What is Recruitment?
Recruitment is the procedure of bring in and identifying a swimming 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
Personnels are the most essential possessions of a company. The success or failure of an organization is mainly based on the caliber of the individuals working therein. Without favorable and innovative contributions from individuals, organizations can not progress and succeed.
In order to accomplish the objectives or carry out the activities of an organization, for that reason, we need to recruit people with requisite abilities, qualifications and experience. While doing so, we have to keep today along with the future requirements of the company in mind.
Organizations have to recruit individuals with requisite skills, qualifications and experience if they have to survive and flourish in an extremely competitive environment.
Recruitment Definition
According to Edwin B Flippo, "Recruitment is the procedure of looking for potential staff members and promoting them to look for tasks in the company".
DeCenzo and Robbins define it as "Recruitment is the process of discovering potential prospects for actual or expected organizational vacancies. Or from another perspective, it is a linking activity-bringing together those with tasks to fill and those seeking jobs."
According to Plumbley, "Recruitment is a coordinating process and the capacities and inclinations of the candidates have actually to be matched against the demand and rewards fundamental in an offered task or career pattern."
Recruitment Process
The significant actions 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 style is a stage about the design of the task profile and a clear agreement between the line supervisor and the HRM Function.
The Job Design has to do with the arrangement about the profile of the perfect job candidate and the arrangement about the skills and competencies, which are important. The information collected can be used throughout other actions of the recruitment process to speed it up.
Opening Job Position
The Opening of the Job Position is normally the task of the HR Recruiter. Skilled and skilled HR Recruiter should choose about the right mix of recruitment sources to discover the very best candidates for the job 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 really important today as numerous organizations lose a lot of time in this step.
Today, the company can not wait with the pre-selection of the job resumes. Generally, this must be the last step done purely by the HRM Function.
Job Interviews
The task interviews are the main action in the recruitment procedure, which need to be clearly designed and agreed between HRM and line management.
The job interview should discover the job candidate, who satisfies the requirements and fits best the corporate culture and the department.
Job Offer
The job deal is the last action of the recruitment procedure, which is done by the HRM Function, it completes all the other steps and the winner of the task interviews gets the deal from the company to sign up with.
Recruitment Techniques
Recruitment techniques are the methods or media by which management contacts potential staff members or job provide required info or exchange ideas or stimulate them to look for jobs.
Recruitment techniques are:
Internal Methods: They are for hiring internal candidates. These include approaches like:
( a) Promotion & Transfers
( b) Job Posting
( c) Employee Referrals
Direct Methods: These consist of sending out taking a trip recruiters to instructional and job professional institutions and employees' contacts with the general public.
( a) Campus Recruitment
Nature of Recruitment
Recruitment includes the following features:
- Recruitment is the initial step of appointment.
- It is a constant process.
- It is a procedure of recognizing sources of human force, bring in and motivating them to obtain jobs in organizations.
- It is a development workforce or to operate at the last stage.
- It is a positive procedure.
- It fulfills needs, both today, and the future.
Purpose of Recruitment
- Finding out and establishing the source here needed number and type of employees will be available.
- Developing appropriate methods to draw in the preferable prospect.
- Employing the technique to draw in employees.
- Stimulating as many candidates as possible and asking them to make an application for tasks regardless of the number of candidates required in order to increase the choice ratio (i.e., variety of application per one job vacancy) due to lower yield ratio.
Difference Between Recruitment and Selection
- Recruitment indicates searching for job sources of labor and stimulating people to use for tasks, whereas choice implies picking of ideal kind of people for numerous tasks.
- Recruitment is a favorable process whereas selection is a negative process.
- It creates a large swimming pool of candidates whereas selection results in a screening of unsuitable candidates.
- Recruitment is an easy procedure, it involves contracting the various sources of labor whereas selection is a complex and time-consuming procedure. The candidate needs to clear a number of hurdles before they are selected for a task.
Sources of Recruitment
A source from where candidates are identified, attracted and selected can be categorized into 2: Internal Sources and External Sources.
Modes of Recruitment are:
.
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 method consists of recruiting, establishing and promoting the employees from within the company. Internal recruitments are affordable, more reliable as the company is conscious of the candidate's skillset and knowledge and it also encourages the employees and increases their dedication towards the company. Internal sourcing can be carried out in the following methods:
Transfers
A staff member might be shifted from one job to another internally typically of the exact same level. The functions and responsibilities of the staff members might change however not always the income. This helps the staff members to get inspired and try something brand-new, helps them break the monotony of the old task and encourages them to grow by getting more knowledge.
Promotions
As acknowledgment of their performance and experience the staff members are moved from a position to a higher position. There is a modification in their responsibilities and duties accompanied with a change in wage and status. It assists the worker to grow vertically in the organization. It refrains him from leaving the company for greener pastures.
Retired and Retrenched Employees
Retired and retrenched workers may likewise be hired back in case there is high demand and lack of supply in the industry or there is abrupt increase in workload. These employees are currently mindful of the processes, treatments and culture of the company hence they show to be cost effective.
Employee Referrals
In this case each employee of the business serves as an employer. The workers are encouraged to advise the names of their friends or family members working in other companies. For this they are even rewarded monetarily.
The advantage of employee referral is that the possible prospect gets initially hand information about the task and company culture from the already working worker. Since he understands what he is entering he is anticipated to stay longer in the organization. Also since the credibility of those who recommend is at stake, they tend to recommend those who are highly motivated and skilled.
Job Postings
The Company posts the existing and expected vacancy on publication boards, electronic media and similar common websites. This offers an opportunity to the workers to carry out career shift and help them grow within the business.
Deceased and Disabled Employees
In order to make the families of the departed and disabled workers self-sufficient their family members or dependents may be used a job in case of any job.
Advantage of Internal Sourcing
- Internal recruitment is less time consuming and economical.
- It is reliable as the organization understands the worker's understanding and ability.
- There is no requirement of induction and training as the worker is already familiar with the processes, procedures and culture of the organization.
- It increases the inspiration level of the staff members as they eagerly anticipate getting a higher job in the company instead of searching for greener pastures outside.
- It improves the morale of the workers, enhances their relations with the company and decreases employee turnover.
- It establishes the spirit of commitment in the employees, makes sure continuity of work and organizational stability.
Disadvantage of Internal Sourcing
- Internal sourcing prevents new members, creativity and innovative concepts from getting in the organization.
- The scope is limited as not all the jobs can be filled by the minimal pool of talent readily available in the organization.
- The position of the person who is transferred or promoted falls vacant.
- It can develop dissatisfaction among the rest of the workers as there can be bias or partiality in promoting an employee in the organization.
External Sources
New candidates are recruited from outside the company by different methods and techniques. It is more typically used than internal sources. External recruitments are useful in obtaining abilities that are not had by the present workers; it likewise assists to bring onboard staff members from various backgrounds that get a diversity of ideas on the table.
Campus Recruitments
When companies are in search of fresh talents and are focusing on knowledge, communication skill and talent than experience, they approach management colleges, technical institutes etc. The business makes a presentation about its organization in order to attract the trainees.
Whoever finds it matching with their profession strategies obtains the job. These applicants are then made to go through series of selection procedures like analytical and psychological tests, group conversations, interviews etc before the final choice is done.
Management Consultants
Management specialists serve as agents of the company. They carry out the recruitment function on behalf of the customer business by charging them costs or commissions. These consultants are able to customize their services according to the specific requirements of the clients therefore eliminating the line supervisors from their recruitment function.
Advertisements
This media of recruitment is preferred and frequently used as it reaches out a wide variety of people. It can also be targeted at a specific group or a specific geographical area by picking a specific paper, radio channel etc e.g Business journal.
In specific ads business name, task description and salary bundles are mentioned. There are blind advertisements also where no identification of the company is given. These advertisements are released primarily when the company desires to fill an internal vacancy or preparing to displace an existing employee.
Trade Associations
There are associations that develop a database of job hunters and supply it to its members throughout local or nationwide conventions. They also release classified advertisements for companies interested in recruiting their members.
Walk in Interview
Another upcoming method of recruitment is walk-in interviews. There is no time at all and meeting schedule for each person. An advertisement regarding the time and the location of the interview is given up the newspaper. The candidates are needed to carry their CVs and directly appear for the interview. It is a really typical mode of recruitment among BPOs and call centres.
Job Fairs
Job fairs are an efficient way of contacting possible workers and prospects. There are HR hiring supervisors of various companies under one roof. Information and business cards can be exchanged and resumes can be sent by the candidates.
Employers can identify the best applicants, similarly the applicants can apply in many companies together, wherever they feel the offer is finest and fits their interest.
Advantage of External Sourcing
- New and young blood enters the company, which have ingenious ideas, new approaches that can help to stimulate the existing workers.
- It offers a larger pool for choice. Companies can get candidates with requisite qualification.
- It produces a competitive environment as it assists the existing workers to work harder in order to match the standard that the new employees generate.
- It leads to long term advantages to the organization. Talented swimming pools of people bring in addition to them brand-new methods of working and brand-new methods to circumstances that helps the company to stay abreast with the competitive world outside.
Disadvantage of External Sourcing
- It is a time consuming process as it includes bring in the right prospects, screening them, going through a series of tests and interviews and so on. When ideal candidates are not offered this process has to be repeated again and once again.
- This process proves to be extremely expensive for job the organization as the companies have to turn to ads, employing experts etc for attracting the ideal pool of talent.
- It can lower the spirits and demotivate the existing workers as they can feel that their services have not been recognized.
- It is less dependable than internal sourcing. Since the companies employ candidates on the basis of their resumes, tests, interviews and so on they may not end up being as expected. It might end up hiring someone who winds up being a misfit and might not be able to adjust in the brand-new set up.
Alternatives to Recruitment
Recruitment and choice is a pricey and lengthy process. Moreover, it gets onboard long-term employees which are tough to be separated in case they do not carry out as per the requirement or if there is overstaffing due to less work due to market demand changes.
Hence to combat back the temporary stages of high market demand for company's products, business may turn to options to recruitment that are mentioned listed below:
Overtime.
Temporary Employees.
Sub-contracting.
Employee Leasing.
Outsourcing.
Overtime
In order to satisfy the additional need of the firm's products which lead to 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 employee gets additional wages based on the agreement signed in between the staff member and the company. The downside is that the employee might not work to his full potential throughout the day in order to earn overtime.
Temporary Employees
A temporary staff member is designated 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 reasons as the conclusion of a particular task or peak workload.
This helps the company in preventing expenses of recruitment, conserves time involved, and assist prevent the unfavorable effect of labor turnover etc. However momentary staff members might not be extremely faithful to the company, their inexperience might affect the work output and they tend to take time to change.
Sub-contracting
To finish a specific project or fulfill a sudden short-lived increase in the demand of the business's products, the business may resort to subcontracting. It is the practice of assigning part of the commitments, jobs and duties to another celebration under a contract referred to as subcontractor.
Hiring an outside expert company to undertake part of the work leads to shared benefits in such cases as the company want to expand by itself only when the increased demand lasts for a specific duration of time.
Employee Leasing
A staff member leasing company specializes in recruitment, training, personnel management, payroll accounting and risk administration. The leasing company likewise takes care of the work guidance, day-to-day tasks and other routine elements of work.
For instance a nursing services firm works with many nurses and supplies them to hospitals on an agreement basis. It provides an advantage to the organization to alter its workers without real layoffs.
Outsourcing
Under contracting out an organization process is contracted out to a 3rd party, the reason behind outsourcing are numerous. It lowers the requirement to employ and train customized personnel as it is sourced out to somebody concentrating on that area possessing the resources and know-how that results in competitive superiority gradually.
It also assists to reduce capital and operating costs and assists prevent troublesome policies, high taxes, labour union contracts etc.
Role Profiles for Recruitment Purposes
Role profiles, define the total function of the role, its reporting relationships and crucial result areas. They might also consist of the list of proficiencies needed. They might be technical (abilities and knowledge required to do a particular job) and behavioral proficiencies connected to the function.
The profile likewise includes the terms (pay, benefits, hours of work, mobility, taking a trip, transfers, training, development and career opportunities). The recruitment role offers the basis for person spec.
Person Specifications
An individual specification also understood as recruitment, task or workers spec is the necessary aspect on which the choice treatment is based. It is the sum total 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 need to be classifications under ideal heads. The fundamental classifications consist of qualification, technical and behavioural competencies.
There are likewise a variety of standard plans. The most popular include the seven-point plan established by Alec Rodgers in 1952 and the five-point grading system developed by Munro Fraser in 1954. These offer specific headings under which attributes of an ideal candidate can be classified.
Seven Point Plan
- Physical comprise: Health, body, look, bearing and speech
- Attainments: Education, qualifications, 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
Effect on others: Physical make-up, look, speech and way
Acquired understanding or qualification: Education, trade training, work experience
Innate abilities: Natural speed of understanding and aptitude for learning
Motivation: The sort of goals set by the person, his/her consistency and decision in following them up, and success in attaining them
Adjustment: Emotional stability, ability to stand up tension and capability to proceed with people.
Attracting Candidates
Attracting candidates is mostly a matter of identifying, evaluating and using the most proper sources of candidates. However, where appropriate sources of recruitment are not there, then the analysis of factors contributing to the recruitment in an organization need to be evaluated. Various aspects to be taken under consideration are as follows:
Internal Factors
- Company's pay bundle
- 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 & popularity
External Factors
1. Socio-economic elements
- Supply and demand elements
- Employment rate
- Labour market condition
- Political, Legal & Govt. elements
- Information System
Recruitment needs to be rapid, however a careful procedure. A wrong relocation can have a disastrous impact on the undertaking. A couple of steps can be taken 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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