Recruitment Process can be specified as "it is a method to bring in and discover possible manpower to fill up the uninhabited post in the business". The HR Recruitment Process helps to work with prospects based upon their ability to work and mindset which is necessary for achievement of organizational goals.

The Recruitment Process in personnel management begins with identification of job vacancy in the organization, later on the HR department examines the task requirement, review the job application, screen and shortlist the preferable prospects and the process ends with hiring of right and finest candidate for the task.

What is Recruitment Process in HRM?

The recruitment procedure is the most important function of HRM department. The Personnel Manager utilize different techniques to reach the potential prospect. The recruitment method used to call the prospects differs based upon the source of recruitment.

The Recruitment In-charge often gets the job done analysis to learn the abilities and ability to perform the task. Once the abilities and capabilities needed are clear they begin searching for individuals with such specializeds. The HRM department discusses the prospective candidate about their task profile and the advantages (rewards) they can gain from the organization. The prospects interested in the task are additional screened, spoken with by HR and finally finest healthy prospects are selected for the task. Simply put, a good hiring process involves the following:

1. Identify the Recruitment Needs through Job analysis

2. Recruitment or Manpower Planning

3. Writing or Creating a Right Job Description/li >

4. Advertisement for Open Job Vacancies

5. Screening of Job Applications

6. Initial Short- Listing of the Candidates

7. Conducting Interviews

8. Assessment of the Applicant

9. Reference/ Background Check

10. Issuance of Job Offer Letter

11. Joining & On-boarding

Methods of Recruitment

There are 3 substantial methods of recruitment which are routinely utilized in the business world namely:

1. Direct Recruitment Methods

2. Indirect Recruitment Methods

3. Third Party Recruitment Methods

The major difference in between direct and indirect technique of recruitment is that the organization send an agent to get in touch with the prospective candidate (which implies direct contact) in the case of direct recruitment method while when it comes to indirect recruitment approaches the prospects are notified about job vacancy through different channel of ad.

1. Direct Recruitment Methods:

The campus recruitment is a significant part of recruitment performed using direct technique. The company sends out a representative from HRM department in instructional institutes to engage with prospective candidates. The prospects who are seeking for tasks are described about the job vacancy in the organization and the skills which are needed to carry out the task. The representative communicates with the candidates with the aid of positioning cells of the institutions. An instruction session is carried out before the actual screening and interview procedure.

The Organization (Employer) gets information about the scholastic records of the prospects through the positioning cell. Once the organization is ensured about the presence of exceptional working skills in the prospect the Human Resource Representative is sent to the institution to conduct recruitment process. The organization usage numerous recruitment techniques like carrying out workshops, getting involved in conventions, task reasonable to recruit the candidates using direct technique. Through this method the prospects from the academic background of engineering, management and medical science are primarily hired by the company.

1. Indirect Recruitment Methods:

In the indirect method of recruitment the organization utilize the advertisement channel such as news papers, radio, task sites, radio, television, publications and expert journals to reach the possible prospects. The advertisement offers details about the task requirement, the variety of wage provided, the type of task (full-time or part time) and job location. The candidates who have an interest in the job make an application for employment it and share their resume with the organization.

The Human Resource Management (HRM) Department of an organization utilizes indirect method of recruitment in 3 circumstances:

1. When company doesn't have an appropriate staff member who can be promoted to perform the higher position tasks.

2. When the company is new to the work territory and wish to reach out new skill in the market

3. This approach is often used to fill the job in scientific, technical and expert department.

To fill up the greater position in the company the extensively dispersed advertisement is extremely helpful as it helps the company to reach different appropriate prospects. Many companies also utilize blind advertisement to connect candidates in which the identity of the company is not exposed.

1. 3rd Party Recruitment Methods:

The 3rd party method of recruitment consists of the assisting hands which are outside the organization. The Recruitment Consultant or Employment Agencies, Search & Select Companies, Employee Referral, Voluntary Organization, Data Banks, Trade Unions and Labor Contractors are various channels which help the company to communicate with the potential candidates.

Recruitment Process Steps

Broadly, there are 5 actions of recruitment procedure in HRM which is used by lots of business in corporate world to increase the performance of hiring. The 5 Recruitment Process Steps make sure that recruitment happens without any disruption and within the allotted time duration. It likewise helps to keep compliance and consistency in the recruitment process.

Five Best Recruitment Process Steps:

1. Recruitment Planning

2. Strategy advancement

3. Searching

4. Screening

5. Evaluation and control

Recruitment Planning

It is the initial step of HR Recruitment Process in which the job vacancies in the organization are evaluated and employment relevant job description is prepared. It also includes preparation of job spec and details about credentials and skills needed to perform the job.

This step is extremely important for recruitment process as it helps in drawing in the right and ideal prospects for the task. Based upon the education and experience requirement explained in the recruitment plan a swimming pool of interested candidate can be developed.

Strategy Development

After the job description and task specification is prepared the company decides the variety of recruits needed to work on the profile to close the vacancy as quickly as possible. The recruiter chooses the technique that needs to be embraced for effective recruitment of staff member. The tactical draft consists of the following point:-

1. Sources of Recruitment- Based upon the task position and abilities needed to carry out the job the employer pick the source of recruitment. The internal and external are the two classifications of the recruitment source. This choice is critical as remainder of the recruitment strategy is based upon this action of recruitment.

2. Methods of Recruitment- The HRM department chooses the approach of recruitment whether the firm wants to recruit the candidate using direct or indirect technique. A great deal of business now are using 3rd party recruitment technique and outsourcing some part of recruitment process to the skilled consulting companies.

3. Geographical Area- The location of task is repaired and thus recruitment group has to choose the location from which they can browse prospects who wish to sign up with the task. The location in which large amount of certified candidates lie is chosen to search the ideal staff member for the organization.

4. Make Employees or Buy Employees- The financial investment needed for recruitment is depending on this choice. The organization can select to choose the knowledgeable staff members and pay them suitable salary or can picked less qualified individuals and trained them to carry out better.

Searching

The browsing step is divided into two parts that is:

Source activation

Selling.

The activation occurred when the department which has job verifies it to the HR supervisor about the requirement; also approve the draft of task description along with spec. Under selling the organization selects the channel of communication to reach the potential prospects.

Screening

Once the task applications are received by the HR Recruiter it starts the screening procedure. It is an action in which the application are shortlisted for the additional choice procedure. After short-listing of application based on the job requirements the selection procedure starts. At the early stage the recruiter has to remove the applications which are clearly under qualified and not appropriate for the job.

Evaluation and Control

The validity and efficiency of HR Recruitment Process is examined in this step. The step is vital as company has to check the expense incurred during recruitment and the output in terms of selection of suitable candidates and their signing up with. The cost of recruitment includes the time invested by the management by associating with the recruitment process, the expense of advertisement, selection, consultant fees in case of recruitment outsourcing and likewise the wages of employer. The output is computed in regards to choice and how quickly the staff member as joined the organization likewise the suitability along with efficiency of the freshly joined worker.

Example of Best Recruitment Process & Practices

The traditional HR Recruitment Processes are mostly used by a great deal of business in business world. However, as there is scarcity of skill various business are coming up with ingenious concepts to reach the potential candidate and produce a talent pool for company.

Here are 2 prominent examples of such innovative best recruitment process practices used by McDonald and Amazon

McDonald use Snapchat to hire

People of age 20-25 are really much active on Snapchat. The digital natives more youthful generation is active on this app and the company can get their attention to include them in workforce. Snapchat is now utilized as method to create an employer brand and attract young people towards the job opening. It is now a full blown recruiting strategy used by huge business like McDonald and Grubhub. McDonald used video ads and applications to convey the prospective staff members about the task vacancy in the company.

McDonald has also launched 10-second video ads in which their existing employees are featured and they are speaking about their experience to work with McDonald. The who is interested in the job can swipe up the video and they will be redirected to the profession website of the company. The interested candidate can also try virtually the uniform of McDonald and send a 10 2nd video to the employer about why they will be great staff member of the business.

It is an enjoyable and simple way to draw in candidates and develop a skill pool for the business.

Peer-reviewed hires by Amazon

The existing employees can set appropriate procedure for the future labor force of the business. The peer review is an outstanding method to shortlist the candidate for the choice process. The employees who are dealing with the business recognize with the workplace environment, distinct job requirement and everyday job demands. If a peer turns down a candidate they can be considered as unsuitable after comprehensive review.

Amazon is using this special hiring technique under the program "bar raiser". Here the workers voluntarily take part in the interview committees. They speak with the applicant in individual or by means of phone. The worker then sends the evaluation and teams up with other peers who have spoken with the exact same candidate. The candidate are rejected if the bar raisers do not authorize them. It is a way of crowd-sourcing the staff members of the business.