What is Recruitment?
Recruitment is the procedure of and determining a pool of prospects, from which some will be selected 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 properties of an organization. The success or failure of a company is largely dependent on the quality of the individuals working therein. Without positive and imaginative contributions from people, companies can not advance and flourish.
In order to achieve the objectives or carry out the activities of an organization, therefore, we require to hire individuals with requisite abilities, credentials 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, qualifications and experience if they have to endure and flourish in a highly competitive environment.
Recruitment Definition
According to Edwin B Flippo, "Recruitment is the process of searching for prospective employees and promoting them to make an application for tasks in the company".
DeCenzo and Robbins define it as "Recruitment is the process of discovering possible candidates for actual or awaited 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 procedure and the capabilities and dispositions of the candidates need to be matched against the demand and rewards fundamental in a provided task or career pattern."
Recruitment Process
The major steps of the recruitment procedure are mentioned as:
Job Design
Opening Job Position
Collecting and Presenting Job Resumes
Job Interviews
Job Offer
Job Design
Job style is the most important part of the recruitment procedure. The task design is a phase about the design of the task profile and a clear arrangement between the line supervisor and the HRM Function.
The Job Design has to do with the arrangement about the profile of the ideal job candidate and the agreement about the skills and proficiencies, which are necessary. The information 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 normally the task of the HR Recruiter. Skilled and knowledgeable HR Recruiter need to decide about the best mix of recruitment sources to discover the best candidates for the job position. This is another crucial action in the recruitment procedure.
Collecting and Presenting Job Resumes
The next action is collecting of job resumes and their pre-selection. This action in the recruitment procedure is extremely essential today as many companies lose a great deal of time in this step.
Today, the organization can not wait with the pre-selection of the task resumes. Generally, this must be the last action done purely by the HRM Function.
Job Interviews
The task interviews are the primary action in the recruitment procedure, which must be plainly developed and agreed in between HRM and line management.
The job interview must find the task candidate, who meets the requirements and fits finest the business culture and the department.
Job Offer
The task deal is the last step of the recruitment process, which is done by the HRM Function, it completes all the other steps and the winner of the job interviews gets the deal from the company to sign up with.
Recruitment Techniques
Recruitment methods are the methods or media by which management contacts prospective workers or offer necessary information or exchange ideas or promote them to look for jobs.
Recruitment techniques are:
Internal Methods: They are for hiring internal candidates. These include methods like:
( a) Promotion & Transfers
( b) Job Posting
( c) Employee Referrals
Direct Methods: These consist of sending out taking a trip employers to instructional and expert organizations and staff members' contacts with the public.
( a) Campus Recruitment
Nature of Recruitment
Recruitment includes the following features:
- Recruitment is the primary step of appointment.
- It is a continuous process.
- It is a process of determining sources of human force, bring in and inspiring them to request tasks in organizations.
- It is an advancement manpower or to work at the last stage.
- It is a positive procedure.
- It fulfills needs, both the present, and the future.
Purpose of Recruitment
- Learning and developing the source here required number and sort of employees will be available.
- Developing appropriate methods to attract the desirable prospect.
- Employing the strategy to attract workers.
- Stimulating as lots of candidates as possible and asking to request tasks regardless of the variety of candidates required 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 means looking for sources of labor and promoting people to get tasks, whereas selection means selecting of right sort of individuals for different jobs.
- Recruitment is a positive process whereas selection is an unfavorable process.
- It develops a big swimming pool of candidates whereas selection leads to a screening of inappropriate prospects.
- Recruitment is an easy process, it includes contracting the numerous sources of labor whereas choice is a complex and lengthy procedure. The candidate has to clear a number of hurdles before they are picked for a job.
Sources of Recruitment
A source from where prospects are identified, attracted and chose 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, tuttocamere.it developing and promoting the employees from within the organization. Internal recruitments are cost-efficient, more trustworthy as the company understands the prospect's skillset and knowledge and it likewise encourages the employees and increases their dedication towards the organization. Internal sourcing can be carried out in the following ways:
Transfers
A staff member may be moved from one job to another internally normally of the same level. The roles and obligations of the workers might change but not necessarily the income. This assists the employees to get motivated and try something new, helps them break the uniformity of the old task and motivates them to grow by getting more understanding.
Promotions
As acknowledgment of their performance and experience the staff members are moved from a position to a higher position. There is a change in their tasks and duties accompanied with a modification in salary 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 staff members might likewise be hired back in case there is high demand and lack of supply in the industry or there is abrupt increase in workload. These employees are currently mindful of the processes, procedures and culture of the organization thus they show to be cost effective.
Employee Referrals
In this case each employee of the company serves as a recruiter. The staff members are encouraged to recommend the names of their pals or relatives operating in other companies. For this they are even rewarded monetarily.
The advantage of staff member referral is that the possible candidate gets first hand information about the task and organization culture from the currently working employee. Since he knows what he is entering into he is expected to stay longer in the organization. Also considering that the reliability of those who recommend is at stake, they tend to advise those who are extremely encouraged and proficient.
Job Postings
The Company posts the present and expected job on bulletin boards, electronic media and similar common websites. This offers an opportunity to the workers to undertake profession shift and help them grow within the business.
Deceased and Disabled Employees
In order to make the households of the deceased and disabled workers self-sufficient their family members or dependents might be offered a job in case of any job.
Advantage of Internal Sourcing
- Internal recruitment is less time consuming and economical.
- It is dependable as the organization understands the worker's understanding and capability.
- There is no need of induction and training as the worker is currently familiar with the processes, treatments and culture of the company.
- It increases the inspiration level of the staff members as they eagerly anticipate getting a greater task in the company instead of trying to find greener pastures outside.
- It enhances the morale of the staff members, improves their relations with the organization and minimizes employee turnover.
- It develops the spirit of commitment in the staff members, makes sure continuity of employment and organizational stability.
Disadvantage of Internal Sourcing
- Internal sourcing prevents new members, creativity and ingenious ideas from entering the organization.
- The scope is limited as not all the vacancies can be filled by the limited pool of talent offered in the organization.
- The position of the person who is transferred or promoted falls vacant.
- It can develop frustration among the rest of the employees as there can be bias or partiality in promoting an employee in the company.
External Sources
New prospects are recruited from outside the company by different ways and approaches. It is more commonly used than internal sources. External recruitments are helpful in obtaining skills that are not had by the existing staff members; it likewise helps to bring onboard workers from various backgrounds that get a diversity of concepts on the table.
Campus Recruitments
When companies are in search of fresh skills and are focusing on understanding, interaction ability and talent than experience, they approach management colleges, technical institutes etc. The business makes a discussion about its company in order to bring in the students.
Whoever discovers it matching with their profession plans makes an application for the task. These applicants are then made to go through series of selection procedures like analytical and psychological tests, group conversations, interviews and so on before the final choice is done.
Management Consultants
Management consultants function as representatives of the company. They carry out the recruitment function on behalf of the customer business by charging them charges or commissions. These experts have the ability to tailor their services according to the specific needs of the customers hence eliminating the line managers from their recruitment function.
Advertisements
This media of recruitment is preferred and frequently used as it connects a large range of individuals. It can also be targeted at a specific group or a specific geographic location by choosing a particular newspaper, radio channel etc e.g Business journal.
In certain advertisements company name, job description and salary plans are discussed. There are blind ads as well where no identification of the company is provided. These advertisements are published primarily when the organization wishes to fill an internal vacancy or planning to displace an existing worker.
Trade Associations
There are associations that create a database of job candidates and offer it to its members throughout regional or national conventions. They likewise publish 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 and conference schedule for each person. An advertisement regarding the time and the area of the interview is given in the newspaper. The prospects are needed to bring 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 a reliable way of getting in touch with prospective staff members and candidates. There are HR hiring supervisors of numerous business under one roofing system. Information and company cards can be exchanged and resumes can be submitted by the prospects.
Employers can find the best candidates, likewise the applicants can apply in many companies together, anywhere they feel the deal is finest and matches their interest.
Advantage of External Sourcing
- New and young blood gets in the organization, which have ingenious ideas, new approaches that can help to stir up the existing workers.
- It offers a wider swimming pool for selection. Companies can get prospects with requisite certification.
- It develops a competitive environment as it helps the existing employees to work harder in order to match the standard that the brand-new staff members bring in.
- It leads to long term advantages to the organization. Talented pools of individuals bring along with them new methods of working and new approaches to situations that helps the company to remain informed with the competitive world outside.
Disadvantage of External Sourcing
- It is a time consuming process as it includes bring in the best candidates, evaluating them, going through a series of tests and interviews etc. When suitable candidates are not readily available this process needs to be duplicated once again and once again.
- This procedure proves to be extremely expensive for the company as the companies need to turn to advertisements, hiring consultants and so on for attracting the right swimming pool of talent.
- It can lower the morale and demotivate the existing staff members as they can feel that their services have not been acknowledged.
- It is less reputable than internal sourcing. Since the companies work with prospects on the basis of their resumes, tests, interviews etc they may not turn out to be as expected. It might wind up employing someone who winds up being a misfit and might not be able to change 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 difficult to be separated in case they do not perform according to the requirement or if there is overstaffing due to less work due to market need variations.
Hence to combat back the short-term phases of high market need for company's items, business might turn to alternatives to recruitment that are stated below:
Overtime.
Temporary Employees.
Sub-contracting.
Employee Leasing.
Outsourcing.
Overtime
In order to satisfy the extra need of the company's items which cause excess work load, 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 wages as per the contract signed between the employee and the company. The disadvantage is that the employee might not work to his complete capacity throughout the day in order to earn overtime.
Temporary Employees
A momentary staff member is appointed for a duration that does not last for long. It is to fill a short-term position which is scheduled to be terminated within several years for reasons as the completion of a specific job or peak workload.
This helps the company in avoiding costs of recruitment, conserves time involved, and help avoid the unfavorable impact of labor turnover etc. However short-lived employees might not be really loyal to the business, their inexperience might impact the work output and they tend to take time to change.
Sub-contracting
To finish a specific project or fulfill a sudden temporary increase in the need of the business's items, the business may resort to subcontracting. It is the practice of appointing part of the commitments, tasks and obligations to another party under an agreement known as subcontractor.
Hiring an outdoors expert agency to carry out part of the work causes shared benefits in such cases as the company wish to broaden on its own only when the increased need lasts for a specified amount of time.
Employee Leasing
A worker leasing company specializes in recruitment, training, personnel management, payroll accounting and danger administration. The leasing firm also takes care of the work supervision, everyday tasks and other routine elements of work.
For instance a nursing services firm hires many nurses and supplies them to medical facilities on a contract basis. It supplies a benefit to the company to change its staff members without actual layoffs.
Outsourcing
Under outsourcing a service process is contracted out to a 3rd party, the reason behind outsourcing are lots of. It minimizes the requirement to employ and train specific staff as it is sourced out to someone focusing on that area having the resources and proficiency that results in competitive supremacy over time.
It also helps to decrease capital and business expenses and helps prevent troublesome guidelines, high taxes, labour union agreements and so on.
Role Profiles for Recruitment Purposes
Role profiles, define the general function of the role, its reporting relationships and essential outcome areas. They might also consist of the list of competencies required. They might be technical (skills and understanding required to do a specific job) and behavioral proficiencies connected to the function.
The profile also consists of the terms and conditions (pay, benefits, hours of work, movement, travelling, transfers, training, development and profession chances). The recruitment function provides the basis for person specification.
Person Specifications
A person spec also referred to as recruitment, task or personnel specification is the essential aspect on which the selection procedure is based. It is the sum total of education, training, experience, credentials an individual has to perform the task designated to him.
When the job requirement have actually been defined, they must be classifications under ideal heads. The basic classifications include qualification, technical and behavioural proficiencies.
There are also a variety of conventional plans. The most popular include the seven-point strategy developed by Alec Rodgers in 1952 and the five-point grading system developed by Munro Fraser in 1954. These offer certain headings under which characteristics of an ideal candidate can be classified.
Seven Point Plan
- Physical comprise: Health, body, look, bearing and speech
- Attainments: Education, qualifications, experience
- General intelligence: Fundamental intellectual capacity
- Special abilities: Mechanical, manual dexterity, center in usage of words or figures
- Interest: Social, intellectual, physically active, constructional
- Disposition: Acceptability, influence 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 understanding or qualification: Education, vocational training, work experience
Innate abilities: Natural quickness of comprehension and ability for discovering
Motivation: The type of goals set by the individual, his/her consistency and determination in following them up, and success in accomplishing them
Adjustment: Emotional stability, ability to stand up stress and capability to proceed with individuals.
Attracting Candidates
Attracting prospects is mostly a matter of recognizing, assessing and using the most proper sources of applicants. However, where suitable sources of recruitment are not there, then the analysis of aspects adding to the recruitment in a company requirement to be examined. Various aspects to be taken under consideration are as follows:
Internal Factors
- Company's pay plan
- Quality of Work Life
- Organizational culture
- Career preparing & growth
- Company's size
- Company's products/services
- Company's growth rate
- Role of trade union
- Cost of recruitment
- Company's name & fame
External Factors
1. Socio-economic aspects
- Supply and demand aspects
- Employment rate
- Labour market condition
- Political, Legal & Govt. elements
- Information System
Recruitment needs to be fast, but a cautious process. A wrong move can have a dreadful influence on the undertaking. A few procedures can be required to reduce the unfavorable effect. 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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