What is Recruitment?
Recruitment is the procedure of bring in and recognizing 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 mainly reliant on the quality of individuals working therein. Without positive and innovative contributions from individuals, companies can not progress and succeed.
In order to achieve the goals or carry out the activities of an organization, for that reason, we require to recruit individuals with requisite abilities, qualifications and experience. While doing so, we have to keep the present as well as the future requirements of the organization in mind.
Organizations need to hire individuals with requisite skills, qualifications and experience if they need to make it through and flourish in an extremely competitive environment.
Recruitment Definition
According to Edwin B Flippo, "Recruitment is the process of searching for potential staff members and stimulating them to obtain tasks in the organization".
DeCenzo and Robbins specify it as "Recruitment is the procedure of discovering prospective candidates for actual or expected organizational jobs. Or from another perspective, it is a connecting activity-bringing together those with jobs to fill and those seeking tasks."
According to Plumbley, "Recruitment is a coordinating process and the capabilities and inclinations of the candidates need to be matched against the demand and benefits inherent in a given job or profession pattern."
Recruitment Process
The major steps of the recruitment process are specified as:
Job Design
Opening Job Position
Collecting and Presenting Job Resumes
Job Interviews
Job Offer
Job Design
Job design is the most important part of the recruitment process. The job design is a phase about the style of the task profile and a clear arrangement in between the line manager and the HRM Function.
The Job Design is about the contract about the profile of the perfect task candidate and the agreement about the skills and proficiencies, which are necessary. The details collected can be used during other actions of the recruitment process to speed it up.
Opening Job Position
The Opening of the Job Position is normally the job of the HR Recruiter. Skilled and experienced HR Recruiter must decide about the right mix of recruitment sources to discover the very best prospects for the task position. This is another essential action in the recruitment process.
Collecting and Presenting Job Resumes
The next step is gathering of job resumes and their pre-selection. This action in the recruitment process is really essential today as many organizations lose a great deal of time in this action.
Today, the organization can not wait with the pre-selection of the job resumes. Generally, this should be the last step done purely by the HRM Function.
Job Interviews
The task interviews are the main action in the recruitment process, which ought to be clearly designed and concurred in between HRM and line management.
The job interview ought to discover the task candidate, who meets the requirements and fits finest the business culture and the department.
Job Offer
The task offer is the last action of the recruitment process, which is done by the HRM Function, it finalizes all the other steps and the winner of the job interviews gets the deal from the company to join.
Recruitment Techniques
Recruitment methods are the methods or media by which management contacts potential employees or offer necessary information or employment exchange ideas or stimulate them to make an application for jobs.
Recruitment strategies are:
Internal Methods: They are for hiring internal candidates. These consist of techniques like:
( a) Promotion & Transfers
( b) Job Posting
( c) Employee Referrals
Direct Methods: These include sending taking a trip employers to educational and expert organizations and employees' contacts with the public.
( a) Campus Recruitment
Nature of Recruitment
Recruitment includes the following features:
- Recruitment is the primary step of consultation.
- It is a constant procedure.
- It is a procedure of recognizing sources of human force, bring in and encouraging them to make an application for jobs in organizations.
- It is a development manpower or to work at the last stage.
- It is a positive process.
- It satisfies requirements, both today, and the future.
Purpose of Recruitment
- Discovering and establishing the source here required number and sort of workers will be available.
- Developing suitable methods to bring in the preferable candidate.
- Employing the method to draw in staff members.
- Stimulating as numerous candidates as possible and asking to get tasks regardless of the variety of candidates needed 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 indicates browsing for sources of labor and promoting people to request tasks, whereas selection implies picking of best sort of people for numerous tasks.
- Recruitment is a favorable procedure whereas choice is an unfavorable process.
- It produces a big swimming pool of candidates whereas choice causes a screening of inappropriate candidates.
- Recruitment is a simple process, it involves contracting the different sources of labor whereas selection is a complex and lengthy process. The prospect has to clear a number of hurdles before they are picked for a job.
Sources of Recruitment
A source from where prospects are recognized, attracted 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, developing and promoting the workers from within the company. Internal recruitments are economical, more reputable as the company understands the candidate's skillset and knowledge and it also motivates the employees and increases their dedication towards the organization. Internal sourcing can be performed in the following methods:
Transfers
A worker might be shifted from one task to another internally usually of the very same level. The functions and duties of the staff members might change however not necessarily the salary. This helps the workers to get encouraged and try something new, helps them break the monotony of the old task and motivates them to grow by getting more knowledge.
Promotions
As recognition of their performance and experience the employees are moved from a position to a greater position. There is a change in their duties and obligations accompanied with a modification in salary and status. It helps 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 need and lack of supply in the industry or there is abrupt boost in workload. These employees are currently familiar with the procedures, treatments and culture of the organization hence they show to be cost efficient.
Employee Referrals
In this case each worker of the company functions as a recruiter. The employees are motivated to suggest the names of their pals or loved ones operating in other companies. For this they are even rewarded monetarily.
The benefit of worker referral is that the potential candidate gets first hand info about the job and company culture from the already working employee. Since he understands what he is entering into he is anticipated to stay longer in the organization. Also given that the trustworthiness of those who suggest is at stake, they tend to suggest those who are highly inspired and employment skilled.
Job Postings
The Company posts the existing and expected vacancy on bulletin board system, electronic media and comparable typical portals. This gives a chance to the employees to carry out career shift and assist them grow within the business.
Deceased and Disabled Employees
In order to make the families of the deceased and disabled staff members self-sufficient their loved ones or dependents may be provided a job in case of any vacancy.
Advantage of Internal Sourcing
- Internal recruitment is less time consuming and cost-effective.
- It is dependable as the organization knows the employee's knowledge and ability.
- There is no requirement of induction and training as the employee is already conscious of the processes, treatments and culture of the organization.
- It increases the motivation level of the staff members as they look forward to getting a greater job in the company instead of searching for greener pastures outside.
- It boosts the morale of the employees, enhances their relations with the organization and reduces employee turnover.
- It establishes the spirit of loyalty in the employees, makes sure connection of work and organizational stability.
Disadvantage of Internal Sourcing
- Internal sourcing prevents new members, creativity and innovative ideas from going into the organization.
- The scope is limited as not all the jobs can be filled by the minimal pool of skill readily available in the organization.
- The position of the individual who is transferred or promoted falls vacant.
- It can produce frustration among the rest of the employees as there can be predisposition or partiality in promoting an employee in the organization.
External Sources
New candidates are recruited from outside the company by various methods and approaches. It is more commonly utilized than internal sources. External recruitments are useful in getting skills that are not had by the current staff members; it also assists to bring onboard workers from various backgrounds that get a variety of ideas on the table.
Campus Recruitments
When companies are in search of fresh talents and are focusing on understanding, communication 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 career strategies obtains the job. These applicants are then made to go through series of selection procedures like analytical and mental tests, group conversations, interviews etc before the final choice is done.
Management Consultants
Management experts serve as representatives of the company. They carry out the recruitment function on behalf of the customer company by charging them fees or commissions. These consultants are able to customize their services according to the specific requirements of the customers therefore relieving the line managers from their recruitment function.
Advertisements
This media of recruitment is preferred and commonly utilized as it reaches out a large range of people. It can also be targeted at a specific group or a particular geographical location by choosing a particular newspaper, radio channel and so on e.g Business journal.
In particular ads business name, job description and wage packages are discussed. There are blind advertisements too where no identification of the company is provided. These advertisements are published mostly when the organization wants to fill an internal vacancy or planning to displace an existing employee.
Trade Associations
There are associations that create a database of job hunters and provide it to its members during local or national conventions. They also release classified ads for employers thinking about hiring their members.
Walk in Interview
Another upcoming technique of recruitment is walk-in interviews. There is no time and conference schedule for each individual. An advertisement regarding the time and the place of the interview is provided in the paper. The candidates are required to bring their CVs and directly appear for the interview. It is an extremely typical mode of recruitment among BPOs and call centres.
Job Fairs
Job fairs are an effective method of getting in touch with potential workers and candidates. There are HR hiring supervisors of different companies under one roofing. Information and company cards can be exchanged and resumes can be sent by the prospects.
Employers can spot the right applicants, similarly the candidates can apply in many organizations together, anywhere they feel the offer is finest and fits their interest.
Advantage of External Sourcing
- New and young blood enters the organization, which have ingenious ideas, brand-new techniques that can help to stir up the existing workers.
- It offers a wider swimming pool for selection. Companies can get prospects with requisite qualification.
- It produces a competitive environment as it helps the existing workers to work harder in order to match the standard that the new staff members bring in.
- It causes long term benefits to the organization. Talented swimming pools of people bring in addition to them brand-new techniques of working and new methods to situations that helps the organization to remain informed with the competitive world exterior.
Disadvantage of External Sourcing
- It is a time consuming process as it includes drawing in the ideal prospects, screening them, going through a series of tests and interviews etc. When ideal candidates are not offered this procedure has actually to be repeated once again and once again.
- This procedure proves to be really pricey for the organization as the business have to turn to advertisements, working with specialists and so on for bring in the ideal pool of talent.
- It can decrease the morale and demotivate the existing staff members as they can feel that their services have actually not been acknowledged.
- It is less reputable than internal sourcing. Since the companies hire candidates on the basis of their resumes, tests, interviews etc they might not turn out to be as anticipated. It might end up employing somebody who winds up being a misfit and may not be able to change in the new set up.
Alternatives to Recruitment
Recruitment and selection is an expensive and lengthy process. Moreover, it gets onboard permanent staff members 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 demand fluctuations.
Hence to eliminate back the short-term stages of high market demand 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 fulfill the additional demand of the company's products which cause excess work load, some employees are asked to work overtime under some conditions. Overtime is the amount of time that someone works beyond the working hours.
In such a case staff member gets extra wages based on the agreement signed in between the employee and the employer. The downside is that the staff member may not work to his full capacity during the day in order to make .
Temporary Employees
A short-term staff member is selected for a period that does not last for long. It is to fill a short-term position which is scheduled to be ended within one or more years for factors as the conclusion of a specific task or peak work.
This helps the company in preventing expenditures of recruitment, saves time involved, and help avoid the unfavorable impact of labor turnover etc. However temporary workers may not be really faithful to the company, their lack of experience might impact the work output and they tend to take time to change.
Sub-contracting
To finish a particular job or employment fulfill an unexpected momentary boost in the need of the business's items, the company might turn to subcontracting. It is the practice of appointing part of the responsibilities, tasks and obligations to another party under an agreement called subcontractor.
Hiring an outdoors expert company to carry out part of the work results in shared advantages in such cases as the business would like to expand by itself just when the increased demand lasts for a specified duration of time.
Employee Leasing
A worker leasing company focuses on recruitment, training, human resource management, payroll accounting and threat administration. The leasing company also takes care of the work supervision, daily duties and other routine elements of work.
For instance a nursing services firm works with lots of nurses and provides them to healthcare facilities on an agreement basis. It offers an advantage to the company to alter its staff members without real layoffs.
Outsourcing
Under contracting out an organization procedure is contracted out to a third party, the reason behind outsourcing are lots of. It decreases the requirement to hire and employment train specific personnel as it is sourced out to someone focusing on that location possessing the resources and knowledge that causes competitive supremacy in time.
It likewise helps to minimize capital and operating expenditures and helps prevent burdensome guidelines, high taxes, labour union agreements etc.
Role Profiles for Recruitment Purposes
Role profiles, specify the total function of the role, its reporting relationships and key result areas. They may also include the list of proficiencies required. They might be technical (abilities and understanding needed to do a particular job) and behavioral competencies connected to the function.
The profile also consists of the conditions (pay, advantages, hours of work, mobility, taking a trip, transfers, training, development and profession opportunities). The recruitment role supplies the basis for person spec.
Person Specifications
An individual spec likewise known as recruitment, task or personnel specification is the vital aspect on which the choice procedure is based. It is the amount overall of education, training, experience, certification an individual has to perform the task appointed to him.
When the task requirement have been specified, they need to be categories under suitable heads. The fundamental classifications consist of qualification, technical and behavioural proficiencies.
There are likewise a number of traditional schemes. The most popular consist of the seven-point plan developed by Alec Rodgers in 1952 and the five-point grading system established by Munro Fraser in 1954. These offer specific headings under which characteristics of an ideal prospect can be categorized.
Seven Point Plan
- Physical comprise: Health, body, look, bearing and speech
- Attainments: Education, certifications, experience
- General intelligence: Fundamental intellectual capability
- Special abilities: Mechanical, manual mastery, 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, employment speech and way
Acquired understanding or certification: Education, employment training, work experience
Innate capabilities: Natural speed of comprehension and aptitude for discovering
Motivation: The kind of objectives set by the individual, his/her consistency and decision in following them up, and success in achieving them
Adjustment: Emotional stability, ability to stand tension and ability to get on with individuals.
Attracting Candidates
Attracting candidates is primarily a matter of identifying, evaluating and utilizing the most proper sources of candidates. However, where suitable sources of recruitment are not there, then the analysis of aspects contributing to the recruitment in a company need to be analyzed. Various aspects to be taken under consideration are as follows:
Internal Factors
- Company's pay package
- Quality of Work Life
- Organizational culture
- Career preparing & growth
- 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 aspects
- Supply and demand elements
- Employment rate
- Labour market condition
- Political, Legal & Govt. elements
- Information System
Recruitment needs to be speedy, however a careful process. An incorrect move can have a devastating impact on the endeavor. A few procedures can be taken to reduce 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
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