What is Recruitment?
Recruitment is the process of bring in and recognizing 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
Human resources are the most important assets of a company. The success or failure of a company is mainly dependent on the caliber of individuals working therein. Without favorable and innovative contributions from people, companies can not progress and succeed.
In order to achieve the goals or carry out the activities of a company, therefore, we require to hire people with requisite skills, qualifications and experience. While doing so, we need to keep today as well as the future requirements of the company in mind.
Organizations have to recruit individuals with requisite abilities, certifications 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 searching for potential employees and stimulating them to request jobs in the organization".
DeCenzo and Robbins specify it as "Recruitment is the procedure of finding prospective prospects for real or expected organizational vacancies. Or from another point of view, it is a linking activity-bringing together those with jobs to fill and those looking for jobs."
According to Plumbley, "Recruitment is a coordinating process and the capacities and dispositions of the candidates need to be matched against the demand and benefits fundamental in a provided task or career pattern."
Recruitment Process
The significant actions of the recruitment process 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 procedure. The job design is a stage about the design of the job profile and a clear agreement in between the line supervisor and the HRM Function.
The Job Design is about the arrangement about the profile of the ideal task candidate and the agreement about the skills and proficiencies, which are necessary. The details gathered can be used during other actions of the recruitment process to speed it up.
Opening Job Position
The Opening of the Job Position is usually the task of the HR Recruiter. Skilled and skilled HR Recruiter need to choose about the ideal mix of recruitment sources to find the finest prospects for the task position. This is another crucial step in the recruitment procedure.
Collecting and Presenting Job Resumes
The next action is gathering of job resumes and their pre-selection. This action in the recruitment process is really important today as lots of organizations 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 simply by the HRM Function.
Job Interviews
The task interviews are the main step in the recruitment process, which ought to be clearly developed and concurred in between HRM and line management.
The job interview need to find the job candidate, who fulfills 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 finalizes all the other actions and the winner of the job interviews gets the offer from the organization to sign up with.
Recruitment Techniques
Recruitment methods are the methods or media by which management contacts prospective workers or supply necessary details or exchange concepts or stimulate them to obtain tasks.
Recruitment methods are:
Internal Methods: They are for hiring internal candidates. These consist of approaches like:
( a) Promotion & Transfers
( b) Job Posting
( c) Employee Referrals
Direct Methods: These consist of sending taking a trip recruiters to academic and professional institutions and workers' contacts with the general public.
( a) Campus Recruitment
Nature of Recruitment
Recruitment involves the following features:
- Recruitment is the very first action of appointment.
- It is a constant procedure.
- It is a process of identifying sources of human force, attracting and encouraging them to make an application for tasks in companies.
- It is a development workforce or to operate at the last stage.
- It is a positive procedure.
- It satisfies needs, both today, and the future.
Purpose of Recruitment
- Finding out and establishing the source here required number and sort of workers will be readily available.
- Developing appropriate methods to draw in the preferable candidate.
- Employing the strategy to bring in staff members.
- Stimulating as lots of prospects as possible and asking to look for tasks regardless of the variety of candidates needed in order to increase the choice ratio (i.e., number of application per one task vacancy) due to lower yield ratio.
Difference Between Recruitment and Selection
- Recruitment means looking for sources of labor and stimulating people to make an application for tasks, whereas selection implies picking of right sort of people for different jobs.
- Recruitment is a favorable procedure whereas selection is a negative procedure.
- It produces a large pool of candidates whereas choice results in a screening of unsuitable prospects.
- Recruitment is a basic procedure, it includes contracting the various sources of labor whereas selection is a complex and time-consuming procedure. The prospect needs to clear a variety of difficulties before they are chosen for a job.
Sources of Recruitment
A source from where candidates are recognized, attracted and chose can be categorized 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 approach includes recruiting, developing and promoting the workers from within the organization. Internal recruitments are cost-efficient, more dependable as the organization understands the candidate's skillset and knowledge and it also inspires the staff members and increases their dedication towards the organization. Internal sourcing can be performed in the following methods:
Transfers
An employee might be shifted from one job to another internally normally of the very same level. The functions and duties of the workers may alter but not necessarily the income. This helps the employees to get motivated and try something brand-new, helps them break the dullness of the old task and encourages them to grow by getting more knowledge.
Promotions
As recognition of their efficiency and experience the workers are moved from a position to a higher position. There is a modification in their duties and responsibilities accompanied with a change in income and status. It helps the staff member to grow vertically in the organization. It refrains him from leaving the business for greener pastures.
Retired and Retrenched Employees
Retired and retrenched workers might also 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 currently knowledgeable about the processes, treatments and culture of the company for this reason they show to be cost efficient.
Employee Referrals
In this case each worker of the company functions as an employer. The staff members are encouraged to advise the names of their pals or relatives operating in other organizations. For this they are even rewarded monetarily.
The advantage of worker recommendation is that the prospective candidate gets initially hand details about the task and organization culture from the currently working employee. Since he knows what he is entering into he is expected to remain longer in the company. Also since the reliability of those who recommend is at stake, they tend to suggest those who are extremely motivated and proficient.
Job Postings
The Company posts the present and expected job on bulletin board system, electronic media and similar typical portals. This provides an opportunity to the staff members to carry out career shift and help them grow within the company.
Deceased and Disabled Employees
In order to make the households of the deceased and disabled staff members self-sufficient their relatives or dependents may be used a job in case of any vacancy.
Advantage of Internal Sourcing
- Internal recruitment is less time consuming and cost-effective.
- It is trustworthy as the organization understands the employee's understanding and job ability.
- There is no requirement of induction and training as the employee is currently familiar with the processes, procedures and culture of the company.
- It increases the inspiration level of the workers as they look forward to getting a higher job in the company instead of searching for greener pastures outside.
- It enhances the morale of the employees, enhances their relations with the organization and decreases worker turnover.
- It establishes the spirit of loyalty in the employees, ensures connection of work and organizational stability.
Disadvantage of Internal Sourcing
- Internal sourcing prevents new blood, originality and innovative ideas from getting in the organization.
- The scope is limited as not all the jobs can be filled by the restricted pool of skill available in the company.
- The position of the person who is transferred or promoted falls uninhabited.
- It can develop frustration among the remainder of the staff members as there can be predisposition or partiality in promoting an employee in the organization.
External Sources
New prospects are recruited from outside the organization by different ways and methods. It is more frequently utilized than internal sources. External recruitments are handy in getting abilities that are not had by the existing workers; it also assists to bring onboard employees from different 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 skill and skill than experience, they approach management colleges, technical institutes etc. The company makes a presentation about its organization in order to bring in the students.
Whoever discovers it matching with their profession strategies uses for the job. These applicants are then made to go through series of selection procedures like analytical and psychological tests, seminar, interviews and so on before the final choice is done.
Management Consultants
Management specialists act as agents of the company. They perform the recruitment function on behalf of the customer business by charging them charges or commissions. These experts are able to tailor their services according to the specific requirements of the clients thus relieving the line supervisors from their recruitment function.
Advertisements
This media of recruitment is incredibly popular and commonly used as it reaches out a vast array of people. It can also be targeted at a specific group or a specific geographical location by selecting a particular newspaper, job radio channel etc e.g Business journal.
In certain ads business name, task description and wage bundles are pointed out. There are blind advertisements as well where no recognition of the company is provided. These advertisements are released mostly when the company desires to fill an internal job or preparing to displace an existing worker.
Trade Associations
There are associations that produce a database of job seekers and offer it to its members throughout local or job national conventions. They likewise release classified advertisements for companies interested in hiring their members.
Walk in Interview
Another upcoming method of recruitment is walk-in interviews. There is no time and conference schedule for each individual. An ad concerning the time and the area of the interview is given in the paper. The candidates are needed to bring their CVs and straight appear for the interview. It is an extremely common mode of recruitment amongst BPOs and call centres.
Job Fairs
Job fairs are an efficient method of connecting with potential workers and prospects. There are HR hiring supervisors of various business under one roof. Information and organization cards can be exchanged and resumes can be submitted by the prospects.
Employers can spot the ideal candidates, likewise the candidates can apply in lots of companies together, anywhere they feel the offer is finest and matches their interest.
Advantage of External Sourcing
- New and young blood enters the organization, which have ingenious concepts, brand-new methods that can help to stir up the existing staff members.
- It provides a wider swimming pool for selection. Companies can pick up candidates with requisite qualification.
- It develops a competitive environment as it helps the existing employees to work harder in order to match the requirement that the new staff members bring in.
- It causes long term advantages to the company. Talented pools of people bring in addition to them new approaches of working and brand-new techniques to circumstances that helps the company to remain abreast with the competitive world exterior.
Disadvantage of External Sourcing
- It is a time consuming procedure as it includes bring in the ideal candidates, screening them, going through a series of tests and interviews and so on. When appropriate candidates are not offered this procedure has actually to be repeated again and again.
- This procedure shows to be very costly for the organization as the business have to resort to advertisements, hiring consultants etc for bring in the right swimming pool of talent.
- It can reduce the spirits and demotivate the existing employees as they can feel that their services have not been acknowledged.
- It is less trusted than internal sourcing. Since the organizations employ candidates on the basis of their resumes, tests, interviews etc they might not end up being as expected. It might wind up hiring somebody who winds up being a misfit and may not have the ability to adjust in the new set up.
Alternatives to Recruitment
Recruitment and choice is a costly and lengthy process. Moreover, it gets onboard long-term employees which are tough to be separated in case they do not perform as per the requirement or if there is overstaffing due to less work due to market demand fluctuations.
Hence to eliminate back the momentary phases of high market demand for firm's products, business might resort to alternatives to recruitment that are specified below:
Overtime.
Temporary Employees.
Sub-contracting.
Employee Leasing.
Outsourcing.
Overtime
In order to fulfill the extra need of the firm's products which lead to excess work load, some staff members 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 worker gets additional incomes as per the contract signed between the worker and the company. The downside is that the worker might not work to his complete potential throughout the day in order to earn overtime.
Temporary Employees
A short-term staff member is appointed 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 one or more years for reasons as the conclusion of a specific task or peak work.
This assists the in preventing expenses of recruitment, saves time involved, and assist prevent the unfavorable impact of labor turnover etc. However temporary staff members might not be very loyal to the company, their inexperience may impact the work output and they tend to take time to adjust.
Sub-contracting
To complete a specific project or meet an unexpected temporary boost in the demand of the company's items, the company might turn to subcontracting. It is the practice of assigning part of the obligations, jobs and obligations to another celebration under an agreement called subcontractor.
Hiring an outside specialist firm to carry out part of the work causes mutual benefits in such cases as the business wish to expand by itself only when the increased demand lasts for a given time period.
Employee Leasing
A worker leasing firm concentrates on recruitment, training, human resource management, payroll accounting and threat administration. The leasing firm likewise takes care of the work guidance, daily duties and other routine elements of work.
For instance a nursing services firm works with numerous nurses and provides them to healthcare facilities on an agreement basis. It supplies an advantage to the company to alter its employees without actual layoffs.
Outsourcing
Under contracting out a service process is contracted out to a 3rd party, the reason behind outsourcing are lots of. It reduces the requirement to hire and train specific personnel as it is sourced out to someone concentrating on that location possessing the resources and proficiency that causes competitive superiority with time.
It also assists to lower capital and operating costs and assists prevent troublesome policies, high taxes, labour union contracts and so on.
Role Profiles for Recruitment Purposes
Role profiles, specify the total purpose of the function, its reporting relationships and crucial result areas. They may likewise include the list of proficiencies required. They might be technical (abilities and knowledge needed to do a specific task) and behavioral proficiencies attached to the role.
The profile also includes the terms (pay, advantages, hours of work, movement, taking a trip, transfers, training, development and profession chances). The recruitment function provides the basis for individual specification.
Person Specifications
An individual spec likewise called recruitment, job or personnel spec is the important component on which the selection treatment is based. It is the sum overall of education, training, experience, qualification a person has to carry out the task designated to him.
When the task requirement have actually been specified, they ought to be classifications under suitable heads. The fundamental categories include credentials, technical and behavioural competencies.
There are also a number of traditional 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 certain headings under which characteristics of an ideal prospect can be categorized.
Seven Point Plan
- Physical comprise: job Health, body, look, bearing and speech
- Attainments: Education, certifications, experience
- General intelligence: Fundamental intellectual capability
- Special abilities: Mechanical, manual dexterity, center in use of words or figures
- Interest: Social, intellectual, physically active, constructional
- Disposition: Acceptability, influence over others, steadiness, dependability, selfreliance
- Circumstances: Domestic circumstances, professions of household.
Five-fold Grading System
Influence on others: Physical cosmetics, look, speech and manner
Acquired understanding or credentials: Education, professional training, work experience
Innate capabilities: Natural speed of comprehension and ability for discovering
Motivation: The type of goals set by the individual, his or her consistency and determination in following them up, and success in accomplishing them
Adjustment: Emotional stability, ability to stand up tension and capability to proceed with people.
Attracting Candidates
Attracting prospects is mainly a matter of identifying, assessing and using the most suitable sources of candidates. However, where ideal sources of recruitment are not there, then the analysis of elements contributing to the recruitment in an organization requirement to be examined. Various factors to be taken under factor to consider are as follows:
Internal Factors
- Company's pay package
- 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 & fame
External Factors
1. Socio-economic factors
- Supply and need aspects
- Employment rate
- Labour market condition
- Political, Legal & Govt. aspects
- Information System
Recruitment should be fast, however a cautious procedure. A wrong move can have a dreadful effect on the undertaking. A couple of 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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