What is Recruitment?
Recruitment is the process of drawing in and recognizing a pool of candidates, from which some will be chosen 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 assets of a company. The success or failure of a company is mainly dependent on the quality of the individuals working therein. Without favorable and imaginative contributions from people, organizations can not progress and prosper.
In order to accomplish the goals or carry out the activities of a company, for that reason, we need to recruit individuals with requisite skills, certifications and experience. While doing so, we need to keep today along with the future requirements of the company in mind.
Organizations need to recruit individuals with requisite skills, qualifications and experience if they have to endure and thrive in an extremely competitive environment.
Recruitment Definition
According to Edwin B Flippo, "Recruitment is the procedure of looking for prospective staff members and promoting them to get tasks in the company".
DeCenzo and Robbins specify it as "Recruitment is the process of discovering prospective candidates for actual or anticipated organizational jobs. Or from another perspective, 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 inclinations of the candidates need to be matched against the need and rewards intrinsic in a given 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 design is the most fundamental part of the recruitment process. The task style is a phase about the style of the task profile and a clear agreement between the line supervisor and the HRM Function.
The Job Design has to do with the contract about the profile of the perfect job prospect and the arrangement about the abilities and competencies, which are essential. The details collected can be used throughout other actions of the recruitment procedure to speed it up.
Opening Job Position
The Opening of the Job Position is usually the job of the HR Recruiter. Skilled and experienced HR Recruiter must choose about the best mix of recruitment sources to discover the finest candidates for the task position. This is another crucial action in the recruitment procedure.
Collecting and Presenting Job Resumes
The next action is gathering of task resumes and their pre-selection. This action in the recruitment process is very essential today as many organizations lose a lot of time in this step.
Today, the company can not wait with the pre-selection of the job resumes. Generally, this ought to be the last action done simply by the HRM Function.
Job Interviews
The task interviews are the primary step in the recruitment process, which ought to be clearly designed and agreed between HRM and line management.
The job interview must discover the job candidate, who meets the requirements and fits finest the business culture and the department.
Job Offer
The job deal is the last step of the recruitment procedure, which is done by the HRM Function, it completes all the other steps and the winner of the job interviews gets the deal from the company to join.
Recruitment Techniques
Recruitment techniques are the means or media by which management contacts prospective staff members or provide necessary info or exchange ideas or stimulate them to use for jobs.
Recruitment strategies are:
Internal Methods: They are for hiring internal prospects. These include approaches like:
( a) Promotion & Transfers
( b) Job Posting
( c) Employee Referrals
Direct Methods: These consist of sending out travelling employers to academic and expert institutions and employees' contacts with the public.
( a) Campus Recruitment
Nature of Recruitment
Recruitment involves the following features:
- Recruitment is the primary step of consultation.
- It is a constant process.
- It is a process of determining sources of human force, bring in and inspiring them to make an application for tasks in companies.
- It is a development manpower or to operate at the last phase.
- It is a positive process.
- It fulfills requirements, both today, and the future.
Purpose of Recruitment
- Finding out and developing the source here needed number and sort of staff members will be readily available.
- Developing appropriate methods to bring in the desirable candidate.
- Employing the strategy to bring in staff members.
- Stimulating as numerous prospects as possible and asking them to use for tasks regardless of the variety of prospects needed in order to increase the choice ratio (i.e., variety of application per one job vacancy) due to lower yield ratio.
Difference Between Recruitment and Selection
- Recruitment indicates browsing for sources of labor and promoting individuals to request jobs, whereas selection implies selecting of best type of people for various tasks.
- Recruitment is a favorable process whereas selection is a negative process.
- It produces a large pool of candidates whereas selection leads to a screening of inappropriate candidates.
- Recruitment is a basic procedure, it includes contracting the different sources of labor whereas selection is a complex and time-consuming procedure. The candidate has to clear a variety of hurdles before they are chosen for a job.
Sources of Recruitment
A source from where prospects are determined, drew in and chose 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 consists of recruiting, establishing and promoting the employees from within the company. Internal recruitments are cost-effective, more reputable as the organization understands the prospect's skillset and understanding and employment it also motivates the employees and increases their dedication towards the organization. Internal sourcing can be done in the following ways:
Transfers
A staff member might be moved from one task to another internally normally of the very same level. The roles and responsibilities of the employees may change however not always the wage. This assists the staff members to get motivated and try something new, assists them break the monotony of the old job and motivates them to grow by getting more knowledge.
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 tasks and duties accompanied with a change in salary and status. It helps the staff member to grow vertically in the organization. It refrains him from leaving the company for greener pastures.
Retired and Retrenched Employees
Retired and retrenched workers might also be recruited back in case there is high demand and lack of supply in the industry or there is abrupt boost in work load. These staff members are already familiar with the procedures, treatments and culture of the organization hence they prove to be cost effective.
Employee Referrals
In this case each employee of the business serves as a recruiter. The staff members are encouraged to recommend the names of their pals or relatives working in other companies. For this they are even rewarded monetarily.
The advantage of worker recommendation is that the prospective prospect gets initially hand details about the job and company culture from the currently working worker. Since he knows what he is entering he is expected to stay longer in the organization. Also given that the reliability of those who advise is at stake, they tend to advise those who are highly encouraged and proficient.
Job Postings
The Company posts the current and expected vacancy on bulletin board system, electronic media and similar common portals. This provides an opportunity to the workers to undertake career shift and help them grow within the business.
Deceased and Disabled Employees
In order to make the households of the deceased and disabled staff members self-sufficient their relatives or dependents might be offered a task in case of any job.
Advantage of Internal Sourcing
- Internal recruitment is less time consuming and cost-effective.
- It is dependable as the company is aware of the staff member's knowledge and skill set.
- There is no requirement of induction and training as the worker is already familiar with the procedures, procedures and culture of the company.
- It increases the motivation level of the employees as they look forward to getting a higher task in the organization instead of trying to find greener pastures outside.
- It increases the morale of the workers, improves their relations with the company and decreases employee turnover.
- It develops the spirit of loyalty in the staff members, guarantees connection of employment and organizational stability.
Disadvantage of Internal Sourcing
- Internal sourcing avoids new members, creativity and innovative ideas from entering the company.
- The scope is limited as not all the jobs can be filled by the minimal swimming pool of talent available in the company.
- The position of the person who is moved or promoted falls uninhabited.
- It can create discontentment amongst the rest of the employees as there can be bias or partiality in promoting a worker in the company.
External Sources
New candidates are recruited from outside the organization by different ways and methods. It is more frequently used than internal sources. External recruitments are helpful in obtaining skills that are not possessed by the existing workers; it also assists to bring onboard employees from various backgrounds that get a diversity of ideas on the table.
Campus Recruitments
When business are in search of fresh talents and are focusing on knowledge, interaction ability and talent than experience, they approach management colleges, technical institutes etc. The company makes a discussion about its organization in order to draw in the trainees.
Whoever finds it matching with their profession plans makes an application for the task. These candidates are then made to go through series of selection procedures like analytical and psychological tests, seminar, interviews etc before the last selection is done.
Management Consultants
Management consultants function as agents of the employer. They perform the recruitment function on behalf of the customer business by charging them fees or commissions. These specialists are able to customize their services according to the specific requirements of the clients hence 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 particular group or a particular geographical area by selecting a specific newspaper, radio channel and so on e.g Business journal.
In specific advertisements company name, task description and wage bundles are pointed out. There are blind ads also where no identification of the firm is provided. These ads are published primarily when the organization wants to fill an internal job or preparing to displace an existing staff member.
Trade Associations
There are associations that develop a database of job hunters and supply it to its members throughout regional or national conventions. They also 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 meeting schedule for each person. An advertisement relating to the time and the place of the interview is provided in the paper. The candidates are needed to bring their CVs and straight stand for the interview. It is a very common mode of recruitment among BPOs and call centres.
Job Fairs
Job fairs are a reliable way of contacting possible employees and prospects. There are HR hiring managers of different companies under one roofing system. Information and organization cards can be exchanged and resumes can be sent by the candidates.
Employers can spot the ideal applicants, likewise the applicants can apply in lots of companies together, any place they feel the deal is finest and matches their interest.
Advantage of External Sourcing
- New and young blood enters the organization, which have innovative ideas, brand-new approaches that can assist to stir up the existing employees.
- It offers a larger swimming pool for choice. Companies can choose up candidates with requisite qualification.
- It produces a competitive environment as it assists the existing workers to work harder in order to match the requirement that the brand-new workers bring in.
- It results in long term advantages to the company. Talented pools of individuals bring together with them brand-new approaches of working and new methods to situations that helps the organization to remain abreast with the competitive world outside.
Disadvantage of External Sourcing
- It is a time consuming process as it includes bring in the right candidates, screening them, going through a series of tests and interviews etc. When suitable prospects are not offered this process needs to be duplicated again and again.
- This procedure proves to be extremely costly for the organization as the companies have to resort to ads, working with consultants and so on for bring in the right swimming pool of talent.
- It can reduce the morale and demotivate the existing workers as they can feel that their services have actually not been recognized.
- It is less dependable than internal sourcing. Since the organizations employ prospects on the basis of their resumes, tests, interviews etc they might not end up being as anticipated. It may end up working with someone who ends up being a misfit and may not have the ability to change in the new established.
Alternatives to Recruitment
Recruitment and selection is an expensive and time-consuming process. Moreover, it gets onboard long-term employees which are difficult to be separated in case they do not carry out based on the requirement or if there is overstaffing due to less work due to market need changes.
Hence to combat back the momentary stages of high market need for company's items, business may turn to options to recruitment that are stated below:
Overtime.
Temporary Employees.
Sub-contracting.
Employee Leasing.
Outsourcing.
Overtime
In order to satisfy the additional need of the company's products which cause excess work load, some employees are asked to work overtime under some terms. Overtime is the amount of time that someone works beyond the working hours.
In such a case worker gets additional incomes based on the agreement signed in between the worker and the employer. The disadvantage is that the employee might not work to his full capacity throughout the day in order to make overtime.
Temporary Employees
A short-lived worker is designated 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 project or peak work.
This helps the company in avoiding costs of recruitment, saves time involved, and help avoid the negative effect of labor turnover etc. However temporary employees may not be really faithful to the business, their inexperience might affect the work output and they tend to require time to change.
Sub-contracting
To finish a specific task or fulfill an abrupt short-term boost in the need of the business's items, the business may resort to subcontracting. It is the practice of designating part of the obligations, jobs and obligations to another party under a contract called subcontractor.
Hiring an outdoors specialist company to undertake part of the work results in mutual benefits in such cases as the company wish to expand on its own only when the increased need lasts for a specific amount of time.
Employee Leasing
A staff member leasing company concentrates on recruitment, training, human resource management, payroll accounting and danger administration. The leasing firm also takes care of the work guidance, everyday responsibilities and other regular aspects of work.
For example a nursing services firm hires lots of nurses and offers them to hospitals on an agreement basis. It offers an advantage to the organization to alter its workers without actual layoffs.
Outsourcing
Under outsourcing an organization procedure is contracted out to a third celebration, the factor behind outsourcing are numerous. It reduces the requirement to employ and train specific staff as it is sourced out to somebody focusing on that location having the resources and competence that causes competitive supremacy with time.
It likewise helps to reduce capital and operating costs and assists avoid difficult regulations, high taxes, labour union agreements and so on.
Role Profiles for Recruitment Purposes
Role profiles, specify the general purpose of the role, its reporting relationships and essential result areas. They might also include the list of competencies required. They might be technical (abilities and knowledge required to do a specific job) and behavioral proficiencies attached to the function.
The profile likewise consists of the terms (pay, benefits, hours of work, mobility, travelling, transfers, training, development and profession chances). The recruitment function provides the basis for individual requirements.
Person Specifications
An individual specification likewise referred to as recruitment, task or workers specification is the essential element on which the selection procedure is based. It is the amount overall of education, training, experience, qualification a person needs to carry out the task designated to him.
When the task requirement have actually been specified, they ought to be categories under appropriate heads. The standard classifications include qualification, technical and behavioural proficiencies.
There are also a variety of standard schemes. 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 give specific headings under which attributes of an ideal candidate can be categorized.
Seven Point Plan
- Physical make up: Health, body, appearance, bearing and speech
- Attainments: Education, certifications, experience
- General intelligence: Fundamental intellectual capacity
- Special abilities: Mechanical, manual dexterity, center 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 family.
Five-fold Grading System
Effect on others: Physical makeup, look, speech and manner
Acquired knowledge or qualification: employment Education, employment training, work experience
Innate capabilities: Natural quickness of comprehension and aptitude for finding out
Motivation: The sort of goals set by the individual, his or her consistency and determination in following them up, and employment success in attaining them
Adjustment: Emotional stability, ability to stand tension and ability to get on with individuals.
Attracting Candidates
Attracting candidates is mostly a matter of determining, assessing and using the most proper sources of applicants. However, where suitable sources of recruitment are not there, then the analysis of aspects adding to the recruitment in an organization need to be examined. Various aspects to be taken under factor to consider are as follows:
Internal Factors
- Company's pay bundle
- Quality of Work Life
- Organizational culture
- Career preparing & development
- 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 aspects
- Supply and need factors
- Employment rate
- Labour market condition
- Political, Legal & Govt. factors
- Information System
Recruitment must be rapid, however a cautious process. An incorrect move can have a dreadful effect on the endeavor. A few measures can be taken 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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