What is Recruitment?

Recruitment is the procedure of attracting and determining a swimming pool of candidates, from which some will be selected 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

Personnels are the most important assets of an organization. The success or failure of an organization is largely depending on the quality of individuals working therein. Without favorable and creative contributions from people, organizations can not advance and flourish.

In order to attain the goals or carry out the activities of an organization, therefore, we require to recruit individuals with requisite skills, certifications 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 hire people with requisite abilities, certifications and experience if they need to make it through and thrive in a highly competitive environment.

Recruitment Definition

According to Edwin B Flippo, “Recruitment is the process of looking for prospective workers and promoting them to apply for jobs in the company”.

DeCenzo and Robbins define it as “Recruitment is the procedure of discovering potential candidates for real or expected organizational vacancies. Or from another viewpoint, it is a linking activity-bringing together those with tasks to fill and those looking for tasks.”

According to Plumbley, “Recruitment is a coordinating process and the capacities and inclinations of the candidates have actually to be matched against the need and benefits fundamental in a provided job or profession pattern.”

Recruitment Process

The major steps of the recruitment procedure are specified as:

Job Design
Opening Job Position
Collecting and Presenting Job Resumes
Job Interviews
Job Offer
Job Design

Job design is the most vital part of the recruitment process. The task design is a stage about the design of the job profile and a clear contract between the line supervisor and the HRM Function.

The Job Design has to do with the agreement about the profile of the perfect task prospect and the arrangement about the skills and competencies, which are essential. The info 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 usually the task of the HR Recruiter. Skilled and knowledgeable HR Recruiter need to choose about the best mix of recruitment sources to find the finest prospects for the task position. This is another crucial action in the recruitment process.

Collecting and Presenting Job Resumes

The next step is collecting of job resumes and their pre-selection. This step in the recruitment procedure is extremely essential today as numerous companies lose a lot of time in this action.

Today, referall.us the company can not wait with the pre-selection of the job resumes. Generally, this must be the last step done simply by the HRM Function.

Job Interviews

The task interviews are the primary step in the recruitment process, which should be clearly created and agreed in between HRM and line management.

The job interview ought to discover the task candidate, who meets the requirements and fits best the business culture and the department.

Job Offer

The task offer is the last action 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 ways or media by which management contacts potential employees or offer required information or exchange concepts or stimulate them to look for jobs.

Recruitment methods are:

Internal Methods: They are for recruiting internal candidates. These consist of approaches like:

( a) Promotion & Transfers
( b) Job Posting
( c) Employee Referrals

Direct Methods: These include sending travelling recruiters to instructional and professional institutions and workers’ contacts with the public.

( a) Campus Recruitment
Nature of Recruitment

Recruitment includes the following functions:

– Recruitment is the first action of consultation.

– It is a continuous procedure.

– It is a procedure of identifying sources of human force, attracting and inspiring them to get tasks in organizations.

– It is an advancement manpower or to operate at the last phase.

– It is a positive process.

– It satisfies needs, both today, and the future.

Purpose of Recruitment

– Finding out and developing the source here required number and kind of employees will be readily available.

– Developing suitable methods to draw in the desirable prospect.

– Employing the method to attract workers.

– Stimulating as many candidates as possible and inquiring to request jobs irrespective of the number of candidates required in order to increase the selection ratio (i.e., variety of application per one job vacancy) due to lower yield ratio.

Difference Between Recruitment and Selection

– Recruitment implies looking for sources of labor and promoting individuals to make an application for tasks, whereas choice means selecting of best kind of people for different jobs.

– Recruitment is a favorable process whereas selection is a negative process.

– It develops a large swimming pool of candidates whereas selection causes a screening of inappropriate prospects.

– Recruitment is an easy procedure, it involves contracting the numerous sources of labor whereas selection is a complex and time-consuming process. The candidate has to clear a number of obstacles before they are picked for a job.

Sources of Recruitment

A source from where prospects are identified, drew in and chose can be classified into 2: adremcareers.com 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, developing and promoting the workers from within the company. Internal recruitments are economical, more trusted as the company knows the prospect’s skillset and understanding and it likewise inspires the staff members and increases their dedication towards the organization. Internal sourcing can be done in the following ways:

Transfers

An employee might be shifted from one task to another internally typically of the same level. The functions and responsibilities of the employees may change but not necessarily the wage. This helps the staff members to get encouraged and try something new, helps them break the uniformity of the old job and encourages them to grow by gaining more knowledge.

Promotions

As acknowledgment of their effectiveness and experience the workers are moved from a position to a higher position. There is a modification in their responsibilities and obligations accompanied with a modification in salary and status. It helps the worker to grow vertically in the company. It refrains him from leaving the business for greener pastures.

Retired and Retrenched Employees

Retired and retrenched staff members might also be recruited back in case there is high need and shortage of supply in the market or there is sudden increase in workload. These employees are currently familiar with the procedures, treatments and culture of the organization for this reason they prove to be cost effective.

Employee Referrals

In this case each worker of the company acts as a recruiter. The staff members are encouraged to advise the names of their pals or family members working in other companies. For this they are even rewarded monetarily.

The benefit of worker recommendation is that the possible prospect gets first hand details about the job and organization culture from the already working employee. Since he understands what he is entering into he is expected to stay longer in the company. Also because the trustworthiness of those who advise is at stake, they tend to suggest those who are highly encouraged and skilled.

Job Postings

The Company posts the present and expected job on bulletin board system, electronic media and comparable common websites. This provides an opportunity to the employees to undertake career shift and assist them grow within the business.

Deceased and Disabled Employees

In order to make the households of the deceased and handicapped staff members self-dependent their loved ones or dependents may be provided a task in case of any vacancy.

Advantage of Internal Sourcing

– Internal recruitment is less time consuming and cost-effective.

– It is dependable as the organization is mindful of the worker’s understanding and skill set.

– There is no requirement of induction and training as the staff member is already familiar with the procedures, treatments and culture of the organization.

– It increases the inspiration level of the employees as they eagerly anticipate getting a greater task in the company rather of searching for greener pastures outside.

– It improves the morale of the employees, improves their relations with the company and lowers employee turnover.

– It establishes the spirit of loyalty in the employees, guarantees continuity of employment and organizational stability.

Disadvantage of Internal Sourcing

– Internal sourcing avoids new members, creativity and innovative concepts from entering the company.

– The scope is limited as not all the vacancies can be filled by the limited swimming pool of talent available in the organization.

– The position of the individual who is moved or promoted falls vacant.

– It can develop discontentment amongst the rest of the workers as there can be predisposition or partiality in promoting a staff member in the company.

External Sources

New candidates are hired from outside the organization by various methods and approaches. It is more typically used than internal sources. External recruitments are practical in acquiring abilities that are not possessed by the existing employees; it likewise assists to bring onboard employees from different backgrounds that get a variety of ideas on the table.

Campus Recruitments

When business are in search of fresh talents and are focusing on understanding, communication ability and skill than experience, they approach management colleges, technical institutes etc. The company makes a presentation about its company in order to bring in the students.

Whoever discovers it matching with their profession plans looks for the task. These applicants are then made to go through series of choice processes like analytical and mental tests, seminar, interviews etc before the final selection is done.

Management Consultants

Management specialists function as agents of the company. They perform the recruitment function on behalf of the client business by charging them charges or commissions. These experts are able to tailor their services according to the particular needs of the customers hence relieving the line managers from their recruitment function.

Advertisements

This media of recruitment is popular and typically used as it reaches out a large variety of individuals. It can likewise be targeted at a specific group or a particular geographical area by picking a particular paper, radio channel etc e.g Business journal.

In specific ads company name, task description and wage packages are mentioned. There are blind ads too where no identification of the company is provided. These advertisements are released mainly when the company wants to fill an internal vacancy or preparing to displace an existing worker.

Trade Associations

There are associations that create a database of task candidates and provide it to its members throughout regional or national conventions. They also release classified ads for companies thinking about recruiting 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 person. An ad concerning the time and the area of the interview is given up the newspaper. The prospects are required to bring their CVs and straight stand for the interview. It is a really typical mode of recruitment among BPOs and call centres.

Job Fairs

Job fairs are an effective method of connecting with potential workers and prospects. There are HR hiring managers of different companies under one roofing. Information and service cards can be exchanged and resumes can be sent by the candidates.

Employers can spot the ideal applicants, somalibidders.com similarly the candidates can apply in many companies together, anywhere they feel the deal is best and matches their interest.

Advantage of External Sourcing

– New and young blood gets in the organization, which have ingenious ideas, brand-new techniques that can help to stimulate the existing workers.

– It uses a wider pool for selection. Companies can get candidates with requisite certification.

– It produces a competitive environment as it helps the existing employees to work harder in order to match the requirement that the new employees bring in.

– It causes long term benefits to the company. Talented pools of people bring along with them brand-new techniques of working and brand-new methods to scenarios that assists the company to stay abreast with the competitive world exterior.

Disadvantage of External Sourcing

– It is a time consuming process as it includes attracting the right candidates, screening them, going through a series of tests and interviews etc. When ideal prospects are not readily available this procedure has to be repeated again and once again.

– This process proves to be very expensive for the company as the companies need to resort to advertisements, working with consultants etc for attracting the best pool of talent.

– It can lower the morale and demotivate the existing employees as they can feel that their services have actually not been recognized.

– It is less trusted 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 someone who winds up being a misfit and may not be able to adjust in the brand-new established.

Alternatives to Recruitment

Recruitment and selection is a costly and lengthy process. Moreover, it gets onboard irreversible employees which are difficult to be separated in case they do not carry out according to the requirement or if there is overstaffing due to less work due to market need fluctuations.

Hence to combat back the short-lived stages of high market need for company’s products, business might resort to alternatives to recruitment that are stated listed below:

Overtime.
Temporary Employees.
Sub-contracting.
Employee Leasing.
Outsourcing.
Overtime

In order to satisfy the extra need of the firm’s products which result in excess workload, 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 salaries according to the agreement signed between the employee and the employer. The disadvantage is that the staff member might not work to his full capacity throughout the day in order to earn overtime.

Temporary Employees

A momentary employee is designated for a period that does not last for long. It is to fill a short-term position which is arranged to be terminated within several years for factors as the conclusion of a particular project or peak workload.

This helps the business in preventing expenses of recruitment, saves time involved, and assist avoid the unfavorable impact of labor turnover etc. However short-term employees may not be really loyal to the company, their inexperience might impact the work output and they tend to take time to change.

Sub-contracting

To finish a specific task or meet an unexpected temporary increase in the need of the business’s items, the business might turn to subcontracting. It is the practice of appointing part of the commitments, jobs and responsibilities to another celebration under an agreement known as subcontractor.

Hiring an outside expert company to undertake part of the work leads to mutual benefits in such cases as the company would like to expand on its own only when the increased demand lasts for a specific amount of time.

Employee Leasing

An employee leasing firm specializes in recruitment, training, personnel management, payroll accounting and risk administration. The leasing firm likewise looks after the work guidance, everyday duties and other regular elements of work.

For instance a nursing services firm employs many nurses and provides them to health centers on an agreement basis. It offers a benefit to the company to alter its workers without real layoffs.

Outsourcing

Under outsourcing a service process is contracted out to a third party, the reason behind outsourcing are numerous. It reduces the need to work with and train specialized personnel as it is sourced out to somebody concentrating on that location having the resources and proficiency that causes competitive superiority with time.

It also assists to decrease capital and operating expenditures and helps prevent challenging regulations, high taxes, labour union agreements and so on.

Role Profiles for Recruitment Purposes

Role profiles, specify the overall function of the role, its reporting relationships and key outcome areas. They might likewise include the list of competencies required. They may be technical (abilities and understanding needed to do a particular task) and behavioral competencies connected to the role.

The profile also includes the terms (pay, benefits, hours of work, movement, taking a trip, transfers, training, advancement and career chances). The recruitment role supplies the basis for individual requirements.

Person Specifications

A person requirements also referred to as recruitment, task or personnel requirements is the vital aspect on which the selection treatment is based. It is the amount overall of education, training, experience, qualification an individual needs to carry out the job assigned to him.

When the task requirement have actually been specified, they should be classifications under ideal heads. The basic classifications consist of credentials, technical and behavioural competencies.

There are also a number of standard schemes. The most popular consist of the seven-point strategy developed by Alec Rodgers in 1952 and the five-point grading system developed by Munro Fraser in 1954. These provide specific headings under which attributes of a perfect candidate can be categorized.

Seven Point Plan

– Physical comprise: Health, physique, appearance, bearing and speech

– Attainments: Education, qualifications, experience

– General intelligence: Fundamental intellectual capacity

– Special aptitudes: Mechanical, manual dexterity, center in usage of words or figures

– Interest: Social, intellectual, physically active, constructional

– Disposition: Acceptability, influence over others, steadiness, dependability, selfreliance

– Circumstances: Domestic scenarios, professions of household.

Five-fold Grading System

Influence on others: Physical makeup, look, speech and way

or qualification: Education, employment training, work experience

Innate abilities: Natural speed of comprehension and ability for discovering

Motivation: The type of objectives set by the person, his or her consistency and determination in following them up, and success in accomplishing them

Adjustment: Emotional stability, ability to stand up stress and capability to get on with people.

Attracting Candidates

Attracting prospects is mostly a matter of identifying, examining and using the most suitable sources of applicants. However, where appropriate sources of recruitment are not there, then the analysis of factors adding 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 plan
– 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 & fame

External Factors

1. Socio-economic factors
2. Supply and need factors
3. Employment rate
4. Labour market condition
5. Political, Legal & Govt. factors
6. Information System

Recruitment should be quick, but a careful procedure. A wrong relocation can have a dreadful influence on the endeavor. A few procedures can be taken to lower the negative impact. They are:

Brand Image Creation
Stating clear Definition of Employee Requirements
Applications Receiving Sources
Screening of Applications
Selection Process
Maintain a Prospect Pool
Recruitment Policy
Internal and External Sources
Human Resources Tutorial

( Click on Topic to Read)

Human Resource Management

Human Resource Planning

Employee Induction

Kinds of Training

Importance of Training

Training Process

Personnel Accounting

Methods of Personnel Accounting

HR Audit

How to Create Training Program
What is Motivation?

Performance Appraisal

Performance Appraisal Process

Performance Appraisal Problems

Management by Objectives

360 Degree Performance Appraisal

What is Compensation?

Employee Discipline

What is Employee Grievance?

What is Collective Bargaining?

What is HRIS?

Competency Based Training
Human Resource Planning

Human Resource Planning Process

Personnel Demand Forecasting

What is Human Resource Development?

Methods of Performance Appraisal
What is Job Analysis?

What is Job Design?

Recruitment Meaning

Effective Recruiting

Selection Process

What is Employee Induction?
International Personnel Management

Cross Cultural Theories

Dimensions of Culture

HRM Practices
International Selection Process

Expatriate Training

International Compensation
Human Resource Development

Challenges of Personnel Development

Methods of Human Resource Development

Steps for Designing HRD Intervention

Employee Orientation

Employee Socialization

Realistic Job Review

360 Degree Assessment
Employee Assistance Program

What is Coaching?

What is Mentoring?

Leadership Development

Management Development

Organisational Development

What is Planned Change

Kinds Of OD Interventions
What is Performance Management?

Performance Management System

Performance Planning

Competency Mapping

What is Performance Appraisal?

Employee Performance Monitoring
Performance Counselling

Performance Management and Reward

Ethics in Performance Management

Role of HR Professionals in Performance Management

What is Group?

Group Dynamics

Organisational Culture

Group Decision Making

Group Conflict

Diversity in the Workplace

Management Topics

What is Management?

Who Is a Supervisor?

Marketing CIs Management an Art or Science

Classical Management Approach

Planning in Management

Decision Making in Management

Organising in Management

What is Organisation Structure?

What is Departmentation?

What is Span of Control?

What is Authority?

What is Staffing?

What is Personnel Planning?

What is Job Analysis?

What is Recruitment?

Modern and Others Schools of Management Thought

What is Selection?

What is Coordination?

What is Controlling?

What is Leadership?

What is Organisational Change?

Motivation in Management

Motivation Theories

Maslow’s Hierarchy of Needs

Herzberg Two Factor Theory

Mcclelland’s Needs Theory of Motivation

Go On, Share & Help your Friend

Did we miss something in BCOM/BBA Study Material or You want something More? Begin! Tell us what you think about our post on What is Recruitment in the remarks section and Share this post with your good friends.