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What is Recruitment?
Recruitment is the process of drawing in and determining a swimming pool of prospects, 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
Personnels are the most important properties of a company. The success or failure of an organization is mostly based on the quality of the people working therein. Without positive and imaginative contributions from people, organizations can not progress and prosper.
In order to achieve the objectives or perform the activities of a company, therefore, we need to hire people with requisite skills, credentials and experience. While doing so, we need to keep today along with the future requirements of the organization in mind.
Organizations have to recruit individuals with requisite skills, credentials and experience if they need to survive and grow in a highly competitive environment.
Recruitment Definition
According to Edwin B Flippo, « Recruitment is the process of looking for potential staff members and stimulating them to look for jobs in the organization ».
DeCenzo and Robbins define it as « Recruitment is the process of finding potential prospects for actual or expected organizational jobs. 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 prospects need to be matched versus the need and rewards inherent in a given job or profession 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 crucial part of the recruitment process. The job style 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 has to do with the agreement about the profile of the perfect task candidate and the arrangement about the abilities and competencies, which are important. The details collected can be utilized throughout other actions of the recruitment procedure to speed it up.
Opening Job Position
The Opening of the Job Position is generally the job of the HR Recruiter. Skilled and knowledgeable HR Recruiter must choose about the ideal mix of recruitment sources to discover the finest prospects for the job position. This is another crucial action in the recruitment process.
Collecting and Presenting Job Resumes
The next action is gathering of task resumes and their pre-selection. This action in the recruitment process is extremely important today as numerous companies lose a lot of time in this step.
Today, the company can not wait with the pre-selection of the job resumes. Generally, this should be the last step done purely by the HRM Function.
Job Interviews
The task interviews are the primary action in the recruitment procedure, which should be clearly designed and agreed in between HRM and line management.
The task interview need to discover the job prospect, who fulfills the requirements and fits best the corporate culture and the department.
Job Offer
The task deal is the last step of the recruitment procedure, which is done by the HRM Function, it finalizes all the other steps and the winner of the job interviews gets the deal from the company to sign up with.
Recruitment Techniques
Recruitment techniques are the ways or media by which management contacts prospective staff members or offer needed details or exchange ideas or stimulate them to apply for jobs.
Recruitment methods are:
Internal Methods: They are for recruiting internal prospects. These include techniques like:
( a) Promotion & Transfers
( b) Job Posting
( c) Employee Referrals
Direct Methods: These consist of sending out taking a trip employers to instructional and professional institutions and staff members’ contacts with the public.
( a) Campus Recruitment
Nature of Recruitment
Recruitment involves the following features:
– Recruitment is the very first step of consultation.
– It is a constant procedure.
– It is a procedure of determining sources of human force, attracting and inspiring them to obtain tasks in companies.
– It is an advancement workforce or to work at the last stage.
– It is a positive process.
– It fulfills needs, both today, and the future.
Purpose of Recruitment
– Learning and establishing the source here required number and type of workers will be available.
– Developing ideal techniques to attract the preferable candidate.
– Employing the method to attract employees.
– Stimulating as numerous candidates as possible and asking them to request jobs regardless of the number of candidates required 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 implies looking for sources of labor and promoting people to look for jobs, whereas selection suggests selecting of best kind of individuals for employment various jobs.
– Recruitment is a positive process whereas choice is an unfavorable procedure.
– It produces a big pool of applicants whereas selection causes a screening of inappropriate candidates.
– Recruitment is an easy procedure, it involves contracting the different sources of labor whereas choice is a complex and lengthy procedure. The prospect needs to clear a variety of difficulties before they are picked for a job.
Sources of Recruitment
A source from where candidates are recognized, drew in and picked 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 approach consists of recruiting, developing and promoting the staff members from within the organization. Internal recruitments are cost-effective, more dependable as the company knows the prospect’s skillset and understanding and it likewise inspires the staff members and increases their commitment towards the company. Internal sourcing can be done in the following methods:
Transfers
A staff member may be moved from one task to another internally normally of the very same level. The functions and responsibilities of the employees may change but not necessarily the salary. This assists the staff members to get motivated and attempt something brand-new, helps them break the monotony of the old job and encourages them to grow by gaining more knowledge.
Promotions
As acknowledgment of their efficiency and experience the employees are moved from a position to a greater position. There is a modification in their tasks and responsibilities accompanied with a change in salary and status. It assists the employee to grow vertically in the company. It refrains him from leaving the business for greener pastures.
Retired and Retrenched Employees
Retired and retrenched employees might also be recruited back in case there is high demand and shortage of supply in the market or there is unexpected increase in work load. These workers are currently familiar with the procedures, treatments and culture of the organization hence they prove to be cost efficient.
In this case each employee of the company serves as an employer. The employees are motivated to suggest 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 recommendation is that the possible candidate gets initially hand information about the task and organization culture from the currently working staff member. Since he understands what he is getting into he is anticipated to stay longer in the organization. Also since the reliability of those who suggest is at stake, they tend to recommend those who are highly motivated and qualified.
Job Postings
The Company posts the current and expected job on bulletin board system, electronic media and comparable common websites. This offers an opportunity to the employees to carry out career shift and assist them grow within the business.
Deceased and Disabled Employees
In order to make the families of the deceased and handicapped workers self-sufficient their family members or dependents may be provided a task in case of any job.
Advantage of Internal Sourcing
– Internal recruitment is less time consuming and employment cost-effective.
– It is dependable as the organization is mindful of the employee’s understanding and ability.
– There is no need of induction and training as the staff member is currently aware of the processes, treatments and culture of the organization.
– It increases the motivation level of the workers as they eagerly anticipate getting a higher task in the organization instead of trying to find greener pastures outside.
– It increases the morale of the employees, improves their relations with the organization and minimizes worker turnover.
– It establishes the spirit of commitment in the employees, makes sure continuity of work and organizational stability.
Disadvantage of Internal Sourcing
– Internal sourcing prevents new members, originality and innovative concepts from entering the company.
– The scope is limited as not all the vacancies can be filled by the minimal pool of skill readily available in the company.
– The position of the person who is moved or promoted falls uninhabited.
– It can develop dissatisfaction amongst the remainder of the employees as there can be bias or partiality in promoting an employee in the company.
External Sources
New prospects are hired from outside the organization by different ways and approaches. It is more typically used than internal sources. External recruitments are practical in getting abilities that are not had by the current employees; it also assists to bring onboard staff members from different backgrounds that get a variety of ideas on the table.
Campus Recruitments
When companies are 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 presentation about its company in order to attract the students.
Whoever discovers it matching with their profession strategies obtains the job. These applicants are then made to go through series of selection processes like analytical and psychological tests, group discussions, interviews and so on before the final selection is done.
Management Consultants
Management consultants act as agents of the company. They perform the recruitment function on behalf of the client business by charging them fees or commissions. These specialists have the ability to customize their services according to the specific needs of the customers therefore easing the line supervisors from their recruitment function.
Advertisements
This media of recruitment is incredibly popular and frequently utilized as it reaches out a broad variety of individuals. It can also be targeted at a particular group or a particular geographic area by picking a particular paper, radio channel and so on e.g Business journal.
In particular advertisements company name, job description and salary packages are pointed out. There are blind advertisements also where no identification of the firm is given. These advertisements are released mostly when the company wishes to fill an internal vacancy or preparing to displace an existing staff member.
Trade Associations
There are associations that create a database of task applicants and offer it to its members during regional or nationwide conventions. They also release classified advertisements for employers thinking about recruiting their members.
Walk in Interview
Another upcoming technique of recruitment is walk-in interviews. There is no time at all and meeting schedule for each individual. An ad concerning the time and the location of the interview is given up the newspaper. The prospects are needed to carry their CVs and straight appear for 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 potential staff members and candidates. There are HR hiring managers of numerous companies under one roofing system. Information and company cards can be exchanged and resumes can be submitted by the candidates.
Employers can spot the ideal candidates, likewise the applicants can use in many companies together, any place they feel the offer is finest and matches their interest.
Advantage of External Sourcing
– New and young blood enters the organization, which have ingenious ideas, brand-new methods that can help to stir up the existing employees.
– It uses a larger swimming pool for choice. Companies can get candidates with requisite qualification.
– It creates a competitive environment as it helps the existing staff members to work harder in order to match the requirement that the new employees generate.
– It causes long term benefits to the organization. Talented swimming pools of individuals bring in addition to them new approaches of working and brand-new methods to situations that assists the organization to remain abreast with the competitive world exterior.
Disadvantage of External Sourcing
– It is a time consuming procedure as it involves drawing in the ideal candidates, evaluating them, going through a series of tests and interviews etc. When appropriate candidates are not readily available this process has actually to be repeated again and once again.
– This procedure proves to be very costly for the organization as the business have to resort to ads, hiring 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 actually not been acknowledged.
– It is less dependable than internal sourcing. Since the companies hire prospects on the basis of their resumes, tests, interviews etc they may not end up being as expected. It may wind up working with somebody who ends up being a misfit and might not be able to change in the brand-new established.
Alternatives to Recruitment
Recruitment and choice is an expensive and time-consuming procedure. Moreover, it gets onboard irreversible employees 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 demand variations.
Hence to eliminate back the short-lived stages of high market need for firm’s products, business might turn to alternatives to recruitment that are specified listed below:
Overtime.
Temporary Employees.
Sub-contracting.
Employee Leasing.
Outsourcing.
Overtime
In order to meet the of the firm’s items which lead to excess workload, some employees are asked to work overtime under some terms and conditions. Overtime is the amount of time that someone works beyond the working hours.
In such a case employee gets extra incomes according to the contract signed between the employee and the employer. The downside is that the staff member may not work to his complete capacity during the day in order to earn overtime.
Temporary Employees
A temporary worker is designated for a duration that does not last for long. It is to fill a short term position which is scheduled to be terminated within one or more years for factors as the conclusion of a specific job or peak work.
This assists the business in avoiding expenditures of recruitment, saves time involved, and assist avoid the unfavorable effect of labor turnover etc. However momentary staff members might not be really devoted to the company, their lack of experience might affect the work output and they tend to take some time to change.
Sub-contracting
To complete a particular task or satisfy an abrupt momentary boost in the need of the business’s items, the business might resort to subcontracting. It is the practice of assigning part of the commitments, tasks and responsibilities to another party under a contract referred to as subcontractor.
Hiring an outside expert agency to carry out part of the work results in shared benefits in such cases as the business want to expand by itself only when the increased need lasts for a specified time period.
Employee Leasing
A worker leasing firm focuses on recruitment, training, personnel management, payroll accounting and risk administration. The leasing company likewise takes care of the work guidance, daily responsibilities and other routine elements of work.
For instance a nursing services firm employs numerous nurses and provides them to hospitals on an agreement basis. It provides a benefit to the organization to change its staff members without actual layoffs.
Outsourcing
Under contracting out a service process is contracted out to a third party, employment the reason behind outsourcing are numerous. It reduces the requirement to employ and train specific personnel as it is sourced out to someone specializing in that location having the resources and knowledge that results in competitive superiority in time.
It likewise assists to lower capital and operating expenditures and assists avoid troublesome guidelines, high taxes, labour union contracts and so on.
Role Profiles for Recruitment Purposes
Role profiles, specify the total function of the role, its reporting relationships and key result areas. They may likewise include the list of proficiencies needed. They may be technical (abilities and knowledge required to do a specific task) and behavioral competencies attached to the function.
The profile likewise includes the conditions (pay, benefits, hours of work, movement, taking a trip, transfers, training, development and career chances). The recruitment role provides the basis for individual specification.
Person Specifications
A person spec likewise referred to as recruitment, task or workers specification is the necessary element on which the choice treatment is based. It is the amount total of education, training, experience, certification an individual needs to perform the job appointed to him.
When the job requirement have actually been defined, they should be categories under appropriate heads. The standard classifications consist of qualification, technical and behavioural proficiencies.
There are likewise a variety of standard schemes. The most popular include the seven-point plan established by Alec Rodgers in 1952 and the five-point grading system developed by Munro Fraser in 1954. These offer certain headings under which qualities of an ideal prospect can be categorized.
Seven Point Plan
– Physical comprise: Health, body, appearance, bearing and speech
– Attainments: Education, certifications, experience
– General intelligence: Fundamental intellectual capacity
– Special aptitudes: Mechanical, manual mastery, center in use of words or figures
– Interest: Social, intellectual, physically active, constructional
– Disposition: Acceptability, impact over others, steadiness, dependability, selfreliance
– Circumstances: Domestic circumstances, professions of household.
Five-fold Grading System
Effect on others: Physical cosmetics, look, speech and manner
Acquired knowledge or credentials: Education, employment employment training, work experience
Innate capabilities: Natural quickness of understanding and ability for finding out
Motivation: The sort of goals set by the person, his or her consistency and determination 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 prospects is mainly a matter of determining, assessing and using the most proper sources of candidates. However, employment where suitable sources of recruitment are not there, then the analysis of aspects adding to the recruitment in a company requirement to be evaluated. Various factors to be taken under consideration 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 development rate
– Role of trade union
– Cost of recruitment
– Company’s name & popularity
External Factors
1. Socio-economic aspects
2. Supply and need factors
3. Employment rate
4. Labour market condition
5. Political, Legal & Govt. factors
6. Information System
Recruitment needs to be quick, but a careful process. An incorrect relocation can have a devastating effect on the endeavor. A few measures 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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Human Resource Management
Personnel Planning
Employee Induction
Kinds of Training
Importance of Training
Training Process
Personnel Accounting
Methods of Human Resource Accounting
HR Audit
How to Create Training Program
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Performance Appraisal
Performance Appraisal Process
Performance Appraisal Problems
Management by Objectives
360 Degree Performance Appraisal
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Employee Discipline
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Competency Based Training
Personnel Planning
Personnel Planning Process
Personnel 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 Human Resource Development
Methods of Human Resource Development
Steps for Designing HRD Intervention
Employee Orientation
Employee Socialization
Realistic Job Review
360 Degree Assessment
Employee Assistance Program
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Leadership Development
Management Development
Organisational Development
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Kinds Of OD Interventions
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Performance Management System
Performance Planning
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Employee Performance Monitoring
Performance Counselling
Performance Management and Reward
Ethics in Performance Management
Role of HR Professionals in Performance Management
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Group Dynamics
Organisational Culture
Group Decision Making
Group Conflict
Diversity in the Workplace
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Organising in Management
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Mcclelland’s Needs Theory of Motivation
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