Recruitment Process can be defined as "it is a way to draw in and discover possible manpower to fill the vacant post in the business". The HR Recruitment Process assists to work with candidates based on their ability to work and attitude which is necessary for achievement of organizational goals.

The Recruitment Process in human resource management starts with identification of task vacancy in the organization, later on the HR department analyzes the task requirement, review the job application, screen and shortlist the desirable candidates and the procedure ends with hiring of right and best candidate for the job.

What is Recruitment Process in HRM?

The recruitment procedure is the most important function of HRM department. The Human Resource Manager utilize different techniques to reach the potential candidate. The recruitment approach utilized to contact the prospects varies based on the source of recruitment.

The Recruitment In-charge frequently does the job analysis to find out the abilities and ability to perform the job. Once the skills and capabilities needed are clear they begin looking for individuals with such specializeds. The HRM department describes the potential candidate about their job profile and the benefits (rewards) they can get from the organization. The candidates thinking about the job are more evaluated, spoken with by HR and finally finest healthy candidates are picked for the job. In other words, a great 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 three significant techniques of recruitment which are frequently used in the corporate world specifically:

1. Direct Recruitment Methods

2. Indirect Recruitment Methods

3. 3rd Party Recruitment Methods

The major difference between direct and indirect method of recruitment is that the company send a representative to get in touch with the prospective candidate (which suggests direct contact) when it comes to direct recruitment method while in the case of indirect recruitment approaches the prospects are notified about task vacancy through different channel of advertisement.

1. Direct Recruitment Methods:

The campus recruitment is a significant part of recruitment brought out using direct approach. The company sends an agent from HRM department in instructional institutes to communicate with potential prospects. The prospects who are seeking for jobs are described about the job vacancy in the company and the abilities which are needed to carry out the task. The representative connects with the prospects with the aid of positioning cells of the institutions. A briefing session is conducted before the actual screening and interview process.

The Organization (Employer) gets information about the academic records of the candidates through the placement cell. Once the organization is guaranteed about the existence of excellent working skills in the prospect the Personnel Representative is sent to the organization to carry out recruitment process. The organization use numerous recruitment techniques like carrying out seminars, getting involved in conventions, job fair to recruit the candidates using direct approach. Through this method the prospects from the scholastic background of engineering, management and medical science are mainly hired by the company.

1. Indirect Recruitment Methods:

In the indirect technique of recruitment the organization utilize the advertisement channel such as news papers, radio, job sites, radio, tv, magazines and expert journals to reach the possible candidates. The advertisement provides information about the task requirement, the variety of salary offered, job the kind of job (full time or part-time) and job place. The candidates who have an interest in the task look for it and share their resume with the organization.

The Human Resource Management (HRM) Department of an organization utilizes indirect technique of recruitment in three scenarios:

1. When organization does not have a suitable staff member who can be promoted to perform the greater position jobs.

2. When the organization is new to the work territory and desire to reach out brand-new talent in the market

3. This approach is often utilized to fill up the job in scientific, technical and professional department.

To fill the higher in the company the widely dispersed advertisement is really useful as it helps the company to reach different suitable candidates. Many companies also use blind ad to connect candidates in which the identity of the company is not exposed.

1. Third Party Recruitment Methods:

The 3rd party approach of recruitment consists of the helping 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 different channels which assist the organization to develop contact with the prospective candidates.

Recruitment Process Steps

Broadly, there are 5 actions of recruitment procedure in HRM which is utilized by many companies in corporate world to increase the efficiency of working with. The 5 Recruitment Process Steps guarantee that recruitment takes location without any interruption and within the designated period. It likewise assists to preserve compliance and consistency in the recruitment procedure.

Five Best Recruitment Process Steps:

1. Recruitment Planning

2. Strategy development

3. Searching

4. Screening

5. Evaluation and control

Recruitment Planning

It is the primary step of HR Recruitment Process in which the job vacancies in the organization are analyzed and relevant task description is prepared. It also consists of preparation of task requirements and details about certification and skills required to perform the task.

This step is extremely crucial for recruitment procedure as it helps in drawing in the right and appropriate candidates for the job. Based upon the education and experience requirement described in the recruitment strategy a pool of interested candidate can be created.

Strategy Development

After the job description and task specification is prepared the organization decides the number of employees required to deal with the profile to close the vacancy as soon as possible. The employer chooses the method that must be embraced for effective recruitment of worker. The tactical draft includes the following point:-

1. Sources of Recruitment- Based upon the task position and abilities needed to carry out the task the employer select the source of recruitment. The internal and external are the two categories of the recruitment source. This choice is crucial as rest of the recruitment technique is based on this action of recruitment.

2. Methods of Recruitment- The HRM department chooses the approach of recruitment whether the company desires to hire the prospect utilizing direct or indirect approach. A lot of companies now are using 3rd party recruitment method and outsourcing some part of recruitment process to the skilled consulting companies.

3. Geographical Area- The location of job is repaired and thus recruitment team needs to choose the area from which they can browse candidates who wish to sign up with the task. The area in which big quantity of certified candidates lie is picked to search the appropriate staff member for the organization.

4. Make Employees or Buy Employees- The investment needed for recruitment is depending on this decision. The company can pick to choose the proficient staff members and pay them suitable salary or can selected less qualified individuals and trained them to carry out much better.

Searching

The searching action is divided into two parts that is:

Source activation

Selling.

The activation occurred when the department which has vacancy validates it to the HR supervisor about the requirement; also approve the draft of task description along with requirements. Under offering the company picks the channel of interaction to reach the prospective prospects.

Screening

Once the task applications are received by the HR Recruiter it begins the screening process. It is a step in which the application are shortlisted for the more choice process. After short-listing of application based on the job specification the choice procedure starts. At the early stage the recruiter needs to eliminate the applications which are plainly under qualified and job not appropriate for the task.

Evaluation and Control

The validity and efficiency of HR Recruitment Process is examined in this step. The action is important as organization needs to inspect the expense sustained throughout recruitment and the output in regards to selection of ideal candidates and their signing up with. The expense of recruitment consists of the time invested by the management by associating with the recruitment procedure, the cost of ad, choice, specialist costs in case of recruitment outsourcing and likewise the salaries of employer. The output is computed in terms of selection and how quickly the worker as joined the company likewise the suitability in addition to efficiency of the freshly signed up with employee.

Example of Best Recruitment Process & Practices

The traditional HR Recruitment Processes are mostly utilized by a great deal of companies in business world. However, as there is scarcity of skill various business are developing innovative ideas to reach the possible candidate and develop a talent swimming pool for business.

Here are 2 prominent examples of such innovative finest recruitment procedure practices used by McDonald and job Amazon

McDonald usage Snapchat to recruit

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 grab their attention to include them in workforce. Snapchat is now used as method to produce a company brand and bring in young people towards the task opening. It is now a full blown recruiting technique used by big companies like McDonald and Grubhub. McDonald utilized video ads and applications to communicate the potential staff members about the task vacancy in the company.

McDonald has actually likewise released 10-second video advertisements in which their current employees are featured and they are talking about their experience to deal with McDonald. The individual who is interested in the task can swipe up the video and they will be rerouted to the career website of the business. The interested prospect can also try virtually the uniform of McDonald and send out a 10 2nd video to the company about why they will be excellent worker of the business.

It is a fun and basic way to bring in candidates and develop a talent pool for the company.

Peer-reviewed hires by Amazon

The existing employees can set correct procedure for the future workforce of the company. The peer review is an outstanding way to shortlist the candidate for the choice process. The workers who are dealing with the business recognize with the workplace environment, distinct task requirement and job daily task needs. If a peer turns down a prospect they can be considered as inappropriate after thorough review.

Amazon is utilizing this special hiring method under the program "bar raiser". Here the workers voluntarily take part in the interview committees. They speak with the candidate personally or via phone. The staff member then sends the examination and collaborates with other peers who have actually interviewed the very same candidate. The candidate are declined if the bar raisers do not authorize them. It is a way of crowd-sourcing the employees of the business.