What is Recruitment?
Recruitment is the procedure of attracting and recognizing a 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 essential assets of a company. The success or failure of an organization is mostly dependent on the caliber of individuals working therein. Without positive and imaginative contributions from people, organizations can not advance and succeed.
In order to accomplish the objectives or carry out the activities of an organization, for that reason, we require to hire people with requisite abilities, credentials and experience. While doing so, we have to keep today in addition to the future requirements of the company in mind.
Organizations have to recruit people with requisite skills, certifications and experience if they have to survive and flourish in a highly competitive environment.
Recruitment Definition
According to Edwin B Flippo, "Recruitment is the procedure of searching for potential workers and stimulating them to request jobs in the company".
DeCenzo and Robbins specify it as "Recruitment is the process of finding possible prospects for real or awaited organizational jobs. Or from another point of view, it is a linking activity-bringing together those with jobs to fill and those looking for jobs."
According to Plumbley, "Recruitment is a matching procedure and the capabilities and dispositions of the prospects have actually to be matched against the need and rewards fundamental in a provided task 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 essential part of the recruitment process. The job design is a phase about the style of the task profile and a clear arrangement in between the line supervisor and the HRM Function.
The Job Design has to do with the arrangement about the profile of the ideal job prospect and the agreement about the abilities and competencies, which are necessary. The details gathered can be utilized during other actions of the recruitment process to speed it up.
Opening Job Position
The Opening of the Job Position is typically the job of the HR Recruiter. Skilled and knowledgeable HR Recruiter must choose about the best mix of recruitment sources to discover the very best prospects for the task position. This is another key step in the recruitment procedure.
Collecting and Presenting Job Resumes
The next step is gathering of job resumes and their pre-selection. This action in the recruitment process is really crucial today as numerous companies lose a lot of time in this action.
Today, the company can not wait with the pre-selection of the job resumes. Generally, this must be the last step done purely by the HRM Function.
Job Interviews
The job interviews are the main step in the recruitment procedure, which ought to be clearly created and agreed in between HRM and line management.
The task interview ought to discover the task prospect, who satisfies the requirements and fits best the corporate 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 finalizes all the other steps and the winner of the job interviews gets the offer from the company to sign up with.
Recruitment Techniques
Recruitment strategies are the ways or media by which management contacts prospective employees or provide required details or exchange ideas or stimulate them to look for tasks.
Recruitment methods are:
Internal Methods: They are for hiring internal candidates. These consist of methods like:
( a) Promotion & Transfers
( b) Job Posting
( c) Employee Referrals
Direct Methods: These include sending travelling recruiters to educational and professional organizations and workers' contacts with the general public.
( a) Campus Recruitment
Nature of Recruitment
Recruitment involves the following functions:
- Recruitment is the primary step of consultation.
- It is a continuous procedure.
- It is a procedure of recognizing sources of human force, drawing in and inspiring them to look for jobs in companies.
- It is an advancement workforce or to operate at the last phase.
- It is a favorable procedure.
- It fulfills requirements, both the present, and the future.
Purpose of Recruitment
- Learning and establishing the source here needed number and sort of staff members will be offered.
- Developing appropriate techniques to draw in the preferable candidate.
- Employing the method to bring in staff members.
- Stimulating as lots of prospects as possible and asking to look for jobs regardless of the variety of prospects needed in order to increase the selection ratio (i.e., number of application per one job vacancy) due to lower yield ratio.
Difference Between Recruitment and employment Selection
- Recruitment implies searching for sources of labor and stimulating people to use for tasks, whereas choice means picking of right sort of individuals for different tasks.
- Recruitment is a favorable process whereas selection is a negative process.
- It creates a big swimming pool of candidates whereas choice leads to a screening of unsuitable candidates.
- Recruitment is a basic procedure, it includes contracting the numerous sources of labor whereas choice is a complex and lengthy process. The prospect needs to clear a number of difficulties before they are selected for a task.
Sources of Recruitment
A source from where candidates are recognized, attracted and chose 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 includes recruiting, developing and promoting the workers from within the company. Internal recruitments are cost-effective, more trustworthy as the company understands the prospect's skillset and knowledge and it also inspires the staff members and increases their commitment towards the organization. Internal sourcing can be performed in the following methods:
Transfers
An employee may be moved from one job to another internally generally of the exact same level. The functions and responsibilities of the staff members may alter however not necessarily the wage. This assists the workers to get inspired and attempt something new, helps them break the dullness of the old task and motivates them to grow by gaining more knowledge.
Promotions
As acknowledgment of their effectiveness and experience the staff members are moved from a position to a higher position. There is a modification in their duties and responsibilities accompanied with a modification in income and status. It assists the employee to grow vertically in the organization. It refrains him from leaving the business for greener pastures.
Retired and Retrenched Employees
Retired and retrenched workers may also be recruited back in case there is high demand and lack of supply in the market or there is sudden boost in work load. These employees are currently knowledgeable about the procedures, procedures and culture of the company thus they prove to be cost reliable.
Employee Referrals
In this case each worker of the business acts as a recruiter. The workers are motivated to recommend the names of their good friends or family members working in other organizations. For this they are even rewarded monetarily.
The benefit of employee referral is that the potential prospect gets first hand information about the job and organization culture from the already working employee. Since he knows what he is getting into he is expected to stay longer in the organization. Also given that the credibility of those who suggest is at stake, they tend to advise those who are highly inspired and proficient.
Job Postings
The Company posts the current and expected job on bulletin boards, electronic media and similar typical websites. This provides a chance to the workers to undertake 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-dependent their family members or dependents might be used a task in case of any vacancy.
Advantage of Internal Sourcing
- Internal recruitment is less time consuming and cost-effective.
- It is trustworthy as the organization understands the staff member's understanding and skill set.
- There is no requirement of induction and training as the employee is currently mindful of the procedures, procedures and culture of the organization.
- It increases the inspiration level of the staff members as they anticipate getting a higher job in the organization instead of searching for greener pastures outside.
- It boosts the spirits of the staff members, enhances their relations with the company and decreases worker turnover.
- It develops the spirit of loyalty in the staff members, makes sure connection of work and organizational stability.
Disadvantage of Internal Sourcing
- Internal sourcing prevents new members, originality and ingenious ideas from going into the organization.
- The scope is limited as not all the jobs can be filled by the minimal swimming pool of skill readily available in the organization.
- The position of the person who is transferred or promoted falls vacant.
- It can develop discontentment amongst the rest of the workers as there can be predisposition or partiality in promoting a staff member in the organization.
External Sources
New candidates are recruited from outside the organization by various methods and approaches. It is more typically utilized than internal sources. External recruitments are practical in obtaining skills that are not possessed by the current employees; it also helps to bring onboard workers from various backgrounds that get a diversity of ideas on the table.
Campus Recruitments
When business are in search of fresh talents and are focusing on knowledge, interaction skill and talent than experience, they approach management colleges, technical institutes etc. The company makes a discussion about its company in order to bring in the students.
Whoever discovers it matching with their career plans requests the job. These applicants are then made to go through series of selection processes like analytical and psychological tests, seminar, interviews and so on before the final selection is done.
Management Consultants
Management consultants serve as representatives of the company. They perform the recruitment function on behalf of the customer business by charging them charges or commissions. These specialists have the ability to customize their services according to the particular requirements of the customers hence eliminating the line supervisors from their recruitment function.
Advertisements
This media of recruitment is preferred and typically utilized as it connects a wide variety of individuals. It can also be targeted at a particular group or a particular geographic area by selecting a specific paper, radio channel etc e.g Business journal.
In particular advertisements business name, task description and salary bundles are pointed out. There are blind advertisements as well where no identification of the firm is given. These ads are released primarily when the organization desires to fill an internal job or planning to displace an existing worker.
Trade Associations
There are associations that develop a database of task applicants and supply it to its members during regional or nationwide conventions. They likewise release classified advertisements for employers thinking about hiring 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 relating to the time and the place of the interview is given in the paper. The candidates are required to carry their CVs and straight stand for the interview. It is a really typical mode of recruitment among BPOs and call centres.
Job Fairs
Job fairs are a reliable way of getting in touch with possible employees and prospects. There are HR hiring supervisors of different business under one roofing. Information and company cards can be exchanged and resumes can be submitted by the prospects.
Employers can identify the ideal applicants, likewise the applicants can apply in numerous organizations together, wherever they feel the offer is finest and matches their interest.
Advantage of External Sourcing
- New and young blood gets in the company, which have ingenious concepts, brand-new techniques that can help to stir up the existing employees.
- It offers a larger pool for selection. Companies can get candidates with requisite credentials.
- It develops a competitive environment as it assists the existing workers to work harder in order to match the requirement that the new employees bring in.
- It causes long term benefits to the organization. Talented swimming pools of individuals bring along with them brand-new approaches of working and new approaches to situations that assists the company to stay abreast with the competitive world outside.
Disadvantage of External Sourcing
- It is a time consuming process as it includes drawing in the ideal candidates, evaluating them, going through a series of tests and interviews etc. When suitable candidates are not available this process needs to be repeated again and again.
- This process shows to be really costly for the company as the business have to turn to advertisements, working with specialists and so on for bring in the best pool of talent.
- It can lower the morale and demotivate the existing workers as they can feel that their services have actually not been acknowledged.
- It is less trusted than internal sourcing. Since the organizations work with prospects on the basis of their resumes, tests, interviews and so on they might not turn out to be as anticipated. It may end up employing someone who winds up being a misfit and may not have the ability to adjust in the brand-new established.
Alternatives to Recruitment
Recruitment and selection is a pricey and time-consuming procedure. Moreover, it gets onboard irreversible employees which are difficult 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 battle back the momentary stages of high market need for firm's items, companies may resort to options to recruitment that are specified listed below:
Overtime.
Temporary Employees.
Sub-contracting.
Employee Leasing.
Outsourcing.
Overtime
In order to meet the additional demand of the company's products which cause excess workload, some employees are asked to work overtime under some terms and conditions. Overtime is the amount of time that somebody works beyond the working hours.
In such a case employee gets extra earnings according to the agreement signed in between the employee and the employer. The downside is that the worker might not work to his complete potential throughout the day in order to make overtime.
Temporary Employees
A temporary worker is selected 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 reasons as the conclusion of a particular job or peak work.
This helps the company in avoiding costs of recruitment, conserves time involved, and assist prevent the negative effect of labor turnover etc. However short-lived staff members might not be really faithful to the company, their lack of experience may impact the work output and they tend to take some time to adjust.
Sub-contracting
To finish a particular job or meet a sudden short-term boost in the need of the company's products, the company may turn to subcontracting. It is the practice of designating part of the responsibilities, jobs and duties to another celebration under a contract referred to as subcontractor.
Hiring an outdoors professional agency to carry out part of the work leads to shared benefits in such cases as the business wish to expand on its own only when the increased demand lasts for a given amount of time.
Employee Leasing
An employee leasing company concentrates on recruitment, training, human resource management, payroll accounting and threat administration. The leasing firm also looks after the work supervision, everyday responsibilities and other routine elements of work.
For example a nursing services firm works with numerous nurses and offers them to hospitals on an agreement basis. It supplies a benefit to the company to alter its workers without actual layoffs.
Outsourcing
Under contracting out a service procedure is contracted out to a third party, the reason behind outsourcing are many. It minimizes the requirement to employ and train customized personnel as it is sourced out to somebody concentrating on that area having the resources and knowledge that causes competitive supremacy over time.
It also assists to decrease capital and operating expenditures and assists avoid difficult policies, high taxes, labour union agreements etc.
Role Profiles for Recruitment Purposes
Role profiles, specify the overall function of the function, its reporting relationships and key outcome areas. They may likewise include the list of proficiencies required. They might be technical (abilities and knowledge needed to do a specific task) and behavioral proficiencies connected to the function.
The profile also consists of the terms and conditions (pay, benefits, hours of work, mobility, taking a trip, transfers, training, advancement and career chances). The recruitment role supplies the basis for individual requirements.
Person Specifications
A person requirements likewise called recruitment, task or personnel spec is the essential element on which the choice procedure is based. It is the sum overall of education, training, experience, certification an individual needs to carry out the task appointed to him.
When the task requirement have been specified, they ought to be categories under suitable heads. The fundamental categories include credentials, technical and behavioural competencies.
There are also a variety of conventional 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 offer certain headings under which attributes of a perfect prospect can be classified.
Seven Point Plan
- Physical make up: Health, body, 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, impact over others, steadiness, reliability, selfreliance
- Circumstances: Domestic scenarios, professions of family.
Five-fold Grading System
Impact on others: Physical cosmetics, appearance, speech and way
Acquired knowledge or credentials: Education, employment training, work experience
Innate capabilities: Natural quickness of comprehension and aptitude for finding out
Motivation: The kind of objectives set by the person, his/her consistency and decision in following them up, and success in accomplishing them
Adjustment: Emotional stability, ability to stand up tension and ability to get on with individuals.
Attracting Candidates
Attracting prospects is mostly a matter of identifying, assessing and utilizing the most suitable sources of applicants. However, where suitable sources of recruitment are not there, then the analysis of elements adding to the recruitment in a company requirement to be examined. Various elements to be taken under factor to consider are as follows:
Internal Factors
- Company's pay plan
- 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 elements
- Supply and need aspects
- Employment rate
- Labour market condition
- Political, Legal & Govt. aspects
- Information System
Recruitment must be quick, but a careful process. An incorrect move can have a disastrous impact on the undertaking. A couple of steps can be required to reduce the unfavorable impact. They are:
Brand Image Creation Stating clear Definition of Employee Requirements Applications Receiving Sources of Applications Selection Process Maintain a Prospect Pool Recruitment Policy Internal and External Sources Human Resources Tutorial
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