Recruitment Process can be specified as "it is a way to draw in and find prospective manpower to fill the vacant post in the company". The HR Recruitment Process assists to employ prospects based on their ability to work and mindset which is essential for accomplishment of organizational objectives.

The Recruitment Process in personnel management begins with recognition of job vacancy in the company, later the HR department analyzes the job requirement, evaluate the job application, screen and shortlist the desirable candidates and the process ends with hiring of right and finest candidate for the job.

What is Recruitment Process in HRM?

The recruitment process is the most crucial function of HRM department. The Human Resource Manager use various methods to reach the potential candidate. The recruitment technique utilized to contact the candidates differs based on the source of recruitment.

The Recruitment In-charge typically does the job analysis to learn the skills and capability to perform the task. Once the skills and capabilities needed are clear they begin looking for individuals with such specialties. The HRM department explains the prospective candidate about their job profile and the benefits (benefits) they can acquire from the organization. The candidates thinking about the task are further evaluated, interviewed by HR and lastly finest fit prospects are chosen for the task. In other words, a great hiring procedure includes 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 methods of recruitment which are regularly used in the corporate world particularly:

1. Direct Recruitment Methods

2. Indirect Recruitment Methods

3. 3rd Party Recruitment Methods

The major distinction in between direct and indirect approach of recruitment is that the organization send out an agent to call the prospective prospect (which means direct contact) when it comes to direct recruitment technique while in the case of indirect recruitment approaches the candidates are notified about task vacancy through different channel of advertisement.

1. Direct Recruitment Methods:

The campus recruitment is a significant part of recruitment carried out utilizing direct approach. The company sends a representative from HRM department in academic institutes to interact with prospective candidates. The candidates who are seeking for jobs are discussed about the job vacancy in the company and the skills which are required to carry out the job. The representative communicates with the candidates with the help of placement cells of the organizations. A briefing session is conducted before the real screening and interview process.

The Organization (Employer) gets details about the academic records of the prospects through the positioning cell. Once the company is ensured about the presence of exceptional working skills in the prospect the Personnel Representative is sent out to the institution to conduct recruitment process. The organization usage various recruitment methods like carrying out workshops, taking part in conventions, task reasonable to hire the candidates using direct technique. Through this approach the candidates from the scholastic background of engineering, management and medical science are mainly recruited by the organization.

1. Indirect Recruitment Methods:

In the indirect approach of recruitment the company use the advertisement channel such as news documents, radio, job sites, radio, television, publications and expert journals to reach the possible candidates. The advertisement supplies information about the job requirement, the series of wage used, the type of job (full-time or part time) and job location. The prospects who are interested in the task apply for it and share their resume with the organization.

The Personnel Management (HRM) Department of an organization utilizes indirect technique of recruitment in three situations:

1. When organization doesn't have an appropriate worker who can be promoted to carry out the higher position jobs.

2. When the organization is new to the work area and employment wish to connect brand-new talent in the market

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

To fill the greater position in the organization the widely dispersed ad is extremely useful as it assists the business to reach various ideal prospects. Many organizations also use blind ad to connect candidates in which the identity of the organization is not revealed.

1. Third Party Recruitment Methods:

The 3rd party method of recruitment consists of the helping hands which are outside the company. The Recruitment Consultant or Employment Agencies, Search & Select Companies, Employee Referral, Voluntary Organization, Data Banks, Trade Unions and Labor Contractors are different channels which help the company to establish contact with the prospective prospects.

Recruitment Process Steps

Broadly, there are 5 actions of recruitment process in HRM which is used by lots of business in business world to increase the performance of working with. The five Recruitment Process Steps make sure that recruitment takes location without any interruption and within the allocated time duration. It also helps to preserve 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 company are evaluated and relevant job description is prepared. It also consists of preparation of task specification and details about certification and skills needed to perform the task.

This action is extremely essential for recruitment process as it assists in drawing in the right and appropriate candidates for the job. Based on the education and experience requirement explained in the recruitment plan a pool of interested prospect can be created.

Strategy Development

After the job description and task spec is prepared the company chooses the variety of recruits needed to work on the profile to close the job as soon as possible. The employer chooses the method that needs to be embraced for successful recruitment of employee. The tactical draft consists of the following point:-

1. Sources of Recruitment- Based on the job position and skills required to perform the job the recruiter choose the source of recruitment. The internal and external are the two classifications of the recruitment source. This decision is crucial as rest of the recruitment method is based upon this step of recruitment.

2. Methods of Recruitment- The HRM department picks the method of recruitment whether the firm desires to recruit the candidate utilizing direct or indirect technique. A great deal of companies now are utilizing third celebration recruitment approach and contracting out some part of recruitment process to the experienced consulting companies.

3. Geographical Area- The place of task is repaired and thus recruitment group has to decide the area from which they can search prospects who wish to sign up with the job. The location in which large amount of lie is selected to search the suitable worker for the company.

4. Make Employees or Buy Employees- The financial investment required for recruitment is depending on this choice. The company can pick to select the experienced staff members and pay them appropriate salary or can chosen less competent people and trained them to carry out much better.

Searching

The browsing step is divided into two parts that is:

Source activation

Selling.

The activation happened when the department which has vacancy confirms it to the HR manager about the requirement; likewise approve the draft of job description as well as requirements. Under selling the company chooses the channel of interaction to reach the potential candidates.

Screening

Once the job 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 selection process. After short-listing of application based upon the job spec the choice procedure begins. At the early stage the employer has to eliminate the applications which are plainly under qualified and not suitable for the job.

Evaluation and Control

The credibility and effectiveness of HR Recruitment Process is examined in this action. The step is essential as organization has to examine the expense incurred during recruitment and the output in terms of selection of suitable prospects and their joining. The cost of recruitment includes the time invested by the management by associating with the recruitment process, the expense of advertisement, selection, consultant charges in case of recruitment outsourcing and likewise the wages of employer. The output is calculated in regards to selection and how soon the staff member as signed up with the organization likewise the viability along with efficiency of the newly joined staff member.

Example of Best Recruitment Process & Practices

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

Here are two prominent examples of such ingenious best recruitment process practices used by McDonald and Amazon

McDonald usage Snapchat to hire

People of age 20-25 are quite active on Snapchat. The digital locals younger generation is active on this app and the organization can grab their attention to include them in labor force. Snapchat is now used as method to create an employer brand and bring in young individuals towards the job opening. It is now a full blown recruiting method used by huge companies like McDonald and Grubhub. McDonald utilized video ads and applications to communicate the prospective staff members about the job vacancy in the organization.

McDonald has also released 10-second video advertisements in which their present workers are featured and they are discussing their experience to deal with McDonald. The individual who has an interest in the task can swipe up the video and they will be rerouted to the career web page of the business. The interested prospect can likewise try essentially the uniform of McDonald and send out a 10 2nd video to the employer about why they will be terrific worker of the company.

It is an enjoyable and basic method to bring in prospects and produce a talent pool for the business.

Peer-reviewed hires by Amazon

The existing workers can set appropriate step for the future labor force of the company. The peer evaluation is an exceptional method to shortlist the prospect for the selection procedure. The staff members who are working with the business are familiar with the workplace environment, unique job requirement and daily job needs. If a peer declines a candidate they can be considered as unsuitable after thorough evaluation.

Amazon is using this unique hiring method under the program "bar raiser". Here the employees voluntarily participate in the interview committees. They talk to the applicant in individual or through phone. The staff member then submits the assessment and collaborates with other peers who have interviewed the exact same candidate. The candidate are turned down if the bar raisers do not authorize them. It is a way of crowd-sourcing the workers of the business.