What is Recruitment?
Recruitment is the procedure of attracting and identifying a pool of candidates, from which some will be selected 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
Human resources are the most important properties of an organization. The success or failure of an organization is largely dependent on the caliber of the individuals working therein. Without favorable and creative contributions from individuals, companies can not advance and succeed.
In order to attain the objectives or carry out the activities of a company, for that reason, we require to hire people with requisite abilities, certifications and experience. While doing so, we have to keep today along with the future requirements of the company in mind.
Organizations need to hire people with requisite skills, qualifications and experience if they need to endure and flourish in a highly competitive environment.
Recruitment Definition
According to Edwin B Flippo, “Recruitment is the procedure of looking for prospective staff members and promoting them to look for tasks in the company”.
DeCenzo and Robbins define it as “Recruitment is the procedure of finding possible candidates for actual or expected organizational jobs. Or from another viewpoint, it is a linking activity-bringing together those with tasks to fill and those seeking tasks.”
According to Plumbley, “Recruitment is a matching procedure and the capabilities and inclinations of the candidates need to be matched against the need and benefits fundamental in a given job or career pattern.”
Recruitment Process
The significant steps of the recruitment process are stated as:
Job Design
Opening Job Position
Collecting and Presenting Job Resumes
Job Interviews
Job Offer
Job Design
Job style is the most vital part of the recruitment procedure. The task design is a phase about the design of the task profile and a clear contract between the line supervisor and the HRM Function.
The Job Design has to do with the arrangement about the profile of the perfect task prospect and the agreement about the abilities and competencies, which are important. The information gathered can be utilized throughout other steps 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 ought to choose about the right mix of recruitment sources to discover the very best prospects for the job position. This is another essential step in the recruitment procedure.
Collecting and Presenting Job Resumes
The next step is gathering of task resumes and their pre-selection. This action in the recruitment procedure is really crucial today as numerous organizations lose a great deal 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 action done purely by the HRM Function.
Job Interviews
The task interviews are the primary action in the recruitment process, which should be clearly developed and agreed in between HRM and line management.
The task interview ought to find the task candidate, who fulfills 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 actions and the winner of the task interviews gets the offer from the company to join.
Recruitment Techniques
Recruitment methods are the means or media by which management contacts prospective staff members or supply required details or or stimulate them to look for jobs.
Recruitment techniques are:
Internal Methods: They are for recruiting internal candidates. These include techniques like:
( a) Promotion & Transfers
( b) Job Posting
( c) Employee Referrals
Direct Methods: These consist of sending out taking a trip recruiters to academic and expert institutions and employees’ contacts with the public.
( a) Campus Recruitment
Nature of Recruitment
Recruitment involves the following functions:
– Recruitment is the primary step of visit.
– It is a continuous process.
– It is a procedure of recognizing sources of human force, drawing in and encouraging them to apply for tasks in companies.
– It is an advancement manpower or to operate at the last stage.
– It is a positive procedure.
– It fulfills requirements, both the present, and the future.
Purpose of Recruitment
– Discovering and developing the source here required number and kind of workers will be offered.
– Developing appropriate techniques to draw in the desirable candidate.
– Employing the technique to bring in workers.
– Stimulating as numerous prospects as possible and asking to obtain tasks regardless of the number of prospects required in order to increase the choice 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 promoting individuals to get jobs, whereas selection means selecting of best kind of individuals for numerous jobs.
– Recruitment is a positive procedure whereas selection is a negative procedure.
– It creates a big pool of applicants whereas choice causes a screening of inappropriate candidates.
– Recruitment is a simple process, it includes contracting the different sources of labor whereas choice is a complex and time-consuming process. The prospect needs to clear a number of difficulties before they are chosen for a task.
Sources of Recruitment
A source from where prospects are identified, brought in 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 staff members from within the company. Internal recruitments are affordable, more trustworthy as the organization understands the candidate’s skillset and knowledge and it also inspires the staff members and increases their dedication towards the organization. Internal sourcing can be done in the following methods:
Transfers
An employee may be moved from one task to another internally generally of the very same level. The functions and responsibilities of the employees may change however not necessarily the wage. This helps the workers to get inspired and attempt something new, helps them break the dullness of the old job and motivates them to grow by getting more knowledge.
Promotions
As recognition of their performance and experience the staff members are moved from a position to a greater position. There is a modification in their responsibilities and obligations accompanied with a change in wage and status. It assists the worker to grow vertically in the company. It refrains him from leaving the company for greener pastures.
Retired and Retrenched Employees
Retired and retrenched employees may likewise be recruited back in case there is high need and lack of supply in the market or there is abrupt increase in workload. These employees are already familiar with the processes, procedures and culture of the organization thus they prove to be cost efficient.
In this case each staff member of the company acts as an employer. The staff members are motivated to advise the names of their good friends or relatives operating in other companies. For this they are even rewarded monetarily.
The benefit of staff member referral is that the potential candidate gets initially hand info about the task and organization culture from the already working employee. Since he knows what he is entering into he is anticipated to remain longer in the organization. Also since the credibility of those who suggest is at stake, they tend to recommend those who are highly encouraged and skilled.
Job Postings
The Company posts the present and employment anticipated vacancy on publication boards, electronic media and comparable common websites. This provides a chance to the staff members to undertake profession shift and assist them grow within the business.
Deceased and Disabled Employees
In order to make the households of the deceased and handicapped employees self-sufficient their loved ones or dependents might be used a job in case of any job.
Advantage of Internal Sourcing
– Internal recruitment is less time consuming and economical.
– It is dependable as the company understands the employee’s understanding and capability.
– There is no need of induction and training as the worker is already knowledgeable about the procedures, procedures and culture of the organization.
– It increases the motivation level of the employees as they eagerly anticipate getting a greater task in the company rather of searching for greener pastures outside.
– It boosts the spirits of the staff members, improves their relations with the company and minimizes staff member turnover.
– It establishes the spirit of commitment in the workers, guarantees continuity of employment and organizational stability.
Disadvantage of Internal Sourcing
– Internal sourcing prevents new members, originality and ingenious concepts from getting in the organization.
– The scope is restricted as not all the vacancies can be filled by the restricted pool of skill available in the company.
– The position of the individual who is moved or promoted falls uninhabited.
– It can produce frustration among the remainder of the workers as there can be predisposition or partiality in promoting a staff member in the company.
External Sources
New candidates are recruited from outside the organization by different methods and approaches. It is more frequently utilized than internal sources. External recruitments are helpful in acquiring abilities that are not had by the existing workers; it also helps to bring onboard staff members from different backgrounds that get a diversity of ideas on the table.
Campus Recruitments
When companies are in search of fresh skills 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 draw in the students.
Whoever discovers it matching with their profession plans uses for the task. These candidates are then made to go through series of choice processes like analytical and mental tests, group conversations, interviews and so on before the final choice is done.
Management Consultants
Management specialists 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 are able to tailor their services according to the particular needs of the clients hence easing the line managers from their recruitment function.
Advertisements
This media of recruitment is preferred and typically utilized as it reaches out a large range of people. It can also be targeted at a particular group or a specific geographical location by selecting a particular newspaper, radio channel and so on e.g Business journal.
In certain advertisements company name, task description and salary plans are pointed out. There are blind advertisements also where no recognition of the company is offered. These advertisements are released mainly when the organization wishes to fill an internal vacancy or planning to displace an existing staff member.
Trade Associations
There are associations that create a database of job candidates and provide it to its members during local or national conventions. They also publish classified advertisements for companies thinking about hiring their members.
Walk in Interview
Another upcoming technique of recruitment is walk-in interviews. There is no time at all and conference schedule for each person. An advertisement concerning the time and the location of the interview is provided in the paper. The prospects are required to bring their CVs and employment straight appear for the interview. It is a really typical mode of recruitment amongst BPOs and call centres.
Job Fairs
Job fairs are an efficient method of connecting with potential staff members and candidates. There are HR hiring supervisors of various business under one roof. Information and business cards can be exchanged and resumes can be sent by the prospects.
Employers can identify the right candidates, similarly the candidates can use in lots of organizations together, wherever they feel the offer is finest and fits their interest.
Advantage of External Sourcing
– New and young blood goes into the organization, which have ingenious concepts, new techniques that can assist to stimulate the existing employees.
– It provides a wider swimming pool for selection. Companies can select up candidates with requisite qualification.
– It produces a competitive environment as it helps the existing employees to work harder in order to match the requirement that the brand-new workers bring in.
– It causes long term benefits to the organization. Talented swimming pools of individuals bring in addition to them brand-new approaches of working and new techniques to circumstances that helps the organization to remain abreast with the competitive world outside.
Disadvantage of External Sourcing
– It is a time consuming process as it involves bring in the best prospects, evaluating them, going through a series of tests and interviews etc. When ideal candidates are not available this process needs to be duplicated once again and again.
– This procedure proves to be extremely expensive for the company as the companies have to turn to advertisements, employing experts and so on for bring in the right swimming pool of talent.
– It can lower the spirits and demotivate the existing staff members as they can feel that their services have not been recognized.
– It is less trustworthy than internal sourcing. Since the organizations hire candidates on the basis of their resumes, tests, interviews etc they might not turn out to be as expected. It might end up employing somebody who winds up being a misfit and may not have the ability to adjust in the brand-new set up.
Alternatives to Recruitment
Recruitment and choice is a costly and lengthy process. Moreover, it gets onboard irreversible employees which are tough 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 fluctuations.
Hence to eliminate back the short-lived phases of high market demand for firm’s products, business might turn to alternatives to recruitment that are mentioned below:
Overtime.
Temporary Employees.
Sub-contracting.
Employee Leasing.
Outsourcing.
Overtime
In order to satisfy the extra demand employment of the company’s products which cause excess workload, some workers 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 staff member gets additional incomes based on the agreement signed in between the worker and the company. The disadvantage is that the worker may not work to his full capacity during the day in order to make overtime.
Temporary Employees
A momentary worker is designated for a duration that does not last for long. It is to fill a brief term position which is scheduled to be ended within several years for reasons as the conclusion of a particular job or peak work.
This helps the business in preventing costs of recruitment, saves time involved, and assist avoid the negative effect of labor turnover etc. However short-term staff members might not be extremely faithful to the business, their lack of experience may affect the work output and they tend to take some time to change.
Sub-contracting
To finish a particular task or meet an abrupt short-lived boost in the need of the company’s items, the company may resort to subcontracting. It is the practice of appointing part of the commitments, tasks and obligations to another party under a contract called subcontractor.
Hiring an outdoors professional agency to carry out part of the work causes mutual advantages in such cases as the business want to broaden on its own just when the increased need lasts for a specific time period.
Employee Leasing
An employee leasing firm concentrates on recruitment, training, personnel management, payroll accounting and threat administration. The leasing company also takes care of the work supervision, everyday responsibilities and other regular aspects of work.
For instance a nursing services firm employs lots of nurses and provides them to healthcare facilities on an agreement basis. It offers a benefit to the company to alter its employees without real layoffs.
Outsourcing
Under contracting out a business procedure is contracted out to a 3rd party, the reason behind outsourcing are many. It reduces the need to hire and train specific personnel as it is sourced out to someone specializing in that area having the resources and proficiency that leads to competitive supremacy over time.
It also assists to decrease capital and operating costs and assists avoid troublesome guidelines, high taxes, labour union agreements and so on.
Role Profiles for Recruitment Purposes
Role profiles, specify the general function of the role, its reporting relationships and essential result areas. They may likewise consist of the list of competencies required. They may be technical (abilities and knowledge needed to do a specific task) and behavioral proficiencies attached to the role.
The profile also consists of the terms (pay, benefits, hours of work, movement, travelling, transfers, training, development and career opportunities). The recruitment role provides the basis for person specification.
Person Specifications
A person spec likewise referred to as recruitment, job or workers spec is the vital component on which the choice treatment is based. It is the sum overall of education, training, experience, certification an individual needs to perform the task assigned to him.
When the task requirement have been specified, they ought to be categories under ideal heads. The standard categories include certification, technical and behavioural competencies.
There are also a variety of traditional plans. The most popular include the seven-point strategy established by Alec Rodgers in 1952 and the five-point grading system established by Munro Fraser in 1954. These give specific headings under which attributes of a perfect candidate can be classified.
Seven Point Plan
– Physical make up: Health, body, appearance, bearing and speech
– Attainments: Education, certifications, experience
– General intelligence: Fundamental intellectual capability
– Special abilities: Mechanical, manual dexterity, facility in use of words or figures
– Interest: Social, intellectual, physically active, constructional
– Disposition: Acceptability, impact over others, steadiness, dependability, selfreliance
– Circumstances: Domestic circumstances, occupations of household.
Five-fold Grading System
Influence on others: Physical make-up, look, speech and manner
Acquired understanding or qualification: employment Education, employment training, work experience
Innate abilities: Natural speed of comprehension and aptitude for learning
Motivation: The type of goals 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 stress and ability to proceed with individuals.
Attracting Candidates
Attracting candidates is mainly a matter of recognizing, evaluating and utilizing the most suitable sources of candidates. However, where appropriate sources of recruitment are not there, then the analysis of aspects adding to the recruitment in a company need to be evaluated. Various elements to be taken under factor to consider 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 & fame
External Factors
1. Socio-economic factors
2. Supply and need factors
3. Employment rate
4. Labour market condition
5. Political, Legal & Govt. elements
6. Information System
Recruitment should be speedy, however a mindful process. A wrong relocation can have a dreadful effect on the undertaking. A few steps can be taken 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
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Personnel Accounting
Methods of Human Resource Accounting
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How to Create Training Program
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Performance Appraisal Process
Performance Appraisal Problems
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Human Resource Planning
Human Resource Planning Process
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Methods of Performance Appraisal
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Recruitment Meaning
Effective Recruiting
Selection Process
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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 Personnel Development
Steps for Designing HRD Intervention
Employee Orientation
Employee Socialization
Realistic Job Review
360 Degree Assessment
Employee Assistance Program
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Kinds Of OD Interventions
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