What is Recruitment?
Recruitment is the procedure of bring in and determining a swimming pool of candidates, from which some will be selected 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 essential properties of an organization. The success or failure of an organization is largely reliant on the caliber of individuals working therein. Without positive and imaginative contributions from people, companies can not advance and succeed.
In order to attain the objectives or carry out the activities of a company, for that reason, we require to hire people with requisite skills, credentials and experience. While doing so, we have to keep today in addition to the future requirements of the organization in mind.
Organizations have to recruit individuals with requisite skills, certifications and experience if they need to make it through and thrive in an extremely competitive environment.
Recruitment Definition
According to Edwin B Flippo, "Recruitment is the process of looking for prospective employees and stimulating them to look for jobs in the company".
DeCenzo and Robbins define it as "Recruitment is the procedure of discovering possible candidates for actual or anticipated organizational jobs. Or from another viewpoint, it is a connecting activity-bringing together those with jobs to fill and those looking for jobs."
According to Plumbley, "Recruitment is a coordinating procedure and the capabilities and dispositions of the candidates have to be matched versus the need and rewards fundamental in a given job 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 style is the most important part of the recruitment procedure. The task design is a phase about the style of the task profile and a clear contract in between the line manager and the HRM Function.
The Job Design is about the agreement about the profile of the perfect job candidate and the agreement about the skills and competencies, which are necessary. The information collected can be used throughout other actions of the recruitment process to speed it up.
Opening Job Position
The Opening of the Job Position is usually the job of the HR Recruiter. Skilled and skilled HR Recruiter should choose about the best mix of recruitment sources to discover the finest prospects for the job position. This is another crucial step in the recruitment procedure.
Collecting and Presenting Job Resumes
The next step is collecting of task resumes and their pre-selection. This action in the recruitment process is really crucial today as lots of companies lose a great deal of time in this step.
Today, the organization can not wait with the pre-selection of the job resumes. Generally, this must be the last action done simply by the HRM Function.
Job Interviews
The task interviews are the main action in the recruitment process, which must be plainly designed and concurred between HRM and line management.
The task interview should discover the task 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 process, 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 company to sign up with.
Recruitment Techniques
Recruitment techniques are the methods or media by which management contacts prospective staff members or offer essential information or exchange ideas or promote them to obtain jobs.
Recruitment techniques 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 include sending out travelling employers to academic and expert organizations and workers' contacts with the general public.
( a) Campus Recruitment
Nature of Recruitment
Recruitment involves the following functions:
- Recruitment is the primary step of visit.
- It is a continuous procedure.
- It is a process of recognizing sources of human force, attracting and motivating them to apply for tasks in companies.
- It is a development manpower or to work at the last stage.
- It is a favorable procedure.
- It fulfills requirements, both the present, and the future.
Purpose of Recruitment
- Finding out and establishing the source here needed number and sort of workers will be available.
- Developing suitable strategies to attract the preferable prospect.
- Employing the strategy to attract employees.
- Stimulating as numerous prospects as possible and inquiring to use for tasks regardless of the number 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 indicates searching for sources of labor and promoting people to look for jobs, whereas selection indicates picking of right kind of people for various tasks.
- Recruitment is a positive procedure whereas selection is an unfavorable process.
- It develops a big swimming pool of applicants whereas selection leads to a screening of inappropriate candidates.
- Recruitment is a basic procedure, it includes contracting the numerous sources of labor whereas choice is a complex and time-consuming process. The candidate has to clear a number of obstacles before they are chosen for a task.
Sources of Recruitment
A source from where prospects are recognized, 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 includes recruiting, developing and promoting the employees from within the organization. Internal recruitments are economical, more trustworthy as the organization understands the prospect's skillset and understanding and it also inspires the employees and increases their dedication towards the organization. Internal sourcing can be carried out in the following ways:
Transfers
An employee might be shifted from one task to another internally typically of the same level. The functions and obligations of the employees may alter but not necessarily the salary. This helps the staff members to get encouraged and attempt something new, assists them break the uniformity of the old job and encourages them to grow by acquiring more understanding.
Promotions
As acknowledgment of their performance and experience the staff members are moved from a position to a higher position. There is a change in their responsibilities and obligations accompanied with a change in salary and status. It assists the staff member to grow vertically in the company. It refrains him from leaving the company for greener pastures.
Retired and Retrenched Employees
Retired and retrenched workers might likewise be recruited back in case there is high need and lack of supply in the market or there is abrupt increase in workload. These employees are already mindful of the procedures, treatments and culture of the company for this reason they show to be cost reliable.
Employee Referrals
In this case each employee of the company acts as an employer. The employees are encouraged to recommend the names of their friends or relatives working in other organizations. For this they are even rewarded monetarily.
The advantage of worker recommendation is that the possible candidate gets first hand info about the job and company culture from the currently working employee. Since he knows what he is getting into he is expected to stay longer in the organization. Also because the trustworthiness of those who recommend is at stake, they tend to recommend those who are highly encouraged and competent.
Job Postings
The Company posts the current and expected job on publication boards, electronic media and similar typical portals. This offers an opportunity to the workers to undertake career shift and assist them grow within the company.
Deceased and Disabled Employees
In order to make the households of the departed and disabled employees self-sufficient their loved ones or dependents may be used a job 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 mindful of the staff member's knowledge and ability set.
- There is no requirement of induction and training as the worker is currently aware of the processes, treatments and culture of the organization.
- It increases the motivation level of the employees as they look forward to getting a higher task in the organization rather of looking for greener pastures outside.
- It boosts the spirits of the employees, employment enhances their relations with the company and minimizes employee turnover.
- It establishes the spirit of commitment in the employees, makes sure continuity of employment and organizational stability.
Disadvantage of Internal Sourcing
- Internal sourcing avoids new members, creativity and ingenious ideas from getting in the organization.
- 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 transferred or promoted falls vacant.
- It can create dissatisfaction among the remainder of the staff members as there can be predisposition or partiality in promoting an employee in the organization.
External Sources
New candidates are recruited from outside the organization by different means and approaches. It is more typically used than internal sources. External recruitments are valuable in obtaining abilities that are not had by the present workers; it likewise helps to bring onboard employees from various backgrounds that get a variety of concepts on the table.
Campus Recruitments
When business are in search of fresh skills and are concentrating on knowledge, communication ability and skill than experience, they approach management colleges, technical institutes etc. The company makes a presentation about its organization in order to draw in the trainees.
Whoever discovers it matching with their profession strategies uses for the task. These candidates are then made to go through series of choice procedures like analytical and employment psychological tests, seminar, interviews etc before the last selection is done.
Management Consultants
Management experts function as agents of the employer. They carry out the recruitment function on behalf of the client company by charging them charges or commissions. These specialists are able to tailor their services according to the specific requirements of the clients therefore eliminating the line supervisors from their recruitment function.
Advertisements
This media of recruitment is preferred and frequently used as it reaches out a large variety of individuals. It can also be targeted at a particular group or a specific geographic area by picking a particular newspaper, radio channel and so on e.g Business journal.
In certain advertisements company name, job description and salary packages are mentioned. There are blind ads as well where no recognition of the company is offered. These advertisements are released primarily when the company wants to fill an internal vacancy or preparing to displace an existing staff member.
Trade Associations
There are associations that develop a database of task hunters and supply it to its members during regional or national conventions. They likewise publish classified ads for companies thinking about hiring their members.
Walk in Interview
Another upcoming method of recruitment is walk-in interviews. There is no time and employment conference schedule for employment each person. An advertisement concerning the time and the location of the interview is provided in the paper. The prospects are needed to bring their CVs and straight stand for the interview. It is a really common mode of recruitment amongst BPOs and call centres.
Job Fairs
Job fairs are an efficient way of connecting with potential workers and prospects. There are HR hiring supervisors of various business under one roofing system. Information and service cards can be exchanged and resumes can be sent by the candidates.
Employers can identify the right applicants, employment similarly the applicants can apply in lots of companies together, any place they feel the deal is best and suits their interest.
Advantage of External Sourcing
- New and young blood gets in the company, which have ingenious ideas, new methods that can help to stimulate the existing workers.
- It offers a broader pool for selection. Companies can select up candidates with requisite qualification.
- It produces a competitive environment as it assists the existing staff members to work harder in order to match the standard that the brand-new workers bring in.
- It results in long term advantages to the organization. Talented swimming pools of people bring together with them brand-new techniques of working and brand-new methods to scenarios that assists the organization to stay abreast with the competitive world exterior.
Disadvantage of External Sourcing
- It is a time consuming procedure as it includes drawing in the ideal prospects, screening them, going through a series of tests and interviews and so on. When appropriate prospects are not offered this procedure has actually to be duplicated again and again.
- This procedure shows to be extremely expensive for the organization as the business have to turn to advertisements, employing consultants etc for attracting the ideal pool of skill.
- It can reduce the morale and demotivate the existing employees as they can feel that their services have not been recognized.
- It is less reliable than internal sourcing. Since the organizations employ prospects on the basis of their resumes, tests, interviews and so on they may not end up being as anticipated. It may wind up hiring somebody who winds up being a misfit and might not have the ability to change in the new established.
Alternatives to Recruitment
Recruitment and choice is an expensive and time-consuming procedure. Moreover, it gets onboard irreversible workers which are hard to be separated in case they do not carry out as per the requirement or if there is overstaffing due to less work due to market demand changes.
Hence to eliminate back the short-lived stages of high market need for firm's items, companies may turn to alternatives to recruitment that are specified below:
Overtime.
Temporary Employees.
Sub-contracting.
Employee Leasing.
Outsourcing.
Overtime
In order to satisfy the additional need of the firm's products which cause excess workload, some employees are asked to work overtime under some terms and conditions. Overtime is the amount of time that someone works beyond the working hours.
In such a case employee gets extra earnings as per the contract signed between the worker and the employer. The disadvantage is that the staff member may not work to his complete potential throughout the day in order to earn overtime.
Temporary Employees
A temporary employee is selected for a duration that does not last for long. It is to fill a short-term position which is arranged to be terminated within one or more years for reasons as the conclusion of a specific project or peak work.
This helps the business in preventing expenses of recruitment, conserves time involved, and assist avoid the negative effect of labor turnover etc. However temporary employees might not be very devoted to the company, their inexperience may impact the work output and they tend to take time to change.
Sub-contracting
To complete a particular job or satisfy an unexpected short-term boost in the need of the company's items, the business might resort to subcontracting. It is the practice of assigning part of the obligations, jobs and responsibilities to another party under a contract referred to as subcontractor.
Hiring an outdoors specialist firm to undertake part of the work leads to mutual advantages in such cases as the business would like to broaden by itself only when the increased demand lasts for a specified amount of time.
Employee Leasing
An employee leasing firm specializes in recruitment, training, personnel management, payroll accounting and risk administration. The leasing company likewise looks after the work guidance, daily tasks and other routine elements of work.
For instance a nursing services firm hires lots of nurses and supplies them to healthcare facilities on a contract basis. It provides an advantage to the organization to alter its staff members without actual layoffs.
Outsourcing
Under contracting out a company process is contracted out to a 3rd party, the factor behind outsourcing are numerous. It minimizes the need to employ and train specialized staff as it is sourced out to someone specializing in that area having the resources and competence that causes competitive supremacy in time.
It likewise helps to lower capital and operating expenses and helps prevent difficult guidelines, high taxes, labour union agreements and so on.
Role Profiles for Recruitment Purposes
Role profiles, specify the overall purpose of the function, its reporting relationships and essential result locations. They might likewise include the list of proficiencies required. They may be technical (abilities and knowledge needed to do a specific task) and behavioral proficiencies connected to the function.
The profile likewise includes the conditions (pay, advantages, hours of work, movement, travelling, transfers, training, advancement and career opportunities). The recruitment function provides the basis for person spec.
Person Specifications
An individual requirements also referred to as recruitment, task or personnel spec is the important aspect on which the selection procedure is based. It is the amount overall of education, training, experience, certification a person has to carry out the task designated to him.
When the job requirement have been defined, they ought to be categories under ideal heads. The basic classifications consist of qualification, technical and behavioural competencies.
There are also a number of traditional plans. The most popular include the seven-point plan established by Alec Rodgers in 1952 and the five-point grading system developed by Munro Fraser in 1954. These offer specific headings under which attributes of an ideal prospect can be categorized.
Seven Point Plan
- Physical make up: Health, body, appearance, bearing and speech
- Attainments: Education, certifications, experience
- General intelligence: Fundamental intellectual capability
- Special aptitudes: Mechanical, manual dexterity, facility in use of words or figures
- Interest: Social, intellectual, physically active, constructional
- Disposition: Acceptability, impact over others, steadiness, dependability, selfreliance
- Circumstances: Domestic situations, occupations of family.
Five-fold Grading System
Influence on others: Physical cosmetics, look, speech and manner
Acquired knowledge or qualification: Education, occupation training, work experience
Innate capabilities: Natural quickness of comprehension and aptitude for finding out
Motivation: The sort of objectives set by the individual, his/her consistency and determination in following them up, and success in accomplishing them
Adjustment: Emotional stability, capability to stand up tension and capability to proceed with individuals.
Attracting Candidates
Attracting candidates is primarily a matter of identifying, examining and using the most suitable sources of candidates. However, where suitable sources of recruitment are not there, then the analysis of factors adding to the recruitment in a company need to be analyzed. Various factors to be taken under consideration 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 development rate
- Role of trade union
- Cost of recruitment
- Company's name & fame
External Factors
1. Socio-economic aspects
- Supply and need
- Employment rate
- Labour market condition
- Political, Legal & Govt. elements
- Information System
Recruitment needs to be quick, but a mindful procedure. An incorrect relocation can have a devastating influence on the undertaking. A few measures can be taken to decrease 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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