What is Recruitment?
Recruitment is the procedure of attracting and identifying a swimming pool of prospects, from which some will be picked 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 crucial assets of an organization. The success or failure of an organization is mostly based on the caliber of individuals working therein. Without positive and creative contributions from people, organizations can not advance and prosper.
In order to attain the objectives or perform the activities of an organization, for that reason, employment we need to hire individuals with requisite abilities, certifications and experience. While doing so, we need to keep today as well as the future requirements of the company in mind.
Organizations have to hire people with requisite skills, qualifications and experience if they have to survive and grow in a highly competitive environment.
Recruitment Definition
According to Edwin B Flippo, "Recruitment is the procedure of looking for potential staff members and promoting them to obtain jobs in the organization".
DeCenzo and Robbins define it as "Recruitment is the process of discovering possible candidates for real or expected organizational vacancies. Or from another point of view, it is a connecting activity-bringing together those with jobs to fill and those seeking tasks."
According to Plumbley, "Recruitment is a coordinating process and the capabilities and inclinations of the candidates need to be matched against the demand and benefits fundamental in a provided job or profession pattern."
Recruitment Process
The major actions of the recruitment procedure are stated 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 procedure. The job style is a phase about the design of the job profile and a clear arrangement between the line manager and the HRM Function.
The Job Design is about the arrangement about the profile of the perfect job candidate and the arrangement about the abilities and proficiencies, which are vital. The information collected can be used during 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 must choose about the best mix of recruitment sources to discover the best prospects for the job position. This is another in the recruitment process.
Collecting and Presenting Job Resumes
The next action is collecting of task resumes and their pre-selection. This action in the recruitment process is really crucial today as many organizations lose a lot of time in this step.
Today, the organization can not wait with the pre-selection of the task resumes. Generally, this must be the last step done purely by the HRM Function.
Job Interviews
The job interviews are the main action in the recruitment procedure, which need to be clearly developed and concurred between HRM and line management.
The job interview need to discover the job candidate, who satisfies the requirements and fits finest the corporate culture and the department.
Job Offer
The task deal is the last action of the recruitment procedure, which is done by the HRM Function, employment it finalizes all the other steps and the winner of the job interviews gets the offer from the organization to sign up with.
Recruitment Techniques
Recruitment methods are the means or media by which management contacts prospective staff members or provide required information or exchange concepts or stimulate them to apply for jobs.
Recruitment methods are:
Internal Methods: They are for hiring internal prospects. These include approaches like:
( a) Promotion & Transfers
( b) Job Posting
( c) Employee Referrals
Direct Methods: These include sending out travelling employers to instructional and professional organizations and employees' contacts with the public.
( a) Campus Recruitment
Nature of Recruitment
Recruitment involves the following features:
- Recruitment is the primary step of visit.
- It is a constant process.
- It is a process of identifying sources of human force, drawing in and motivating them to obtain jobs in companies.
- It is a development manpower or to operate at the last phase.
- It is a positive process.
- It fulfills needs, both the present, and the future.
Purpose of Recruitment
- Discovering and establishing the source here needed number and type of staff members will be available.
- Developing appropriate methods to attract the preferable candidate.
- Employing the strategy to draw in staff members.
- Stimulating as many candidates as possible and asking them to get jobs irrespective of the number of candidates required in order to increase the selection ratio (i.e., variety of application per one task vacancy) due to lower yield ratio.
Difference Between Recruitment and Selection
- Recruitment implies looking for sources of labor and stimulating individuals to make an application for jobs, whereas selection suggests picking of right sort of individuals for numerous tasks.
- Recruitment is a favorable process whereas selection is an unfavorable process.
- It develops a large pool of candidates whereas selection results in a screening of inappropriate prospects.
- Recruitment is a basic process, it involves contracting the numerous sources of labor whereas choice is a complex and lengthy procedure. The prospect has to clear a number of obstacles before they are selected for a task.
Sources of Recruitment
A source from where prospects are determined, brought in 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 technique consists of recruiting, developing and promoting the staff members from within the company. Internal recruitments are affordable, more dependable as the organization is aware of the prospect's skillset and knowledge and it also motivates the employees and increases their commitment towards the organization. Internal sourcing can be carried out in the following methods:
Transfers
A worker may be shifted from one job to another internally normally of the exact same level. The functions and responsibilities of the workers might change but not necessarily the salary. This helps the staff members to get motivated and attempt something brand-new, helps them break the uniformity of the old task and encourages them to grow by acquiring more knowledge.
Promotions
As acknowledgment of their performance and experience the workers are moved from a position to a greater position. There is a change in their tasks and duties accompanied with a modification in wage and status. It assists the worker to grow vertically in the company. It refrains him from leaving the business for greener pastures.
Retired and Retrenched Employees
Retired and retrenched workers might also be recruited back in case there is high need and scarcity of supply in the market or there is unexpected boost in work load. These workers are currently conscious of the procedures, procedures and culture of the organization for this reason they prove to be cost reliable.
Employee Referrals
In this case each worker of the company acts as a recruiter. The employees are encouraged to advise the names of their pals or loved ones working in other organizations. For this they are even rewarded monetarily.
The benefit of worker recommendation is that the possible candidate gets first hand info about the task and organization culture from the currently working worker. Since he knows what he is getting into he is expected to remain longer in the organization. Also because the credibility of those who recommend is at stake, they tend to advise those who are extremely inspired and proficient.
Job Postings
The Company posts the present and anticipated vacancy on bulletin board system, electronic media and similar common portals. This gives an opportunity to the employees to undertake profession shift and help them grow within the business.
Deceased and Disabled Employees
In order to make the families of the departed and disabled employees self-dependent their loved ones or dependents may be used a task in case of any vacancy.
Advantage of Internal Sourcing
- Internal recruitment is less time consuming and economical.
- It is trustworthy as the company understands the worker's understanding and ability.
- There is no need of induction and training as the worker is currently knowledgeable about the procedures, procedures and culture of the company.
- It increases the inspiration level of the workers as they look forward to getting a greater job in the organization instead of searching for greener pastures outside.
- It enhances the morale of the employees, improves their relations with the organization and decreases staff member turnover.
- It develops the spirit of loyalty in the workers, ensures connection of employment and organizational stability.
Disadvantage of Internal Sourcing
- Internal sourcing avoids new members, originality and innovative concepts from going into the company.
- The scope is limited as not all the vacancies can be filled by the limited pool of talent offered in the organization.
- The position of the person who is moved or promoted falls vacant.
- It can develop frustration amongst the remainder of the employees as there can be predisposition or partiality in promoting a staff member in the company.
External Sources
New prospects are recruited from outside the organization by various ways and approaches. It is more frequently used than internal sources. External recruitments are useful in acquiring abilities that are not possessed by the present employees; it also assists to bring onboard workers from various backgrounds that get a diversity of ideas on the table.
Campus Recruitments
When companies are in search of fresh skills and are focusing on understanding, interaction skill and talent than experience, they approach management colleges, technical institutes etc. The business makes a discussion about its organization in order to draw in the trainees.
Whoever finds it matching with their career plans obtains the job. These candidates are then made to go through series of choice procedures like analytical and employment psychological tests, seminar, interviews etc before the final selection is done.
Management Consultants
Management specialists function as representatives of the company. They carry out the recruitment function on behalf of the client company by charging them fees or commissions. These specialists have the ability to customize their services according to the particular needs of the clients thus relieving the line supervisors from their recruitment function.
Advertisements
This media of recruitment is preferred and typically used as it connects a wide variety of people. It can also be targeted at a specific group or a particular geographical location by picking a specific paper, radio channel and so on e.g Business journal.
In certain ads business name, task description and salary plans are mentioned. There are blind ads as well where no identification of the firm is provided. These advertisements are released mainly when the organization wants to fill an internal vacancy or preparing to displace an existing worker.
Trade Associations
There are associations that create a database of task hunters and supply it to its members during regional or national conventions. They also publish classified ads for companies thinking about hiring their members.
Walk in Interview
Another upcoming approach of recruitment is walk-in interviews. There is no time and conference schedule for each individual. An ad concerning the time and the location of the interview is given up the paper. The candidates are required to bring their CVs and directly appear for employment the interview. It is a very typical mode of recruitment amongst BPOs and call centres.
Job Fairs
Job fairs are an efficient way of getting in touch with possible employees and candidates. There are HR hiring supervisors of various companies under one roofing system. Information and company cards can be exchanged and resumes can be sent by the prospects.
Employers can spot the right applicants, likewise the candidates can use in lots of organizations together, any place they feel the deal is finest and fits their interest.
Advantage of External Sourcing
- New and young blood enters the organization, which have ingenious ideas, new methods that can help to stimulate the existing workers.
- It uses a larger pool for selection. Companies can get prospects with requisite certification.
- It develops a competitive environment as it helps the existing staff members to work harder in order to match the standard that the new workers generate.
- It causes long term benefits to the company. Talented swimming pools of individuals bring along with them new methods of working and new techniques to scenarios that helps the organization to remain abreast with the competitive world exterior.
Disadvantage of External Sourcing
- It is a time consuming procedure as it includes bring in the right prospects, evaluating them, going through a series of tests and interviews etc. When ideal prospects are not available this process needs to be duplicated once again and once again.
- This procedure proves to be really costly for the organization as the companies need to resort to advertisements, employing experts and so on for attracting the best swimming pool of skill.
- It can decrease the morale and demotivate the existing employees as they can feel that their services have actually not been recognized.
- It is less reputable than internal sourcing. Since the companies work with candidates on the basis of their resumes, tests, interviews and so on they may not end up being as expected. It might end up employing somebody who winds up being a misfit and might not be able to adjust in the new established.
Alternatives to Recruitment
Recruitment and choice is a pricey and lengthy procedure. Moreover, it gets onboard long-term staff members which are tough 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 need variations.
Hence to combat back the temporary phases of high market need for firm's items, business may turn to options to recruitment that are mentioned listed below:
Overtime.
Temporary Employees.
Sub-contracting.
Employee Leasing.
Outsourcing.
Overtime
In order to fulfill the extra demand of the company's products which lead to excess work load, some workers 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 staff member gets additional wages based on the contract signed in between the staff member and the company. The downside is that the staff member may not work to his complete capacity throughout the day in order to make overtime.
Temporary Employees
A short-term worker is appointed for a period that does not last for long. It is to fill a short-term position which is arranged to be ended within several years for factors as the completion of a specific task or peak work.
This assists the business in avoiding expenditures of recruitment, saves time involved, and help prevent the unfavorable effect of labor turnover etc. However temporary 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 job or meet a sudden short-lived boost in the demand of the business's products, the business might turn to subcontracting. It is the practice of appointing part of the responsibilities, jobs and obligations to another party under an agreement referred to as subcontractor.
Hiring an outside expert company to undertake part of the work results in shared advantages in such cases as the business want to broaden on its own only when the increased demand lasts for a specified time period.
Employee Leasing
An employee leasing firm concentrates on recruitment, training, human resource management, payroll accounting and threat administration. The leasing firm also looks after the work guidance, everyday responsibilities and other routine aspects of work.
For example a nursing services firm hires lots of nurses and supplies them to hospitals on an agreement basis. It offers an advantage to the company to change its employees without actual layoffs.
Outsourcing
Under outsourcing a service process is contracted out to a third party, the reason behind outsourcing are lots of. It reduces the need to work with and train customized personnel as it is sourced out to somebody focusing on that location possessing the resources and proficiency that causes competitive supremacy with time.
It likewise assists to minimize capital and employment business expenses and assists avoid burdensome guidelines, high taxes, labour union contracts and so on.
Role Profiles for Recruitment Purposes
Role profiles, define the overall purpose of the function, its reporting relationships and key result areas. They might also include the list of competencies required. They may be technical (skills and understanding required to do a specific task) and employment behavioral competencies connected to the role.
The profile likewise includes the conditions (pay, benefits, hours of work, movement, taking a trip, transfers, training, advancement and profession chances). The recruitment role supplies the basis for person requirements.
Person Specifications
A person requirements also called recruitment, job or workers spec is the necessary component on which the selection treatment is based. It is the amount overall of education, training, experience, credentials an individual needs to perform the job designated to him.
When the task requirement have actually been specified, they should be classifications under suitable heads. The standard categories consist of credentials, technical and behavioural proficiencies.
There are likewise a variety of conventional schemes. The most popular include the seven-point strategy developed by Alec Rodgers in 1952 and the five-point grading system established by Munro Fraser in 1954. These offer specific headings under which qualities of a perfect prospect can be categorized.
Seven Point Plan
- Physical make up: Health, body, appearance, bearing and speech
- Attainments: Education, credentials, experience
- General intelligence: Fundamental intellectual capability
- Special aptitudes: Mechanical, manual mastery, center in use of words or figures
- Interest: Social, intellectual, physically active, constructional
- Disposition: Acceptability, impact over others, steadiness, reliability, selfreliance
- Circumstances: employment Domestic scenarios, occupations of family.
Five-fold Grading System
Impact on others: Physical cosmetics, appearance, speech and way
Acquired understanding or certification: Education, employment training, work experience
Innate abilities: Natural speed of comprehension and aptitude for learning
Motivation: The type of goals set by the individual, his/her consistency and decision in following them up, and success in attaining them
Adjustment: Emotional stability, ability to stand up tension and ability to get on with individuals.
Attracting Candidates
Attracting candidates is mostly a matter of identifying, examining and using the most proper sources of applicants. However, where appropriate sources of recruitment are not there, then the analysis of aspects adding to the recruitment in an organization requirement to be examined. Various factors to be taken under factor to consider are as follows:
Internal Factors
- Company's pay package
- 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 & 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 quick, however a cautious procedure. An incorrect relocation can have a devastating influence on the undertaking. A few procedures can be required to lower the unfavorable 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
( Click on Topic to Read)
Human Resource Management
Personnel Planning
Employee Induction
Types of Training
Importance of Training
Training Process
Human Resource Accounting
Methods of Personnel Accounting
HR Audit
How to Create Training Program What is Motivation?
Performance Appraisal
Performance Appraisal Process
Performance Appraisal Problems
Management by Objectives
360 Degree Performance Appraisal
What is Compensation?
Employee Discipline
What is Employee Grievance?
What is Collective Bargaining?
What is HRIS?
Competency Based Training Human Resource Planning
Human Resource Planning Process
Human Resource Demand Forecasting
What is Human Resource Development?
Methods of Performance Appraisal What is Job Analysis?
What is Job Design?
Recruitment Meaning
Effective Recruiting
Selection Process
What is Employee Induction? International Personnel Management
Cross Cultural Theories
Dimensions of Culture
HRM Practices International Selection Process
Expatriate Training
International Compensation Personnel Development
Challenges of Personnel Development
Methods of Human Resource Development
Steps for Designing HRD Intervention
Employee Orientation
Employee Socialization
Realistic Job Review
360 Degree Assessment Employee Assistance Program
What is Coaching?
What is Mentoring?
Leadership Development
Management Development
Organisational Development
What is Planned Change
Types of OD Interventions What is Performance Management?
Performance Management System
Performance Planning
Competency Mapping
What is Performance Appraisal?
Employee Performance Monitoring Performance Counselling
Performance Management and Reward
Ethics in Performance Management
Role of HR Professionals in Performance Management
What is Group?
Group Dynamics
Organisational Culture
Group Decision Making
Group Conflict
Diversity in the Workplace
Management Topics
What is Management?
Who Is a Manager?
Marketing CIs Management an Art or Science
Classical Management Approach
Planning in Management
Decision Making in Management
Organising in Management
What is Organisation Structure?
What is Departmentation?
What is Span of Control?
What is Authority?
What is Staffing?
What is Human Resource Planning?
What is Job Analysis?
What is Recruitment?
Modern and Others Schools of Management Thought
What is Selection?
What is Coordination?
What is Controlling?
What is Leadership?
What is Organisational Change?
Motivation in Management
Motivation Theories
Maslow's Hierarchy of Needs
Herzberg Two Factor Theory
Mcclelland's Needs Theory of Motivation
Go On, Share & Help your Friend
Did we miss out on something in BCOM/BBA Study Material or You want something More? Begin! Tell us what you think about our post on What is Recruitment in the comments area and Share this post with your pals.