What is Recruitment?
Recruitment is the process of bring in and determining a pool of candidates, 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
Personnels are the most essential possessions of a company. The success or failure of an organization is largely depending on the quality of individuals working therein. Without favorable and innovative contributions from individuals, companies can not advance and prosper.
In order to attain the objectives or perform the activities of an organization, for that reason, we require to hire individuals with requisite abilities, qualifications and experience. While doing so, we need to keep the present along with the future requirements of the company in mind.
Organizations need to hire people with requisite skills, credentials and experience if they need to endure and thrive in a highly competitive environment.
Recruitment Definition
According to Edwin B Flippo, "Recruitment is the procedure of looking for potential employees and stimulating them to obtain jobs in the organization".
DeCenzo and Robbins specify it as "Recruitment is the process of discovering potential candidates for actual or expected organizational jobs. Or from another viewpoint, it is a connecting activity-bringing together those with jobs to fill and those looking for tasks."
According to Plumbley, "Recruitment is a matching process and the capabilities and inclinations of the candidates have to be matched against the need and rewards 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 design is the most fundamental part of the recruitment procedure. The job style is a stage about the style of the job profile and a clear agreement between the line supervisor and the HRM Function.
The Job Design is about the arrangement about the profile of the perfect task candidate and the agreement about the abilities and proficiencies, which are necessary. The information collected can be used throughout other steps of the recruitment procedure to speed it up.
Opening Job Position
The Opening of the Job Position is generally the task of the HR Recruiter. Skilled and skilled HR Recruiter should choose about the ideal mix of recruitment sources to find the very best candidates for the task position. This is another crucial step in the recruitment process.
Collecting and Presenting Job Resumes
The next action is collecting of task resumes and their pre-selection. This step in the recruitment process is very important today as many organizations lose a great deal of time in this action.
Today, the organization can not wait with the pre-selection of the job resumes. Generally, this should be the last step done simply by the HRM Function.
Job Interviews
The task interviews are the main step in the recruitment procedure, which must be clearly developed and concurred between HRM and line management.
The job interview ought to find the task candidate, who meets the requirements and fits best the business culture and the department.
Job Offer
The task offer is the last action of the recruitment procedure, which is done by the HRM Function, it finalizes all the other actions and the winner of the job interviews gets the offer from the company to join.
Recruitment Techniques
Recruitment methods are the means or media by which management contacts potential employees or offer essential details or exchange ideas or promote them to apply for jobs.
Recruitment strategies are:
Internal Methods: They are for recruiting internal candidates. These include methods like:
( a) Promotion & Transfers
( b) Job Posting
( c) Employee Referrals
Direct Methods: These consist of sending travelling employers to instructional and professional institutions and staff members' contacts with the general public.
( a) Campus Recruitment
Nature of Recruitment
Recruitment includes the following features:
- Recruitment is the initial step of appointment.
- It is a continuous procedure.
- It is a procedure of recognizing sources of human force, bring in and encouraging them to use for tasks in organizations.
- It is a development manpower or to work at the last phase.
- It is a positive process.
- It fulfills requirements, both the present, and the future.
Purpose of Recruitment
- Finding out and developing the source here required number and type of workers will be available.
- Developing suitable techniques to attract the preferable prospect.
- Employing the method to bring in staff members.
- Stimulating as many candidates as possible and inquiring to request jobs irrespective of the number of candidates needed 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 indicates searching for sources of labor and promoting individuals to obtain tasks, whereas selection implies selecting of best sort of individuals for numerous jobs.
- Recruitment is a positive process whereas choice is a negative procedure.
- It produces a large swimming pool of applicants whereas selection results in a screening of inappropriate prospects.
- Recruitment is a simple process, it includes contracting the numerous sources of labor whereas selection 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, brought 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 method includes recruiting, establishing and promoting the staff members from within the company. Internal recruitments are economical, more reputable as the organization understands the prospect's skillset and employment understanding and it likewise motivates the workers and increases their commitment towards the company. Internal sourcing can be performed in the following ways:
Transfers
An employee may be moved from one job to another internally generally of the exact same level. The roles and responsibilities of the workers might change but not always the wage. This assists the staff members to get encouraged and try something brand-new, helps them break the monotony of the old task and motivates them to grow by getting more knowledge.
Promotions
As acknowledgment of their efficiency and experience the staff members are moved from a position to a higher position. There is a modification in their tasks and obligations accompanied with a change in wage and status. It helps the staff member to grow vertically in the organization. It refrains him from leaving the business for greener pastures.
Retired and Retrenched Employees
Retired and retrenched workers might likewise be recruited back in case there is high demand and shortage of supply in the industry or there is unexpected boost in workload. These workers are currently knowledgeable about the procedures, procedures and culture of the organization hence they show to be cost effective.
In this case each worker of the business serves as a recruiter. The workers are encouraged to suggest the names of their good friends or loved ones working in other organizations. For this they are even rewarded monetarily.
The advantage of worker recommendation is that the prospective prospect gets initially hand info about the job and organization culture from the currently working worker. Since he understands what he is entering into he is anticipated to remain longer in the organization. Also considering that the trustworthiness of those who recommend is at stake, they tend to suggest those who are extremely encouraged and competent.
Job Postings
The Company posts the current and anticipated job on bulletin boards, electronic media and comparable typical portals. This provides an opportunity to the workers to undertake career shift and help them grow within the company.
Deceased and Disabled Employees
In order to make the families of the departed and handicapped staff members self-dependent 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 affordable.
- It is trusted as the organization is conscious of the worker's understanding and capability.
- There is no need of induction and training as the employee is currently familiar with the procedures, treatments and culture of the company.
- It increases the inspiration level of the workers as they eagerly anticipate getting a greater task in the organization rather of trying to find greener pastures outside.
- It boosts the morale of the staff members, improves their relations with the organization and employment decreases staff member turnover.
- It establishes the spirit of loyalty in the workers, ensures continuity of work and organizational stability.
Disadvantage of Internal Sourcing
- Internal sourcing prevents new members, originality and innovative concepts from going into the company.
- The scope is restricted as not all the jobs can be filled by the restricted swimming pool of talent offered in the organization.
- The position of the individual who is transferred or promoted falls vacant.
- It can create discontentment among the rest of the employees as there can be bias or partiality in promoting a staff member in the company.
External Sources
New prospects are recruited from outside the organization by various means and approaches. It is more frequently used than internal sources. External recruitments are handy in getting skills that are not possessed by the present staff members; it likewise assists to bring onboard workers from different backgrounds that get a diversity of ideas on the table.
Campus Recruitments
When companies remain in search of fresh skills and are concentrating on knowledge, interaction ability and talent than experience, they approach management colleges, technical institutes etc. The company makes a discussion about its company in order to attract the trainees.
Whoever discovers it matching with their career strategies looks for the task. These applicants are then made to go through series of choice processes like analytical and mental tests, group discussions, interviews and so on before the final selection is done.
Management Consultants
Management consultants act as agents of the employer. 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 requirements of the clients thus relieving the line supervisors from their recruitment function.
Advertisements
This media of recruitment is really popular and frequently utilized as it connects a wide variety of people. It can likewise be targeted at a specific group or a specific geographical location by selecting a particular paper, radio channel and so on e.g Business journal.
In specific ads company name, task description and salary packages are pointed out. There are blind ads as well where no identification of the firm is given. These ads are released mainly when the organization wishes to fill an internal job or planning to displace an existing staff member.
Trade Associations
There are associations that create a database of job applicants and provide it to its members throughout local or nationwide conventions. They also release classified ads for employers thinking about hiring their members.
Walk in Interview
Another upcoming method of recruitment is walk-in interviews. There is no time and conference schedule for each individual. An advertisement relating to the time and the area of the interview is offered in the newspaper. The prospects are required to bring their CVs and directly appear for the interview. It is a really common mode of recruitment among BPOs and call centres.
Job Fairs
Job fairs are a reliable way of contacting prospective staff members and prospects. There are HR hiring managers of numerous companies under one roofing system. Information and service cards can be exchanged and resumes can be sent by the prospects.
Employers can spot the best candidates, similarly the applicants can use in lots of organizations together, wherever they feel the offer is best and suits their interest.
Advantage of External Sourcing
- New and young blood gets in the company, which have innovative ideas, new methods that can help to stir up the existing staff members.
- It uses a wider swimming pool for selection. Companies can get prospects with requisite certification.
- It develops a competitive environment as it assists the existing staff members to work harder in order to match the standard that the new employees bring in.
- It leads to long term benefits to the company. Talented swimming pools of individuals bring in addition to them brand-new techniques of working and brand-new methods to circumstances that helps the organization to remain informed with the competitive world exterior.
Disadvantage of External Sourcing
- It is a time consuming procedure as it involves drawing in the ideal prospects, evaluating them, going through a series of tests and interviews etc. When ideal candidates are not readily available this procedure has actually to be duplicated once again and once again.
- This procedure shows to be very expensive for the company as the companies have to resort to advertisements, employment hiring specialists etc for attracting the ideal pool of skill.
- It can decrease the spirits 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 employ candidates on the basis of their resumes, tests, interviews etc they may not turn out to be as anticipated. It may wind up hiring someone who ends up being a misfit and might not be able to adjust in the brand-new set up.
Alternatives to Recruitment
Recruitment and selection is a pricey and lengthy procedure. Moreover, it gets onboard irreversible workers which are tough to be separated in case they do not perform as per the requirement or if there is overstaffing due to less work due to market demand variations.
Hence to eliminate back the short-term phases of high market need for firm's products, companies might turn to alternatives to recruitment that are mentioned below:
Overtime.
Temporary Employees.
Sub-contracting.
Employee Leasing.
Outsourcing.
Overtime
In order to fulfill the additional need of the company's products which result in excess work load, some employees are asked to work overtime under some terms. Overtime is the quantity of time that somebody works beyond the working hours.
In such a case worker gets additional wages based on the contract signed in between the staff member and the employer. The disadvantage is that the employee may not work to his complete potential throughout the day in order to make overtime.
Temporary Employees
A momentary employee is selected 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 specific project or peak workload.
This helps the business in avoiding costs of recruitment, conserves time involved, and assist avoid the unfavorable impact of labor turnover etc. However temporary staff members may not be extremely loyal to the company, their inexperience might affect the work output and they tend to take some time to adjust.
Sub-contracting
To complete a specific job or satisfy a sudden short-term boost in the need of the business's products, the business might turn to subcontracting. It is the practice of appointing part of the responsibilities, jobs and responsibilities to another party under an agreement understood as subcontractor.
Hiring an outdoors specialist agency to carry out part of the work leads to mutual benefits in such cases as the company wish to expand by itself just when the increased need lasts for a given time period.
Employee Leasing
A staff member leasing firm focuses on recruitment, training, personnel management, payroll accounting and risk administration. The leasing company likewise looks after the work guidance, daily tasks and other regular aspects of work.
For example a nursing services firm hires numerous nurses and supplies them to medical facilities on an agreement basis. It provides an advantage to the company to change its workers without actual layoffs.
Outsourcing
Under contracting out a service procedure is contracted out to a 3rd celebration, the factor behind outsourcing are numerous. It reduces the need to employ and train specific personnel as it is sourced out to somebody specializing in that location possessing the resources and know-how that leads to competitive superiority with time.
It also helps to decrease capital and operating costs and helps prevent challenging policies, high taxes, labour union contracts etc.
Role Profiles for Recruitment Purposes
Role profiles, specify the total purpose of the role, its reporting relationships and key result locations. They might also include the list of proficiencies needed. They may be technical (abilities and understanding needed to do a specific task) and behavioral proficiencies connected to the role.
The profile likewise includes the terms and conditions (pay, benefits, hours of work, movement, taking a trip, transfers, training, development and profession opportunities). The recruitment function provides the basis for person spec.
Person Specifications
A person spec likewise known as recruitment, task or personnel specification is the important aspect on which the choice procedure is based. It is the amount total of education, training, experience, qualification an individual needs to perform the job assigned to him.
When the job requirement have been specified, they need to be categories under appropriate heads. The fundamental categories include certification, technical and behavioural proficiencies.
There are also a variety of conventional schemes. The most popular consist of the seven-point plan established by Alec Rodgers in 1952 and the five-point grading system developed by Munro Fraser in 1954. These give particular headings under which characteristics of an ideal prospect can be categorized.
Seven Point Plan
- Physical comprise: Health, physique, look, bearing and speech
- Attainments: Education, qualifications, experience
- General intelligence: Fundamental intellectual capacity
- Special aptitudes: 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 situations, professions of family.
Five-fold Grading System
Impact on others: Physical make-up, appearance, speech and way
Acquired understanding or qualification: Education, employment training, work experience
Innate abilities: Natural quickness of understanding and ability for learning
Motivation: The type of objectives set by the individual, his or her consistency and decision in following them up, and success in accomplishing them
Adjustment: Emotional stability, capability to stand tension and capability to get on with people.
Attracting Candidates
Attracting candidates is primarily a matter of identifying, evaluating and utilizing the most suitable sources of candidates. However, where appropriate sources of recruitment are not there, then the analysis of elements contributing to the recruitment in an organization requirement to be analyzed. Various elements to be taken under consideration 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 factors
- Supply and demand elements
- Employment rate
- Labour market condition
- Political, Legal & Govt. elements
- Information System
Recruitment needs to be rapid, however a careful procedure. A wrong move can have a disastrous effect on the undertaking. A couple of steps can be taken to reduce 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 Human Resources Tutorial
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