What is Recruitment?
Recruitment is the process of attracting and recognizing a pool of prospects, 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 assets of a company. The success or failure of an organization is mainly based on the caliber of the people working therein. Without favorable and innovative contributions from people, organizations can not advance and prosper.
In order to attain the objectives or perform the activities of a company, therefore, we need to recruit people with requisite skills, credentials and experience. While doing so, we need to keep the present as well as the future requirements of the organization in mind.
Organizations have to recruit individuals with requisite skills, 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 looking for prospective employees and promoting them to obtain tasks in the company".
DeCenzo and Robbins define it as "Recruitment is the process of discovering prospective candidates for real or anticipated organizational vacancies. Or from another point of view, it is a connecting activity-bringing together those with tasks to fill and those seeking jobs."
According to Plumbley, "Recruitment is a matching procedure and the capabilities and dispositions of the prospects have actually to be matched against the need and rewards inherent in a provided 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 vital part of the recruitment process. The task style is a phase about the style of the job profile and a clear arrangement in between the line manager and the HRM Function.
The Job Design has to do with the agreement about the profile of the perfect job candidate and the agreement about the abilities and proficiencies, which are essential. The information collected can be used during other steps of the recruitment procedure to speed it up.
Opening Job Position
The Opening of the Job Position is typically the job of the HR Recruiter. Skilled and skilled HR Recruiter need to choose about the right mix of recruitment sources to discover the very best candidates for the task position. This is another key step in the recruitment process.
Collecting and Presenting Job Resumes
The next action is gathering of job resumes and their pre-selection. This action in the recruitment procedure is really essential today as many organizations lose a lot of time in this action.
Today, the company can not wait with the pre-selection of the task 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 procedure, which need to be plainly developed and concurred between HRM and line management.
The job interview should find the task prospect, who satisfies the requirements and fits best the business culture and the department.
Job Offer
The job deal is the last action of the recruitment process, which is done by the HRM Function, it settles all the other actions and the winner of the job interviews gets the deal from the organization to join.
Recruitment Techniques
Recruitment techniques are the ways or media by which management contacts prospective staff members or offer required details or exchange concepts or promote them to make an application for jobs.
Recruitment strategies are:
Internal Methods: They are for hiring internal prospects. These consist of approaches like:
( a) Promotion & Transfers
( b) Job Posting
( c) Employee Referrals
Direct Methods: These include sending taking a trip employers to instructional and professional institutions and employees' contacts with the general public.
( a) Campus Recruitment
Nature of Recruitment
Recruitment includes the following functions:
- Recruitment is the very first step of consultation.
- It is a continuous process.
- It is a procedure of recognizing sources of human force, drawing in and motivating them to request tasks in companies.
- It is an advancement workforce or to work at the last phase.
- It is a positive procedure.
- It fulfills requirements, both today, and the future.
Purpose of Recruitment
- Discovering and developing the source here required number and sort of employees will be available.
- Developing appropriate strategies to draw in the desirable candidate.
- Employing the strategy to attract staff members.
- Stimulating as lots of prospects as possible and asking them to get tasks irrespective of the variety of candidates required in order to increase the choice ratio (i.e., variety of application per one task vacancy) due to lower yield ratio.
Difference Between Recruitment and Selection
- Recruitment suggests searching for sources of labor and stimulating people to get jobs, whereas choice indicates selecting of right sort of individuals for numerous tasks.
- Recruitment is a positive process whereas selection is a negative procedure.
- It creates a big pool of candidates whereas selection causes a screening of inappropriate candidates.
- Recruitment is an easy procedure, it involves contracting the different sources of labor whereas selection is a complex and lengthy procedure. The prospect needs to clear a variety of hurdles before they are picked for a task.
Sources of Recruitment
A source from where prospects are identified, brought in and selected 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 technique consists of recruiting, establishing and promoting the workers from within the company. Internal recruitments are cost-efficient, more trusted as the company is mindful of the prospect's skillset and knowledge and it also inspires the staff members and increases their dedication towards the organization. Internal sourcing can be carried out in the following methods:
Transfers
A staff member might be shifted from one task to another internally generally of the same level. The functions and responsibilities of the staff members might change but not always the wage. This assists the employees to get encouraged and attempt something new, assists them break the monotony of the old job and motivates them to grow by getting more understanding.
Promotions
As acknowledgment of their efficiency 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 change in wage and status. It assists the worker 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 may likewise be hired back in case there is high demand and shortage of supply in the market or there is abrupt increase in work load. These employees are currently knowledgeable about the procedures, procedures and culture of the company for this reason they prove to be cost effective.
Employee Referrals
In this case each worker of the company functions as a recruiter. The employees are encouraged to recommend the names of their pals or family members operating in other organizations. For this they are even rewarded monetarily.
The advantage of employee referral is that the possible candidate gets first hand details about the job and company culture from the currently working worker. Since he knows what he is getting into he is expected to remain longer in the company. Also since the credibility of those who advise is at stake, they tend to recommend those who are highly motivated and skilled.
Job Postings
The Company posts the current and expected vacancy on bulletin board system, electronic media and similar common websites. This gives a chance to the staff members to carry out career shift and assist them grow within the company.
Deceased and Disabled Employees
In order to make the households of the deceased and handicapped employees self-dependent their loved ones or dependents might be provided a task in case of any vacancy.
Advantage of Internal Sourcing
- Internal recruitment is less time consuming and economical.
- It is trusted as the organization is conscious of the worker's understanding and ability.
- There is no need of induction and training as the worker is already knowledgeable about the procedures, procedures and culture of the organization.
- It increases the inspiration level of the workers as they eagerly anticipate getting a greater job 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 reduces staff member turnover.
- It establishes the spirit of commitment in the workers, ensures continuity of work and organizational stability.
Disadvantage of Internal Sourcing
- Internal sourcing prevents brand-new blood, originality and innovative ideas from going into the organization.
- The scope is restricted as not all the vacancies can be filled by the limited pool of talent readily available in the organization.
- The position of the individual who is transferred or promoted falls uninhabited.
- It can develop discontentment amongst the rest of the employees as there can be bias or partiality in promoting an employee in the organization.
External Sources
New prospects are recruited from outside the company by different ways and techniques. It is more frequently utilized than internal sources. External recruitments are helpful in acquiring skills that are not had by the current employees; it also assists to bring onboard staff members from various backgrounds that get a variety of ideas on the table.
Campus Recruitments
When companies are in search of fresh talents and are concentrating on understanding, communication skill and skill than experience, they approach management colleges, technical institutes etc. The business makes a discussion about its organization in order to draw in the students.
Whoever finds it matching with their profession plans obtains the job. These applicants are then made to go through series of choice processes like analytical and mental tests, group discussions, interviews and so on before the final choice is done.
Management Consultants
Management experts act as agents of the employer. They perform the recruitment function on behalf of the client business by charging them fees or commissions. These specialists are able to tailor their services according to the specific requirements of the customers thus easing the line managers from their recruitment function.
Advertisements
This media of recruitment is popular and commonly used as it reaches out a wide variety of people. It can also be targeted at a specific group or a specific geographic location by selecting a specific paper, radio channel etc e.g Business journal.
In particular ads business name, task description and salary packages are discussed. There are blind ads too where no recognition of the company is provided. These advertisements are published mainly when the company wishes to fill an internal vacancy or planning to displace an existing worker.
Trade Associations
There are associations that develop a database of task applicants and offer it to its members during local or national conventions. They also release classified advertisements for employers thinking about recruiting 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 individual. An advertisement relating to the time and employment the place of the interview is offered in the newspaper. The prospects are required to carry their CVs and directly appear for the interview. It is an extremely common mode of recruitment amongst BPOs and call centres.
Job Fairs
Job fairs are an effective way of getting in touch with possible staff members and prospects. There are HR hiring supervisors of different business under one roofing. Information and business cards can be exchanged and resumes can be sent by the prospects.
Employers can identify the right candidates, similarly the applicants can apply in many organizations together, wherever they feel the deal is best and matches their interest.
Advantage of External Sourcing
- New and young blood enters the company, which have innovative ideas, brand-new techniques that can help to stimulate the existing employees.
- It provides a broader pool for selection. Companies can get prospects with requisite qualification.
- It develops a competitive environment as it assists the existing employees to work harder in order to match the requirement that the brand-new staff members bring in.
- It results in long term advantages to the company. Talented swimming pools of people bring in addition to them new approaches of working and new techniques to scenarios that helps the company to remain informed with the competitive world exterior.
Disadvantage of External Sourcing
- It is a time consuming process as it includes attracting the best prospects, evaluating them, going through a series of tests and interviews and so on. When appropriate candidates are not available this procedure needs to be duplicated again and again.
- This process proves to be very expensive for the as the companies need to resort to ads, hiring consultants etc for bring in the right swimming pool of talent.
- It can decrease the spirits and demotivate the existing employees as they can feel that their services have not been recognized.
- It is less reputable than internal sourcing. Since the companies hire prospects on the basis of their resumes, tests, interviews and so on they might not end up being as expected. It may end up employing somebody who ends up being a misfit and may not be able to adjust in the brand-new established.
Alternatives to Recruitment
Recruitment and selection is a pricey and time-consuming procedure. Moreover, it gets onboard long-term employees which are tough 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 demand fluctuations.
Hence to eliminate back the short-term stages of high market need for firm's items, companies may resort to options to recruitment that are mentioned listed below:
Overtime.
Temporary Employees.
Sub-contracting.
Employee Leasing.
Outsourcing.
Overtime
In order to satisfy the extra demand of the firm's products which result in excess workload, some staff members are asked to work overtime under some conditions. Overtime is the amount of time that somebody works beyond the working hours.
In such a case worker gets extra incomes based on the agreement signed in between the worker and the company. The downside is that the worker may not work to his complete capacity throughout the day in order to make overtime.
Temporary Employees
A temporary worker 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 terminated within several years for reasons as the conclusion of a particular task or peak workload.
This helps the business in avoiding expenses of recruitment, conserves time involved, and assist prevent the unfavorable effect of labor turnover etc. However short-lived workers might not be extremely faithful to the company, their inexperience may affect the work output and they tend to take some time to change.
Sub-contracting
To complete a specific project or meet an unexpected short-term increase in the need of the business's items, the company might resort to subcontracting. It is the practice of appointing part of the responsibilities, tasks and obligations to another party under an agreement known as subcontractor.
Hiring an outside professional firm to undertake part of the work results in mutual benefits in such cases as the business wish to broaden on its own only when the increased demand lasts for a specific amount of time.
Employee Leasing
An employee leasing firm focuses on recruitment, training, personnel management, payroll accounting and threat administration. The leasing firm also looks after the work guidance, everyday duties and other regular aspects of work.
For instance a nursing services firm hires numerous nurses and offers them to hospitals on an agreement basis. It supplies a benefit to the organization to alter its staff members without actual layoffs.
Outsourcing
Under contracting out a service process is contracted out to a third celebration, the factor behind outsourcing are numerous. It minimizes the need to employ and train specialized staff as it is sourced out to someone concentrating on that area having the resources and expertise that results in competitive supremacy with time.
It likewise assists to reduce capital and operating costs and helps avoid challenging guidelines, high taxes, labour union contracts etc.
Role Profiles for Recruitment Purposes
Role profiles, specify the general function of the function, its reporting relationships and key outcome locations. They may also consist of the list of competencies required. They might be technical (abilities and knowledge required to do a specific job) and behavioral competencies attached 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 function offers the basis for individual requirements.
Person Specifications
An individual spec also called recruitment, job or personnel requirements is the essential element on which the choice procedure is based. It is the sum overall of education, training, experience, qualification an individual has to carry out the task designated to him.
When the job requirement have been specified, they must be categories under appropriate heads. The fundamental classifications include certification, technical and behavioural competencies.
There are likewise a number of standard plans. The most popular include the seven-point strategy developed by Alec Rodgers in 1952 and the five-point grading system established by Munro Fraser in 1954. These give certain headings under which attributes of a perfect candidate can be classified.
Seven Point Plan
- Physical comprise: Health, body, look, bearing and speech
- Attainments: Education, credentials, experience
- General intelligence: Fundamental intellectual capability
- Special aptitudes: Mechanical, manual dexterity, center in usage of words or figures
- Interest: Social, intellectual, physically active, constructional
- Disposition: Acceptability, influence over others, steadiness, reliability, selfreliance
- Circumstances: Domestic situations, professions of family.
Five-fold Grading System
Effect on others: Physical make-up, appearance, speech and way
Acquired knowledge or certification: Education, employment training, work experience
Innate abilities: Natural quickness of comprehension and ability for finding out
Motivation: The sort of goals set by the individual, his or her consistency and decision in following them up, and success in achieving them
Adjustment: Emotional stability, ability to stand up tension and capability to get on with people.
Attracting Candidates
Attracting prospects is mainly a matter of recognizing, examining and using the most appropriate sources of applicants. However, where suitable sources of recruitment are not there, then the analysis of aspects contributing to the recruitment in a company requirement to be evaluated. Various elements to be taken under consideration 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 growth rate
- Role of trade union
- Cost of recruitment
- Company's name & popularity
External Factors
1. Socio-economic elements
- Supply and demand aspects
- Employment rate
- Labour market condition
- Political, Legal & Govt. factors
- Information System
Recruitment needs to be quick, however a cautious procedure. An incorrect relocation can have a devastating influence on the endeavor. A couple of steps can be required to lower the negative effect. 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
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