result in excess work load, some workers are asked to work overtime under some terms and conditions. Overtime is the amount of time that somebody works beyond the working hours.
In such a case employee gets additional incomes according to the agreement signed in between the worker and the employer. The downside is that the staff member may not work to his complete potential during the day in order to earn overtime.
Temporary Employees
A temporary employee is designated for a period that does not last for long. It is to fill a brief term position which is scheduled to be terminated within several years for factors as the completion of a particular project or peak work.
This helps the business in preventing costs of recruitment, saves time involved, and help avoid the negative impact of labor turnover etc. However short-term staff members may not be extremely devoted to the business, their inexperience may affect the work output and they tend to take time to adjust.
Sub-contracting
To complete a particular task or fulfill a sudden temporary boost in the demand of the business's items, the company may resort to subcontracting. It is the practice of designating part of the obligations, tasks and responsibilities to another party under a contract known as subcontractor.
Hiring an outside specialist company to carry out part of the work results in shared benefits in such cases as the company wish to broaden on its own just when the increased demand lasts for a given duration of time.
Employee Leasing
An employee leasing firm specializes in recruitment, training, human resource management, payroll accounting and risk administration. The leasing firm likewise takes care of the work guidance, everyday duties and other regular aspects of work.
For example a nursing services firm hires lots of nurses and offers them to medical facilities on an agreement basis. It supplies a benefit to the company to alter its staff members without actual layoffs.
Outsourcing
Under contracting out an organization procedure is contracted out to a third party, the factor behind outsourcing are many. It reduces the requirement to employ and train specific personnel as it is sourced out to someone focusing on that area possessing the resources and proficiency that leads to competitive superiority gradually.
It likewise assists to decrease capital and operating costs and helps avoid challenging guidelines, high taxes, labour union contracts and so on.
Role Profiles for Recruitment Purposes
Role profiles, specify the total function of the role, its reporting relationships and essential result areas. They might also 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 likewise includes the conditions (pay, benefits, hours of work, mobility, travelling, transfers, training, development and profession chances). The recruitment role offers the basis for individual requirements.
Person Specifications
An individual spec likewise referred to as recruitment, job or personnel specification is the vital aspect on which the selection procedure is based. It is the sum total of education, training, experience, credentials a person needs to perform the task assigned to him.
When the task requirement have been specified, they must be categories under ideal heads. The standard classifications consist of qualification, technical and behavioural competencies.
There are also a number of standard schemes. The most popular consist of the seven-point plan established by Alec Rodgers in 1952 and the five-point grading system developed by Munro Fraser in 1954. These give certain headings under which characteristics of a perfect candidate can be categorized.
Seven Point Plan
- Physical make up: Health, physique, look, bearing and speech
- Attainments: Education, certifications, experience
- General intelligence: Fundamental intellectual capacity
- Special abilities: Mechanical, manual dexterity, facility in usage of words or figures
- Interest: Social, intellectual, physically active, constructional
- Disposition: Acceptability, impact over others, steadiness, dependability, selfreliance
- Circumstances: Domestic scenarios, occupations of household.
Five-fold Grading System
Impact on others: Physical make-up, look, speech and manner
Acquired understanding or certification: Education, trade training, work experience
Innate abilities: Natural quickness of comprehension and ability for discovering
Motivation: The kind of goals set by the individual, his or her consistency and determination in following them up, and success in attaining them
Adjustment: Emotional stability, ability to stand up stress and ability to with people.
Attracting Candidates
Attracting prospects is primarily a matter of identifying, evaluating and utilizing the most appropriate sources of applicants. However, where appropriate sources of recruitment are not there, then the analysis of aspects contributing to the recruitment in an organization requirement to be evaluated. Various factors to be taken under consideration are as follows:
Internal Factors
- Company's pay package
- Quality of Work Life
- Organizational culture
- Career preparing & growth
- Company's size
- Company's products/services
- Company's growth rate
- Role of trade union
- Cost of recruitment
- Company's name & popularity
External Factors
1. Socio-economic elements
- Supply and demand elements
- Employment rate
- Labour market condition
- Political, Legal & Govt. aspects
- Information System
Recruitment needs to be quick, but a cautious procedure. An incorrect move can have a devastating impact on the endeavor. A couple of steps can be required to minimize the negative 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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