What is Recruitment?
Recruitment is the process of drawing in and identifying a swimming pool of prospects, 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
Personnels are the most essential possessions of a company. The success or failure of a company is mainly depending on the quality of individuals working therein. Without favorable and creative contributions from individuals, organizations can not progress and prosper.
In order to attain the objectives or carry out the activities of an organization, for that reason, we require to hire individuals with requisite abilities, qualifications and experience. While doing so, we have to keep today along with the future requirements of the organization in mind.
Organizations need to recruit individuals with requisite skills, qualifications 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 staff members and stimulating them to get jobs in the organization".
DeCenzo and Robbins define it as "Recruitment is the process of discovering possible candidates for actual or awaited organizational jobs. Or from another perspective, it is a connecting activity-bringing together those with jobs to fill and those looking for tasks."
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 intrinsic in an offered job or career pattern."
Recruitment Process
The significant steps 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 essential part of the recruitment process. The task design is a phase about the style of the job profile and a clear contract between the line manager and the HRM Function.
The Job Design has to do with the contract about the profile of the ideal job prospect and the arrangement about the abilities 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 typically the task of the HR Recruiter. Skilled and knowledgeable HR Recruiter must choose about the best mix of recruitment sources to discover the finest 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 action in the recruitment process is really crucial today as lots of organizations lose a great deal of time in this step.
Today, the organization can not wait with the pre-selection of the job resumes. Generally, this ought to be the last step done simply by the HRM Function.
Job Interviews
The job interviews are the primary action in the recruitment process, which need to be clearly designed and concurred between HRM and line management.
The job interview must discover the task prospect, who satisfies the requirements and fits best the business culture and the department.
Job Offer
The task deal is the last action of the recruitment process, which is done by the HRM Function, it settles all the other steps and the winner of the task interviews gets the deal from the organization to join.
Recruitment Techniques
Recruitment methods are the means or media by which management contacts prospective employees or provide necessary information or exchange ideas or stimulate them to get jobs.
Recruitment methods are:
Internal Methods: They are for hiring internal candidates. These consist of techniques like:
( a) Promotion & Transfers
( b) Job Posting
( c) Employee Referrals
Direct Methods: These include sending out taking a trip employers to educational and professional organizations and workers' contacts with the general public.
( a) Campus Recruitment
Nature of Recruitment
Recruitment involves the following features:
- Recruitment is the primary step of visit.
- It is a continuous procedure.
- It is a procedure of identifying sources of human force, bring in and inspiring them to apply for tasks in companies.
- It is a development workforce or to work at the last phase.
- It is a favorable process.
- It fulfills needs, both today, and the future.
Purpose of Recruitment
- Learning and establishing the source here required number and sort of employees will be readily available.
- Developing appropriate techniques to bring in the preferable prospect.
- Employing the method to bring in employees.
- Stimulating as many candidates as possible and asking them to make an application for jobs regardless of the number of prospects needed in order to increase the selection ratio (i.e., number of application per one task vacancy) due to lower yield ratio.
Difference Between Recruitment and Selection
- Recruitment suggests searching for sources of labor and promoting individuals to request jobs, whereas choice means picking of right kind of people for various tasks.
- Recruitment is a positive procedure whereas choice is a negative procedure.
- It produces a big pool of candidates whereas selection results in a screening of inappropriate candidates.
- Recruitment is a basic procedure, it involves contracting the various sources of labor whereas selection is a complex and time-consuming process. The candidate has to clear a variety of hurdles before they are picked for a job.
Sources of Recruitment
A source from where candidates are identified, attracted and chose 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 technique consists of recruiting, establishing and promoting the staff members from within the company. Internal recruitments are cost-effective, more trustworthy as the company is aware of the prospect's skillset and knowledge and it also inspires the employees and increases their commitment towards the company. Internal sourcing can be done in the following ways:
Transfers
An employee might be moved from one job to another internally generally of the very same level. The roles and duties of the workers may alter however not necessarily the salary. This helps the staff members to get motivated and job attempt something new, helps them break the monotony of the old task and encourages them to grow by getting more understanding.
Promotions
As recognition of their efficiency and experience the staff members are moved from a position to a higher position. There is a modification in their duties 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 business for greener pastures.
Retired and Retrenched Employees
Retired and retrenched staff members might likewise be recruited back in case there is high need and lack of supply in the industry or there is sudden increase in workload. These employees are already knowledgeable about the processes, treatments and culture of the company thus they prove to be cost effective.
Employee Referrals
In this case each worker of the business functions as an employer. The staff members are motivated to advise the names of their buddies or relatives working in other organizations. For this they are even rewarded monetarily.
The advantage of worker referral is that the prospective prospect gets first hand info about the task and company culture from the currently working employee. Since he knows what he is entering he is anticipated to remain longer in the organization. Also given that the reliability of those who suggest is at stake, they tend to advise those who are extremely inspired and skilled.
Job Postings
The Company posts the existing and anticipated job on bulletin board system, electronic media and comparable common portals. This offers an opportunity to the employees to undertake career shift and help them grow within the company.
Deceased and Disabled Employees
In order to make the families of the deceased and handicapped employees self-dependent their relatives or dependents might be used a job in case of any vacancy.
Advantage of Internal Sourcing
- Internal recruitment is less time consuming and cost-effective.
- It is as the company understands the employee's knowledge and ability.
- There is no requirement of induction and training as the employee is currently aware of the procedures, treatments and culture of the organization.
- It increases the inspiration level of the employees as they look forward to getting a higher job in the company rather of trying to find greener pastures outside.
- It enhances the spirits of the employees, enhances their relations with the company and lowers worker turnover.
- It establishes the spirit of loyalty in the workers, makes sure continuity of employment and organizational stability.
Disadvantage of Internal Sourcing
- Internal sourcing avoids new members, creativity and innovative concepts from going into the company.
- The scope is limited as not all the vacancies can be filled by the restricted swimming pool of skill readily available in the organization.
- The position of the individual who is moved or promoted falls uninhabited.
- It can develop frustration among the rest of the workers as there can be predisposition or partiality in promoting a staff member in the company.
External Sources
New candidates are hired from outside the company by different methods and approaches. It is more commonly used than internal sources. External recruitments are handy in getting abilities that are not possessed by the existing staff members; it likewise assists to bring onboard workers from different backgrounds that get a variety of concepts on the table.
Campus Recruitments
When business remain in search of fresh talents and are concentrating on knowledge, communication ability and talent than experience, they approach management colleges, technical institutes etc. The business makes a discussion about its organization in order to attract the students.
Whoever discovers it matching with their profession strategies requests the job. These candidates are then made to go through series of selection processes like analytical and mental tests, seminar, interviews etc before the final choice is done.
Management Consultants
Management specialists serve as representatives of the employer. They perform the recruitment function on behalf of the client company by charging them fees or commissions. These consultants are able to customize their services according to the specific needs of the clients hence easing the line supervisors from their recruitment function.
Advertisements
This media of recruitment is popular and frequently utilized as it reaches out a vast array of individuals. It can also be targeted at a particular group or a specific geographical area by selecting a particular paper, radio channel and so on e.g Business journal.
In certain ads business name, job description and salary plans are discussed. There are blind ads also where no identification of the company is provided. These advertisements are published mostly when the organization desires to fill an internal job or preparing to displace an existing staff member.
Trade Associations
There are associations that produce a database of job candidates and offer it to its members throughout local or nationwide conventions. They also release classified ads for employers interested in hiring 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 person. An ad concerning the time and the area of the interview is given up the newspaper. The prospects are needed to bring their CVs and directly stand for the interview. It is a really common mode of recruitment among BPOs and call centres.
Job Fairs
Job fairs are an effective method of connecting with potential workers and prospects. There are HR hiring managers of various business under one roofing system. Information and company cards can be exchanged and resumes can be submitted by the candidates.
Employers can spot the best candidates, similarly the candidates can use in numerous companies together, anywhere they feel the offer is finest and matches their interest.
Advantage of External Sourcing
- New and young blood goes into the organization, which have ingenious ideas, new methods that can assist to stimulate the existing staff members.
- It offers a broader pool for selection. Companies can pick up prospects with requisite qualification.
- It produces a competitive environment as it helps the existing staff members to work harder in order to match the standard that the brand-new employees bring in.
- It results in long term advantages to the organization. Talented swimming pools of individuals bring along with them brand-new approaches of working and brand-new methods to circumstances that assists the company to remain abreast with the competitive world exterior.
Disadvantage of External Sourcing
- It is a time consuming process as it involves attracting the right candidates, evaluating them, going through a series of tests and interviews and so on. When ideal prospects are not available this procedure has actually to be repeated again and again.
- This process proves to be really pricey for the company as the companies have to resort to advertisements, working with consultants etc for attracting the ideal pool of talent.
- It can lower the morale and demotivate the existing employees as they can feel that their services have not been recognized.
- It is less trusted than internal sourcing. Since the organizations work with prospects on the basis of their resumes, tests, interviews etc they may not turn out to be as anticipated. It might end up employing someone who ends up being a misfit and may not have the ability to change in the new established.
Alternatives to Recruitment
Recruitment and selection is a costly and time-consuming procedure. Moreover, it gets onboard long-term workers which are hard to be separated in case they do not perform based on the requirement or if there is overstaffing due to less work due to market demand variations.
Hence to combat back the short-lived phases of high market demand for company's products, companies may resort to alternatives to recruitment that are mentioned below:
Overtime.
Temporary Employees.
Sub-contracting.
Employee Leasing.
Outsourcing.
Overtime
In order to fulfill the extra need of the company's products which lead to excess workload, some staff members are asked to work overtime under some conditions. Overtime is the quantity of time that somebody works beyond the working hours.
In such a case worker gets extra incomes as per the contract signed between the worker and the employer. The drawback is that the employee may not work to his complete capacity during the day in order to make overtime.
Temporary Employees
A short-term worker is designated for a period that does not last for long. It is to fill a short term position which is arranged to be terminated within several years for reasons as the completion of a specific task or peak work.
This helps the company in preventing costs of recruitment, saves time involved, and help prevent the unfavorable effect of labor turnover etc. However momentary employees may not be extremely faithful to the company, their inexperience may impact the work output and they tend to take some time to adjust.
Sub-contracting
To finish a specific project or meet an abrupt short-term boost in the demand of the company's products, the business may resort to subcontracting. It is the practice of assigning part of the obligations, jobs and responsibilities to another celebration under a contract referred to as subcontractor.
Hiring an outdoors specialist company to carry out part of the work causes mutual advantages in such cases as the company wish to expand on its own just when the increased demand lasts for a specific amount of time.
Employee Leasing
A worker leasing firm specializes in recruitment, training, human resource management, payroll accounting and threat administration. The leasing firm also looks after the work supervision, everyday duties and other routine aspects of work.
For instance a nursing services firm employs numerous nurses and supplies them to health centers on an agreement basis. It offers a benefit to the company to change its workers without actual layoffs.
Outsourcing
Under outsourcing a company process is contracted out to a 3rd celebration, the factor behind outsourcing are numerous. It lowers the need to work with and train specific personnel as it is sourced out to someone concentrating on that area having the resources and competence that causes competitive superiority with time.
It likewise helps to reduce capital and operating expenses and assists prevent challenging guidelines, high taxes, labour union contracts and so on.
Role Profiles for Recruitment Purposes
Role profiles, define the total function of the function, its reporting relationships and essential result areas. They might likewise consist of the list of competencies needed. They might be technical (skills and knowledge required to do a particular task) and behavioral competencies connected to the role.
The profile likewise includes the conditions (pay, advantages, hours of work, mobility, taking a trip, transfers, training, development and career opportunities). The recruitment role offers the basis for person spec.
Person Specifications
A person specification also understood as recruitment, job or workers requirements is the vital aspect on which the selection procedure is based. It is the amount total of education, training, experience, qualification a person has to carry out the task appointed to him.
When the job requirement have actually been specified, they should be categories under appropriate heads. The basic categories consist of certification, technical and behavioural proficiencies.
There are likewise a variety of standard plans. The most popular consist of the seven-point strategy developed by Alec Rodgers in 1952 and the five-point grading system established by Munro Fraser in 1954. These offer particular headings under which characteristics of an ideal prospect can be classified.
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 scenarios, occupations of household.
Five-fold Grading System
Impact on others: Physical make-up, look, speech and way
Acquired knowledge or certification: Education, trade training, work experience
Innate capabilities: Natural quickness of understanding and aptitude for finding out
Motivation: The type of goals set by the individual, his/her consistency and determination in following them up, and success in accomplishing them
Adjustment: Emotional stability, capability to stand tension and capability to get on with individuals.
Attracting Candidates
Attracting candidates is primarily a matter of identifying, assessing and using the most proper sources of applicants. However, where suitable sources of recruitment are not there, then the analysis of elements adding to the recruitment in an organization requirement to be examined. Various aspects to be taken under factor to consider 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 & fame
External Factors
1. Socio-economic aspects
- Supply and need elements
- Employment rate
- Labour market condition
- Political, Legal & Govt. aspects
- Information System
Recruitment should be speedy, but a careful procedure. A wrong move can have a disastrous influence on the endeavor. A few steps can be taken to decrease the negative effect. 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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