What is Recruitment?
Recruitment is the procedure of drawing in and identifying a pool of prospects, 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 assets of an organization. The success or failure of a company is largely depending on the caliber of individuals working therein. Without positive and creative contributions from people, companies can not progress and flourish.
In order to achieve the objectives or carry out the activities of a company, for that reason, we require to hire individuals with requisite skills, qualifications and experience. While doing so, we need to keep the present in addition to the future requirements of the company in mind.
Organizations have to hire individuals with requisite abilities, credentials and experience if they need to make it through and thrive in a highly competitive environment.
Recruitment Definition
According to Edwin B Flippo, “Recruitment is the procedure of searching for prospective workers and promoting them to make an application for jobs in the organization”.
DeCenzo and employment Robbins specify it as “Recruitment is the process of discovering prospective candidates for actual or anticipated organizational jobs. Or from another perspective, it is a connecting activity-bringing together those with tasks to fill and those seeking tasks.”
According to Plumbley, “Recruitment is a coordinating process and the capacities and dispositions of the prospects have actually to be matched against the demand and benefits fundamental in a given job or career pattern.”
Recruitment Process
The major steps of the recruitment procedure are stated as:
Job Design
Opening Job Position
Collecting and Presenting Job Resumes
Job Interviews
Job Offer
Job Design
Job design is the most fundamental part of the recruitment process. The job style is a stage about the style of the job profile and a clear contract in between the line manager and the HRM Function.
The Job Design has to do with the agreement about the profile of the perfect task prospect and the contract about the skills and proficiencies, which are vital. The info collected can be used during other steps of the recruitment process to speed it up.
Opening Job Position
The Opening of the Job Position is usually the task of the HR Recruiter. Skilled and skilled HR Recruiter need to choose about the 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 step in the recruitment procedure is really essential today as many companies lose a lot of time in this step.
Today, the organization can not wait with the pre-selection of the task resumes. Generally, this should be the last step done simply by the HRM Function.
Job Interviews
The job interviews are the main step in the recruitment procedure, which should be clearly created and agreed in between HRM and line management.
The job interview ought to discover the task prospect, who meets the requirements and fits finest the corporate culture and the department.
Job Offer
The job offer is the last step of the recruitment procedure, which is done by the HRM Function, it completes all the other actions and the winner of the job interviews gets the offer from the company to join.
Recruitment Techniques
Recruitment techniques are the means or employment media by which management contacts prospective staff members or provide essential details or exchange concepts or stimulate them to apply for jobs.
Recruitment techniques are:
Internal Methods: They are for recruiting internal candidates. These include approaches like:
( a) Promotion & Transfers
( b) Job Posting
( c) Employee Referrals
Direct Methods: These include sending out taking a trip recruiters to instructional and professional organizations and employees’ contacts with the general public.
( a) Campus Recruitment
Nature of Recruitment
Recruitment includes the following functions:
– Recruitment is the initial step of consultation.
– It is a constant procedure.
– It is a process of identifying sources of human force, bring in and inspiring them to make an application for tasks in companies.
– It is a development workforce or to operate at the last stage.
– It is a positive procedure.
– It fulfills needs, both today, and the future.
Purpose of Recruitment
– Discovering and developing the source here needed number and kind of workers will be readily available.
– Developing suitable techniques to bring in the preferable prospect.
– Employing the method to bring in employees.
– Stimulating as lots of prospects as possible and inquiring to look for tasks regardless of the number of candidates needed 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 people to get tasks, whereas selection implies selecting of ideal sort of people for various tasks.
– Recruitment is a positive procedure whereas selection is an unfavorable process.
– It develops a big swimming pool of candidates whereas selection results in a screening of inappropriate candidates.
– Recruitment is an easy process, it involves contracting the numerous sources of labor whereas selection is a complex and lengthy process. The candidate has to clear a variety of hurdles before they are selected for a job.
Sources of Recruitment
A source from where candidates are identified, drew in and selected 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 method includes recruiting, developing and promoting the workers from within the company. Internal recruitments are affordable, more reliable as the company knows the prospect’s skillset and understanding and it also encourages the workers and increases their commitment towards the company. Internal sourcing can be carried out in the following methods:
Transfers
An employee might be moved from one job to another internally normally of the same level. The roles and duties of the employees may alter but not necessarily the wage. This helps the employees to get encouraged and attempt something brand-new, helps them break the monotony of the old task and motivates them to grow by acquiring more understanding.
Promotions
As acknowledgment of their efficiency and experience the workers are moved from a position to a greater position. There is a modification in their tasks and responsibilities accompanied with a change in wage and status. It helps the worker to grow vertically in the organization. It refrains him from leaving the company for greener pastures.
Retired and Retrenched Employees
Retired and retrenched workers might likewise be hired back in case there is high need and scarcity of supply in the market or there is unexpected increase in workload. These workers are currently knowledgeable about the processes, procedures and culture of the organization thus they prove to be cost effective.
In this case each worker of the company acts as a recruiter. The staff members are encouraged to suggest the names of their friends or relatives operating in other organizations. For this they are even rewarded monetarily.
The advantage of staff member recommendation is that the potential prospect gets initially hand info about the job and company culture from the currently working worker. Since he understands what he is entering into he is anticipated to remain longer in the company. Also because the reliability of those who recommend is at stake, they tend to suggest those who are highly motivated and qualified.
Job Postings
The Company posts the existing and expected vacancy on bulletin board system, electronic media and comparable typical portals. This provides an opportunity to the workers to undertake career shift and help them grow within the business.
Deceased and Disabled Employees
In order to make the families of the deceased and handicapped staff members self-dependent their loved ones or dependents may be offered a job in case of any vacancy.
Advantage of Internal Sourcing
– Internal recruitment is less time consuming and economical.
– It is trusted as the organization understands the employee’s knowledge and ability set.
– There is no need of induction and training as the worker is currently knowledgeable about the processes, treatments and culture of the organization.
– It increases the motivation level of the employees as they eagerly anticipate getting a greater task in the company instead of searching for greener pastures outside.
– It improves the spirits of the staff members, employment improves their relations with the company and reduces staff member turnover.
– It establishes the spirit of commitment in the workers, makes sure connection of work and organizational stability.
Disadvantage of Internal Sourcing
– Internal sourcing avoids new members, creativity and ingenious ideas from going into the organization.
– The scope is limited as not all the jobs can be filled by the restricted swimming pool of talent offered in the company.
– The position of the person who is moved or promoted falls vacant.
– It can create discontentment amongst the rest of the employees as there can be predisposition or partiality in promoting a worker in the company.
External Sources
New candidates are hired from outside the company by various means and methods. It is more commonly used than internal sources. External recruitments are handy in getting skills that are not had by the existing staff members; it likewise helps to bring onboard staff members from various backgrounds that get a diversity of ideas on the table.
Campus Recruitments
When companies are in search of fresh talents and are concentrating on understanding, interaction skill and skill than experience, they approach management colleges, technical institutes etc. The business makes a presentation about its company in order to attract the trainees.
Whoever finds it matching with their profession plans applies for the job. These applicants are then made to go through series of choice procedures like analytical and mental tests, group discussions, interviews and so on 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 customer business by charging them fees or commissions. These consultants are able to customize their services according to the particular requirements of the customers thus alleviating the line supervisors from their recruitment function.
Advertisements
This media of recruitment is very popular and commonly utilized as it reaches out a large range of individuals. It can likewise be targeted at a particular group or a particular geographical location by choosing a particular paper, radio channel and so on e.g Business journal.
In particular advertisements company name, job description and salary packages are discussed. There are blind ads also where no identification of the firm is offered. These ads are published mainly when the company desires to fill an internal vacancy or planning to displace an existing employee.
Trade Associations
There are associations that produce a database of job seekers and provide it to its members throughout local or national 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 advertisement concerning the time and the area of the interview is given up the paper. The prospects are required to carry their CVs and straight stand for the interview. It is a very typical mode of recruitment amongst BPOs and call centres.
Job Fairs
Job fairs are an efficient method of contacting possible workers and prospects. There are HR hiring supervisors of different business under one roofing system. Information and organization cards can be exchanged and resumes can be submitted by the candidates.
Employers can find the right applicants, similarly the candidates can use in numerous organizations together, any place they feel the deal is best and suits their interest.
Advantage of External Sourcing
– New and young blood goes into the company, which have ingenious ideas, brand-new approaches that can assist to stir up the existing staff members.
– It provides a larger pool for choice. Companies can choose up candidates with requisite qualification.
– It develops a competitive environment as it helps the existing staff members to work harder in order to match the requirement that the new staff members bring in.
– It leads to long term benefits to the organization. Talented swimming pools of individuals bring along with them new techniques of working and brand-new techniques to situations that helps the organization to stay abreast with the competitive world exterior.
Disadvantage of External Sourcing
– It is a time consuming process as it includes drawing in the best candidates, evaluating them, going through a series of tests and interviews and so on. When appropriate prospects are not available this process needs to be repeated once again and again.
– This procedure shows to be really pricey for the organization as the companies need to turn to ads, employing consultants and so on for drawing in the right swimming pool of skill.
– It can reduce the spirits and demotivate the existing employees as they can feel that their services have actually not been acknowledged.
– It is less trustworthy than internal sourcing. Since the organizations employ prospects on the basis of their resumes, tests, employment interviews and so on they may not turn out to be as anticipated. It may wind up hiring someone who ends up being a misfit and may not have the ability to adjust in the new set up.
Alternatives to Recruitment
Recruitment and selection is a costly and time-consuming process. Moreover, employment it gets onboard long-term workers which are hard to be separated in case they do not perform based on the requirement or if there is overstaffing due to less work due to market demand changes.
Hence to eliminate back the temporary stages of high market demand for firm’s items, business may turn to options to recruitment that are stated listed below:
Overtime.
Temporary Employees.
Sub-contracting.
Employee Leasing.
Outsourcing.
Overtime
In order to meet the extra demand of the firm’s items which lead to excess work load, some staff members are asked to work overtime under some terms and conditions. Overtime is the quantity of time that somebody works beyond the working hours.
In such a case worker gets additional incomes based on the contract signed in between the employee and the company. The downside is that the staff member may not work to his full potential throughout the day in order to make overtime.
Temporary Employees
A short-lived worker is appointed for a period that does not last for long. It is to fill a short-term position which is set up to be ended within several years for factors as the conclusion of a particular project or peak work.
This assists the company in preventing expenses of recruitment, saves time involved, and assist avoid the negative impact of labor turnover etc. However temporary employees may not be very loyal to the company, their inexperience might impact the work output and they tend to take time to adjust.
Sub-contracting
To complete a particular job or meet an abrupt temporary boost in the need of the company’s products, the business may resort to subcontracting. It is the practice of appointing part of the commitments, tasks and duties to another party under an agreement understood as subcontractor.
Hiring an outside expert firm to carry out part of the work causes mutual benefits in such cases as the business wish to expand on its own only when the increased need lasts for a specified time period.
Employee Leasing
A worker leasing firm concentrates on recruitment, training, human resource management, payroll accounting and risk administration. The leasing firm also looks after the work guidance, everyday duties and other regular elements of work.
For instance a nursing services firm works with numerous nurses and employment offers them to medical facilities on a contract basis. It supplies an advantage to the organization to change its staff members without real layoffs.
Outsourcing
Under outsourcing a company procedure is contracted out to a third party, the factor behind outsourcing are many. It decreases the requirement to work with and train customized personnel as it is sourced out to someone focusing on that location possessing the resources and proficiency that causes competitive supremacy gradually.
It also helps to reduce capital and operating costs and helps prevent troublesome regulations, high taxes, labour union agreements etc.
Role Profiles for Recruitment Purposes
Role profiles, define the overall purpose of the function, its reporting relationships and essential result locations. They may also consist of the list of competencies required. They may be technical (skills and understanding required to do a particular task) and behavioral competencies connected to the function.
The profile also consists of the terms (pay, benefits, hours of work, movement, travelling, transfers, training, development and career chances). The recruitment role supplies the basis for individual spec.
Person Specifications
An individual requirements likewise called recruitment, task or workers spec is the essential element on which the choice treatment is based. It is the amount overall of education, training, experience, credentials a person needs to perform the task appointed to him.
When the task requirement have been specified, they ought to be classifications under appropriate heads. The fundamental classifications include credentials, technical and behavioural proficiencies.
There are likewise a variety of traditional schemes. The most popular include the seven-point plan established by Alec Rodgers in 1952 and the five-point grading system established by Munro Fraser in 1954. These give certain headings under which attributes of an ideal candidate can be classified.
Seven Point Plan
– Physical comprise: Health, physique, appearance, bearing and speech
– Attainments: Education, qualifications, experience
– General intelligence: Fundamental intellectual capacity
– Special abilities: Mechanical, manual dexterity, facility in usage of words or figures
– Interest: Social, intellectual, physically active, constructional
– Disposition: Acceptability, influence over others, steadiness, dependability, selfreliance
– Circumstances: Domestic circumstances, professions of household.
Five-fold Grading System
Effect on others: Physical makeup, appearance, speech and manner
Acquired knowledge or qualification: Education, employment training, work experience
Innate abilities: Natural quickness of understanding and aptitude for finding out
Motivation: The sort of objectives set by the person, 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 recognizing, assessing and using the most proper sources of candidates. However, where appropriate sources of recruitment are not there, then the analysis of aspects adding to the recruitment in a company requirement to be evaluated. Various elements to be taken under factor to consider are as follows:
Internal Factors
– Company’s pay package
– Quality of Work Life
– Organizational culture
– Career planning & development
– Company’s size
– Company’s products/services
– Company’s development rate
– Role of trade union
– Cost of recruitment
– Company’s name & fame
External Factors
1. Socio-economic aspects
2. Supply and employment demand aspects
3. Employment rate
4. Labour market condition
5. Political, Legal & Govt. factors
6. Information System
Recruitment needs to be fast, but a mindful procedure. An incorrect move can have a disastrous impact on the undertaking. A couple of procedures 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 Candidate Pool
Recruitment Policy
Internal and External Sources
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