What is Recruitment?
Recruitment is the procedure of attracting and identifying a pool of candidates, from which some will be chosen 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
Human resources are the most important possessions of an organization. The success or failure of an organization is largely dependent on the caliber of the individuals working therein. Without favorable and innovative contributions from individuals, organizations can not progress and flourish.
In order to accomplish the goals or perform the activities of a company, therefore, we need to recruit individuals with requisite skills, qualifications and experience. While doing so, we have to keep today as well as the future requirements of the company in mind.
Organizations have to hire individuals with requisite abilities, certifications and experience if they have to make it through and grow in a highly competitive environment.
Recruitment Definition
According to Edwin B Flippo, "Recruitment is the procedure of looking for prospective employees and stimulating them to get tasks in the organization".
DeCenzo and Robbins specify it as "Recruitment is the procedure of discovering prospective prospects for real or anticipated organizational jobs. Or from another perspective, it is a linking activity-bringing together those with jobs to fill and those looking for tasks."
According to Plumbley, "Recruitment is a coordinating process and the capabilities and dispositions of the prospects need to be matched versus the need and benefits fundamental in a provided task or profession pattern."
Recruitment Process
The major steps of the recruitment procedure are mentioned as:
Job Design
Opening Job Position
Collecting and Presenting Job Resumes
Job Interviews
Job Offer
Job Design
Job style is the most important part of the recruitment process. The job design is a stage about the design of the job profile and a clear agreement in between the line supervisor and the HRM Function.
The Job Design is about the agreement about the profile of the perfect task candidate and the contract about the skills and competencies, which are essential. The details collected can be utilized throughout other actions of the recruitment process to speed it up.
Opening Job Position
The Opening of the Job Position is generally the task of the HR Recruiter. Skilled and experienced HR Recruiter should choose about the ideal mix of recruitment sources to find the best candidates for the job position. This is another key step in the recruitment procedure.
Collecting and Presenting Job Resumes
The next step is collecting of task resumes and their pre-selection. This step in the recruitment process is very crucial today as many organizations lose a great deal of time in this step.
Today, the company can not wait with the pre-selection of the task resumes. Generally, this must be the last action done simply by the HRM Function.
Job Interviews
The task interviews are the main step in the recruitment procedure, which need to be plainly developed and agreed between HRM and line management.
The task interview must find the task prospect, who meets the requirements and fits best the corporate culture and the department.
Job Offer
The job deal is the last step of the recruitment process, which is done by the HRM Function, it finalizes all the other actions and the winner of the task interviews gets the deal from the organization to sign up with.
Recruitment Techniques
Recruitment methods are the means or media by which management contacts prospective workers or provide necessary info or exchange ideas or stimulate them to get jobs.
Recruitment methods are:
Internal Methods: They are for hiring internal prospects. These consist of methods like:
( a) Promotion & Transfers
( b) Job Posting
( c) Employee Referrals
Direct Methods: These include sending taking a trip recruiters to instructional and expert institutions and staff members' contacts with the public.
( a) Campus Recruitment
Nature of Recruitment
Recruitment involves the following features:
- Recruitment is the initial step of appointment.
- It is a constant procedure.
- It is a procedure of identifying sources of human force, bring in and inspiring them to obtain tasks in organizations.
- 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
- Finding out and establishing the source here needed number and sort of workers will be readily available.
- Developing ideal techniques to attract the desirable prospect.
- Employing the method to draw in employees.
- Stimulating as numerous prospects as possible and inquiring to request jobs irrespective of the variety 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 suggests searching for sources of labor and promoting people to make an application for tasks, whereas selection indicates selecting of best sort of individuals for various tasks.
- Recruitment is a positive procedure whereas selection is a negative process.
- It develops a large pool of candidates whereas choice leads to a screening of unsuitable candidates.
- Recruitment is a simple procedure, it includes contracting the various sources of labor whereas selection is a complex and lengthy process. The prospect needs to clear a variety of obstacles before they are chosen for a job.
Sources of Recruitment
A source from where candidates are identified, brought in and picked 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 method consists of recruiting, establishing and promoting the staff members from within the company. Internal recruitments are cost-effective, more trusted as the organization is mindful of the prospect's skillset and understanding and it also inspires the staff members and increases their commitment towards the company. Internal sourcing can be carried out in the following ways:
Transfers
An employee might be shifted from one job to another internally usually of the same level. The functions and responsibilities of the workers might change but not always the income. This assists the staff members to get inspired and try something new, helps them break the monotony of the old task and encourages them to grow by gaining more understanding.
Promotions
As acknowledgment of their effectiveness and experience the workers are moved from a position to a higher position. There is a change in their duties and responsibilities accompanied with a change 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 employees might likewise be hired back in case there is high demand and scarcity of supply in the market or there is unexpected increase in work load. These workers are currently knowledgeable about the processes, procedures and culture of the company hence they show to be cost efficient.
Employee Referrals
In this case each worker of the company serves as an employer. The workers are encouraged to recommend the names of their buddies or family members operating in other companies. For this they are even rewarded monetarily.
The advantage of staff member recommendation is that the prospective candidate gets first hand information about the task and company culture from the currently working staff member. Since he understands what he is entering he is expected to remain longer in the organization. Also because the reliability of those who advise is at stake, they tend to suggest those who are highly motivated and competent.
Job Postings
The Company posts the existing and expected vacancy on bulletin board system, electronic media and similar typical portals. This offers an opportunity to the workers to carry out profession shift and assist them grow within the company.
Deceased and Disabled Employees
In order to make the families of the deceased and disabled staff members self-sufficient their family members or dependents may be provided a job in case of any vacancy.
Advantage of Internal Sourcing
- Internal recruitment is less time consuming and economical.
- It is reliable as the company knows the staff member's knowledge and capability.
- There is no need of induction and training as the staff member is already familiar with the procedures, procedures and culture of the organization.
- It increases the motivation level of the staff members as they look forward to getting a higher task in the organization instead of trying to find greener pastures outside.
- It improves the spirits of the workers, improves their relations with the company and decreases employee turnover.
- It establishes the spirit of loyalty in the staff members, ensures connection of employment and organizational stability.
Disadvantage of Internal Sourcing
- Internal sourcing avoids new blood, creativity and ingenious ideas from getting in the organization.
- The scope is limited as not all the jobs can be filled by the limited pool of skill offered in the company.
- The position of the person who is moved or promoted falls uninhabited.
- It can develop discontentment among the remainder of the employees as there can be bias or partiality in promoting a worker in the company.
External Sources
New prospects are hired from outside the organization by various means and methods. It is more frequently used than internal sources. External recruitments are helpful in obtaining skills that are not had by the existing employees; it also helps to bring onboard staff members from different backgrounds that get a variety of ideas on the table.
Campus Recruitments
When companies remain in search of fresh skills and are concentrating on knowledge, interaction ability and skill than experience, they approach management colleges, technical institutes etc. The company makes a presentation about its company in order to draw in the trainees.
Whoever discovers it matching with their profession plans gets the job. These applicants are then made to go through series of selection processes like analytical and psychological tests, group conversations, interviews and so on before the final choice is done.
Management Consultants
act as agents of the employer. They carry out the recruitment function on behalf of the customer business by charging them fees or commissions. These experts are able to tailor their services according to the particular needs of the clients therefore alleviating the line supervisors from their recruitment function.
Advertisements
This media of recruitment is really popular and frequently used as it reaches out a wide variety of individuals. It can also be targeted at a particular group or a particular geographical area by selecting a particular newspaper, radio channel and so on e.g Business journal.
In particular advertisements business name, task description and income packages are pointed out. There are blind advertisements too where no identification of the company is offered. These ads are released mostly when the organization desires to fill an internal job or preparing to displace an existing worker.
Trade Associations
There are associations that produce a database of job candidates and offer it to its members throughout local or nationwide conventions. They likewise publish classified advertisements for companies thinking about recruiting their members.
Walk in Interview
Another upcoming approach of recruitment is walk-in interviews. There is no time at all and meeting schedule for each individual. An ad relating to the time and the location of the interview is given in the paper. The prospects are required to carry their CVs and directly appear for the interview. It is a very common mode of recruitment amongst BPOs and call centres.
Job Fairs
Job fairs are an efficient way of getting in touch with prospective staff members and candidates. There are HR hiring supervisors of various business under one roofing system. Information and service cards can be exchanged and resumes can be submitted by the candidates.
Employers can identify the best applicants, likewise the applicants can apply in many companies together, any place they feel the offer is best and suits their interest.
Advantage of External Sourcing
- New and young blood gets in the company, which have ingenious concepts, new techniques that can help to stir up the existing workers.
- It provides a broader swimming pool for selection. Companies can pick up candidates with requisite credentials.
- It develops a competitive environment as it helps the existing staff members to work harder in order to match the standard that the brand-new workers bring in.
- It leads to long term benefits to the company. Talented swimming pools of individuals bring together with them new techniques of working and brand-new methods to scenarios that helps the company to remain abreast with the competitive world exterior.
Disadvantage of External Sourcing
- It is a time consuming process as it includes attracting the ideal prospects, evaluating them, going through a series of tests and interviews etc. When suitable prospects are not readily available this procedure has to be duplicated again and again.
- This procedure proves to be extremely expensive for the company as the business need to resort to ads, working with consultants and so on for drawing in the best swimming pool of skill.
- It can reduce the morale and demotivate the existing employees as they can feel that their services have not been acknowledged.
- It is less dependable than internal sourcing. Since the companies work with candidates on the basis of their resumes, tests, interviews and so on they may not turn out to be as expected. It might wind up working with someone who ends up being a misfit and may not be able to change in the new established.
Alternatives to Recruitment
Recruitment and choice is an expensive and lengthy process. Moreover, it gets onboard irreversible workers which are hard 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 fluctuations.
Hence to eliminate back the momentary phases of high market need for company's products, business might turn to alternatives to recruitment that are mentioned listed below:
Overtime.
Temporary Employees.
Sub-contracting.
Employee Leasing.
Outsourcing.
Overtime
In order to meet the additional demand of the firm's items which cause excess workload, some staff members are asked to work overtime under some terms. Overtime is the amount of time that someone works beyond the working hours.
In such a case employee gets additional earnings as per the agreement signed in between the worker and the employer. The disadvantage is that the employee may not work to his full capacity throughout the day in order to make overtime.
Temporary Employees
A temporary staff member is appointed for a duration that does not last for long. It is to fill a short term position which is set up to be ended within one or more years for factors as the completion of a specific job or peak workload.
This assists the company in preventing expenditures of recruitment, saves time involved, and assist avoid the negative impact of labor turnover etc. However short-term staff members might not be extremely devoted to the company, their inexperience may impact the work output and they tend to require time to change.
Sub-contracting
To complete a particular project or satisfy an abrupt momentary boost in the demand of the business's products, the company might turn to subcontracting. It is the practice of designating part of the responsibilities, jobs and responsibilities to another celebration under a contract called subcontractor.
Hiring an outdoors specialist company to undertake part of the work causes mutual advantages in such cases as the business would like to expand by itself just when the increased need lasts for a specified time period.
Employee Leasing
An employee leasing company concentrates on recruitment, training, human resource management, payroll accounting and danger administration. The leasing company likewise takes care of the work guidance, everyday tasks and other routine aspects of work.
For example a nursing services firm hires lots of nurses and offers them to healthcare facilities on an agreement basis. It supplies an advantage to the organization to alter its employees without real layoffs.
Outsourcing
Under outsourcing a business procedure is contracted out to a third party, the factor behind outsourcing are many. It lowers the requirement to hire and train specialized staff as it is sourced out to someone focusing on that location having the resources and competence that results in competitive supremacy in time.
It also helps to decrease capital and operating costs and helps prevent troublesome guidelines, high taxes, labour union contracts etc.
Role Profiles for Recruitment Purposes
Role profiles, define the general function of the function, its reporting relationships and crucial outcome locations. They may also include the list of proficiencies required. They might be technical (abilities and understanding required to do a specific task) and behavioral proficiencies connected to the role.
The profile likewise includes the conditions (pay, benefits, hours of work, movement, taking a trip, transfers, training, advancement and career opportunities). The recruitment function supplies the basis for person specification.
Person Specifications
An individual requirements also called recruitment, job or personnel specification is the vital aspect on which the choice procedure is based. It is the amount overall of education, training, experience, qualification a person has to carry out the job designated to him.
When the task requirement have actually been defined, they should be classifications under ideal heads. The basic categories consist of credentials, technical and behavioural proficiencies.
There are likewise a number of standard schemes. The most popular consist of the seven-point strategy established by Alec Rodgers in 1952 and the five-point grading system established by Munro Fraser in 1954. These provide particular headings under which qualities of a perfect candidate can be classified.
Seven Point Plan
- Physical comprise: Health, body, appearance, bearing and speech
- Attainments: Education, certifications, experience
- General intelligence: Fundamental intellectual capability
- Special abilities: Mechanical, manual mastery, facility in usage 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 manner
Acquired knowledge or credentials: Education, professional training, work experience
Innate capabilities: Natural speed of comprehension and ability for learning
Motivation: The kind of objectives set by the person, his/her consistency and decision in following them up, and success in attaining them
Adjustment: Emotional stability, capability to stand up tension and ability to proceed with individuals.
Attracting Candidates
Attracting candidates is mostly a matter of recognizing, evaluating and using the most appropriate sources of applicants. However, where appropriate sources of recruitment are not there, then the analysis of elements adding to the recruitment in a company requirement to be analyzed. Various factors to be taken under consideration are as follows:
Internal Factors
- Company's pay plan
- Quality of Work Life
- Organizational culture
- Career preparing & 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 aspects
- Supply and demand elements
- Employment rate
- Labour market condition
- Political, Legal & Govt. factors
- Information System
Recruitment should be speedy, but a mindful process. An incorrect relocation can have a disastrous influence on the endeavor. A couple of procedures can be required to minimize 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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