What is Recruitment?
Recruitment is the procedure of bring in and recognizing a pool of candidates, from which some will be picked 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
Human resources are the most essential possessions of a company. The success or failure of an organization is largely depending on the caliber of individuals working therein. Without positive and imaginative contributions from individuals, organizations can not progress and succeed.
In order to attain the goals or carry out the activities of an organization, for that reason, we need to hire people with requisite skills, certifications and experience. While doing so, we need to keep today as well as the future requirements of the organization in mind.
Organizations need to hire individuals with requisite abilities, credentials and experience if they have to survive and grow in an extremely competitive environment.
Recruitment Definition
According to Edwin B Flippo, "Recruitment is the process of looking for prospective staff members and promoting them to request jobs in the company".
DeCenzo and Robbins define it as "Recruitment is the process of discovering possible candidates for actual or awaited 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 dispositions of the prospects have to be matched against the demand and benefits intrinsic in a given task or career pattern."
Recruitment Process
The major actions of the recruitment process are mentioned as:
Job Design
Opening Job Position
Collecting and Presenting Job Resumes
Job Interviews
Job Offer
Job Design
Job style is the most fundamental part of the recruitment process. The task design is a stage about the style of the task profile and a clear agreement in between the line supervisor and the HRM Function.
The Job Design is about the arrangement about the profile of the ideal task prospect and employment the contract about the abilities and competencies, which are essential. The information collected can be utilized during other actions of the recruitment procedure to speed it up.
Opening Job Position
The Opening of the Job Position is typically the task of the HR Recruiter. Skilled and skilled HR Recruiter need to decide about the best mix of recruitment sources to discover the finest prospects for the job position. This is another essential step in the recruitment process.
Collecting and employment Presenting Job Resumes
The next action is gathering of job resumes and their pre-selection. This action in the recruitment procedure is extremely crucial today as numerous companies 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 must be the last step done simply by the HRM Function.
Job Interviews
The task interviews are the main step in the recruitment process, which must be clearly designed and concurred in between HRM and line management.
The job interview must find the job candidate, who fulfills the requirements and fits best the business culture and the department.
Job Offer
The task deal is the last step of the recruitment process, which is done by the HRM Function, it settles all the other actions and the winner of the task interviews gets the offer from the company to join.
Recruitment Techniques
Recruitment techniques are the ways or employment media by which management contacts potential employees or provide necessary info or exchange ideas or promote them to request jobs.
Recruitment techniques are:
Internal Methods: They are for hiring internal prospects. These include methods like:
( a) Promotion & Transfers
( b) Job Posting
( c) Employee Referrals
Direct Methods: These include sending taking a trip recruiters to academic and expert organizations and staff members' contacts with the public.
( a) Campus Recruitment
Nature of Recruitment
Recruitment involves the following features:
- Recruitment is the initial step of visit.
- It is a constant procedure.
- It is a procedure of determining sources of human force, bring in and motivating them to obtain jobs in organizations.
- It is an advancement workforce or to operate at the last stage.
- It is a favorable procedure.
- It fulfills requirements, both the present, and the future.
Purpose of Recruitment
- Discovering and establishing the source here needed number and kind of workers will be available.
- Developing suitable techniques to draw in the preferable prospect.
- Employing the technique to draw in employees.
- Stimulating as many candidates as possible and asking to request jobs regardless of the variety of candidates needed in order to increase the choice ratio (i.e., number of application per one job vacancy) due to lower yield ratio.
Difference Between Recruitment and Selection
- Recruitment implies looking for sources of labor and stimulating individuals to request jobs, whereas choice implies picking of ideal kind of individuals for different jobs.
- Recruitment is a positive process whereas choice is a negative process.
- It produces a big pool of candidates whereas choice leads to a screening of unsuitable prospects.
- Recruitment is an easy procedure, it includes contracting the numerous sources of labor whereas selection is a complex and lengthy procedure. The candidate has to clear a number of difficulties before they are chosen for a task.
Sources of Recruitment
A source from where candidates are recognized, attracted and picked 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 approach consists of recruiting, establishing and promoting the workers from within the company. Internal recruitments are cost-efficient, more trusted as the organization is mindful of the candidate's skillset and understanding and it also inspires the staff members and increases their dedication towards the company. Internal sourcing can be carried out in the following methods:
Transfers
A worker may be moved from one task to another internally normally of the very same level. The roles and obligations of the employees might alter however not necessarily the salary. This assists the employees to get motivated and attempt something new, helps them break the dullness of the old job and motivates them to grow by acquiring more knowledge.
Promotions
As acknowledgment of their efficiency and experience the workers are moved from a position to a higher position. There is a change in their tasks and duties accompanied with a change in wage and status. It helps the employee 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 also be recruited back in case there is high need and scarcity of supply in the market or there is abrupt increase in workload. These workers are currently familiar with the procedures, treatments and culture of the company hence they show to be cost efficient.
In this case each employee of the company serves as a recruiter. The workers are encouraged to recommend the names of their good friends or family members operating in other organizations. For this they are even rewarded monetarily.
The benefit of staff member referral is that the possible candidate gets first hand information about the job and organization culture from the currently working worker. Since he understands what he is entering into he is anticipated to stay longer in the company. Also since the trustworthiness of those who recommend is at stake, they tend to recommend those who are highly inspired and qualified.
Job Postings
The Company posts the current and anticipated job on bulletin board system, electronic media and comparable common portals. This offers an opportunity to the staff members to undertake profession shift and assist them grow within the business.
Deceased and Disabled Employees
In order to make the households of the deceased and disabled staff members self-dependent their family members or dependents might be offered a task in case of any job.
Advantage of Internal Sourcing
- Internal recruitment is less time consuming and cost-effective.
- It is reliable as the organization understands the worker's understanding and skill set.
- There is no need of induction and training as the employee is currently familiar with the processes, treatments and culture of the organization.
- It increases the inspiration level of the staff members as they eagerly anticipate getting a higher job in the organization instead of looking for greener pastures outside.
- It increases the morale of the workers, improves their relations with the organization and lowers worker turnover.
- It develops the spirit of loyalty in the employees, guarantees connection of work and organizational stability.
Disadvantage of Internal Sourcing
- Internal sourcing prevents brand-new blood, originality and ingenious concepts from going into the company.
- The scope is limited as not all the jobs can be filled by the minimal swimming pool of talent available in the organization.
- The position of the individual who is moved or promoted falls vacant.
- It can create discontentment among the remainder of the workers as there can be bias or partiality in promoting a worker in the organization.
External Sources
New candidates are recruited from outside the organization by various ways and techniques. It is more typically utilized than internal sources. External recruitments are practical in acquiring abilities that are not possessed by the existing employees; it also assists to bring onboard staff members from different backgrounds that get a variety of concepts on the table.
Campus Recruitments
When business are in search of fresh talents and are focusing on understanding, communication skill and skill 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 discovers it matching with their looks for the job. These candidates are then made to go through series of selection procedures like analytical and mental tests, group discussions, interviews etc before the last selection is done.
Management Consultants
Management experts act as representatives of the company. They perform the recruitment function on behalf of the customer business by charging them costs or commissions. These experts have the ability to customize their services according to the particular needs of the clients therefore eliminating the line supervisors from their recruitment function.
Advertisements
This media of recruitment is popular and frequently used as it reaches out a large range of people. It can likewise be targeted at a particular group or a specific geographic location by choosing a specific paper, radio channel etc e.g Business journal.
In particular ads company name, job description and salary packages are mentioned. There are blind ads also where no recognition of the firm is provided. These ads are released mainly when the company wants to fill an internal job or preparing to displace an existing staff member.
Trade Associations
There are associations that create a database of task applicants and provide it to its members throughout local or nationwide conventions. They also publish classified ads for employers interested in recruiting their members.
Walk in Interview
Another upcoming method of recruitment is walk-in interviews. There is no time at all and conference schedule for each individual. An ad regarding the time and the area of the interview is provided in the newspaper. The prospects are needed to bring their CVs and straight stand for the interview. It is an extremely typical mode of recruitment amongst BPOs and call centres.
Job Fairs
Job fairs are a reliable way of getting in touch with possible staff members and prospects. There are HR hiring managers of numerous companies under one roofing. Information and business cards can be exchanged and resumes can be submitted by the prospects.
Employers can identify the best candidates, likewise the candidates can use in numerous companies together, wherever they feel the offer is best and suits their interest.
Advantage of External Sourcing
- New and young blood enters the organization, which have innovative ideas, new methods that can help to stimulate the existing workers.
- It uses a broader swimming pool for choice. Companies can pick up candidates with requisite qualification.
- It develops a competitive environment as it assists the existing workers to work harder in order to match the requirement that the brand-new workers bring in.
- It leads to long term advantages to the organization. Talented pools of individuals bring together with them brand-new methods of working and new techniques to situations that helps the company to remain informed with the competitive world outside.
Disadvantage of External Sourcing
- It is a time consuming procedure as it includes drawing in the best prospects, evaluating them, going through a series of tests and interviews etc. When ideal prospects are not offered this process needs to be repeated once again and once again.
- This process proves to be very costly for the organization as the business need to resort to ads, employing specialists etc for attracting the ideal swimming pool of talent.
- It can decrease the morale and demotivate the existing workers as they can feel that their services have actually not been recognized.
- It is less dependable than internal sourcing. Since the organizations employ prospects on the basis of their resumes, tests, interviews and employment so on they may not turn out to be as expected. It might wind up working with somebody who ends up being a misfit and may not have the ability to change in the brand-new set up.
Alternatives to Recruitment
Recruitment and selection is an expensive and lengthy procedure. Moreover, it gets onboard permanent employees which are tough 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 variations.
Hence to combat back the short-lived stages of high market need for company's products, companies might turn to options to recruitment that are stated below:
Overtime.
Temporary Employees.
Sub-contracting.
Employee Leasing.
Outsourcing.
Overtime
In order to meet the additional need of the firm's products which result in excess work load, some staff members are asked to work overtime under some terms. Overtime is the quantity of time that someone works beyond the working hours.
In such a case employee gets additional incomes as per the agreement signed between the employee and the employer. The downside is that the employee might not work to his complete potential throughout the day in order to make overtime.
Temporary Employees
A short-term staff member is appointed for a duration that does not last for long. It is to fill a brief term position which is set up to be terminated within one or more years for factors as the conclusion of a particular job or peak work.
This assists the company in avoiding expenses of recruitment, conserves time involved, and assist prevent the negative effect of labor turnover etc. However short-term staff members may not be very loyal to the company, their lack of experience may affect the work output and they tend to require time to change.
Sub-contracting
To complete a specific project or fulfill an abrupt temporary increase in the need of the business's items, the business may resort to subcontracting. It is the practice of designating part of the obligations, employment jobs and obligations to another party under an agreement called subcontractor.
Hiring an outdoors expert agency to undertake part of the work results in mutual benefits in such cases as the business want to expand on its own just when the increased need lasts for a specified amount of time.
Employee Leasing
A worker leasing company specializes in recruitment, training, human resource management, payroll accounting and threat administration. The leasing company likewise takes care of the work supervision, day-to-day tasks and other routine aspects of work.
For instance a nursing services firm hires lots of nurses and provides them to hospitals on an agreement basis. It supplies an advantage to the company to alter its staff members without actual layoffs.
Outsourcing
Under outsourcing an organization procedure is contracted out to a 3rd celebration, the factor behind outsourcing are many. It minimizes the need to employ and train specific personnel as it is sourced out to somebody concentrating on that area possessing the resources and know-how that causes competitive supremacy over time.
It likewise helps to lower capital and business expenses and assists avoid troublesome regulations, high taxes, labour union agreements etc.
Role Profiles for Recruitment Purposes
Role profiles, specify the general function of the function, its reporting relationships and essential result locations. They may likewise consist of the list of competencies needed. They may be technical (skills and understanding needed to do a particular job) and behavioral proficiencies connected to the function.
The profile likewise includes the terms (pay, benefits, hours of work, movement, travelling, transfers, training, development and career chances). The recruitment function offers the basis for person specification.
Person Specifications
A person specification likewise referred to as recruitment, task or workers requirements is the important element on which the selection procedure is based. It is the sum overall of education, training, experience, qualification a person needs to perform the job designated to him.
When the job requirement have been defined, they need to be classifications under ideal heads. The standard classifications consist of qualification, technical and employment behavioural competencies.
There are likewise a variety of conventional plans. The most popular include the seven-point strategy developed by Alec Rodgers in 1952 and the five-point grading system developed by Munro Fraser in 1954. These give particular headings under which attributes of a perfect prospect can be categorized.
Seven Point Plan
- Physical make up: Health, physique, look, bearing and speech
- Attainments: Education, certifications, experience
- General intelligence: Fundamental intellectual capability
- Special abilities: Mechanical, manual mastery, center in usage of words or figures
- Interest: Social, intellectual, physically active, constructional
- Disposition: Acceptability, influence over others, steadiness, reliability, selfreliance
- Circumstances: Domestic circumstances, professions of family.
Five-fold Grading System
Effect on others: Physical cosmetics, appearance, speech and way
Acquired understanding or qualification: Education, employment training, work experience
Innate capabilities: Natural quickness of comprehension and ability for finding out
Motivation: The kind of goals set by the individual, his/her consistency and decision in following them up, and success in achieving them
Adjustment: Emotional stability, capability to stand up stress and ability to proceed with people.
Attracting Candidates
Attracting prospects is mainly a matter of determining, examining and utilizing the most suitable sources of candidates. However, where appropriate sources of recruitment are not there, then the analysis of elements adding to the recruitment in an organization need to be evaluated. Various elements to be taken under factor to consider are as follows:
Internal Factors
- Company's pay bundle
- Quality of Work Life
- Organizational culture
- Career planning & 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 elements
- Supply and need aspects
- Employment rate
- Labour market condition
- Political, Legal & Govt. aspects
- Information System
Recruitment needs to be quick, however a cautious procedure. A wrong move can have a devastating effect on the undertaking. A couple of steps can be required to decrease the unfavorable 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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