What is Recruitment?
Recruitment is the process of drawing in and identifying a swimming 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
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 essential properties of a company. The success or failure of an organization is mainly depending on the quality of individuals working therein. Without favorable and imaginative contributions from people, companies can not progress and succeed.
In order to accomplish the objectives or carry out the activities of a company, for that reason, we require to recruit people with requisite skills, credentials and experience. While doing so, we have to keep the present along with the future requirements of the organization in mind.
Organizations need to hire people with requisite skills, certifications and experience if they need to endure and flourish in an extremely competitive environment.
Recruitment Definition
According to Edwin B Flippo, "Recruitment is the procedure of looking for prospective employees and promoting them to get jobs in the organization".
DeCenzo and Robbins specify it as "Recruitment is the procedure of discovering potential prospects for actual or expected 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 matching procedure and the capacities and inclinations of the prospects need to be matched against the demand and rewards fundamental in a given task or profession 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 design is the most important part of the recruitment procedure. The job style is a phase about the style of the job profile and a clear contract in between the line supervisor and the HRM Function.
The Job Design has to do with the contract about the profile of the ideal task prospect and the arrangement about the abilities and competencies, which are vital. The info collected can be used throughout other steps of the recruitment process to speed it up.
Opening Job Position
The Opening of the Job Position is usually the job of the HR Recruiter. Skilled and knowledgeable HR Recruiter need to decide about the best mix of recruitment sources to find the very best prospects for the job position. This is another key step in the recruitment procedure.
Collecting and Presenting Job Resumes
The next action is gathering of job resumes and their pre-selection. This step in the recruitment process is very crucial today as many organizations lose a lot of time in this step.
Today, the company can not wait with the pre-selection of the task resumes. Generally, this should be the last step done purely by the HRM Function.
Job Interviews
The task interviews are the main step in the recruitment process, which need to be clearly developed and concurred in between HRM and line management.
The task interview need to find the task candidate, who meets the requirements and fits finest the corporate culture and the department.
Job Offer
The task deal 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 task interviews gets the deal from the organization to sign up with.
Recruitment Techniques
Recruitment techniques are the ways or media by which management contacts prospective employees or supply required info or exchange ideas or stimulate them to obtain jobs.
Recruitment strategies are:
Internal Methods: They are for hiring internal prospects. These include methods like:
( a) Promotion & Transfers
( b) Job Posting
( c) Employee Referrals
Direct Methods: These consist of sending taking a trip employers to educational and expert organizations and employees' contacts with the general public.
( a) Campus Recruitment
Nature of Recruitment
Recruitment includes the following features:
- Recruitment is the very first step of appointment.
- It is a continuous process.
- It is a process of identifying sources of human force, bring in and encouraging them to apply for tasks in companies.
- It is an advancement workforce or to work 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 employees will be readily available.
- Developing ideal strategies to draw in the preferable candidate.
- Employing the technique to draw in staff members.
- Stimulating as many candidates as possible and asking to make an application for jobs irrespective of the number of prospects 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 means searching for sources of labor and promoting people to get tasks, whereas selection implies selecting of best sort of people for numerous tasks.
- Recruitment is a positive process whereas choice is an unfavorable procedure.
- It produces a big pool of applicants whereas choice causes a screening of inappropriate prospects.
- Recruitment is a basic process, it includes contracting the different sources of labor whereas choice is a complex and time-consuming procedure. The candidate needs to clear a variety of hurdles before they are chosen for a job.
Sources of Recruitment
A source from where candidates are identified, attracted 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 consists of recruiting, establishing and promoting the staff members from within the organization. Internal recruitments are cost-efficient, more trusted as the organization knows the candidate's skillset and understanding and it likewise inspires the employees and increases their dedication towards the company. Internal sourcing can be done in the following ways:
Transfers
An employee might be shifted from one job to another internally usually of the exact same level. The roles and duties of the staff members may change however not always the wage. This assists the staff members to get inspired and attempt something brand-new, assists them break the uniformity of the old job and encourages them to grow by acquiring more knowledge.
Promotions
As recognition of their efficiency and experience the workers 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 assists the employee to grow vertically in the organization. It refrains him from leaving the company for greener pastures.
Retired and Retrenched Employees
Retired and retrenched employees might also be recruited back in case there is high need and shortage of supply in the market or there is sudden boost in work load. These workers are currently conscious of the processes, treatments and culture of the company hence they show to be cost efficient.
In this case each worker of the company functions as an employer. The workers are encouraged to suggest the names of their good friends or loved ones operating in other companies. For this they are even rewarded monetarily.
The advantage of worker referral is that the prospective candidate gets first hand info about the job and organization culture from the currently working worker. 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 suggest those who are highly motivated and qualified.
Job Postings
The Company posts the current and expected vacancy on bulletin board system, electronic media and similar typical websites. This provides an opportunity to the employees to carry out profession shift and assist them grow within the business.
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 used a job in case of any vacancy.
Advantage of Internal Sourcing
- Internal recruitment is less time consuming and economical.
- It is reputable as the company knows the employee's knowledge and capability.
- There is no need of induction and training as the employee is currently knowledgeable about the processes, treatments and job culture of the company.
- It increases the motivation level of the workers as they look forward to getting a greater task in the company rather of searching for greener pastures outside.
- It increases the spirits of the workers, improves their relations with the organization and minimizes employee turnover.
- It develops the spirit of commitment in the employees, makes sure connection of work and organizational stability.
Disadvantage of Internal Sourcing
- Internal sourcing avoids new members, originality and innovative concepts from entering the company.
- The scope is limited as not all the jobs can be filled by the limited pool of talent available in the company.
- The position of the person who is moved or promoted falls vacant.
- It can develop dissatisfaction among the remainder of the staff members as there can be predisposition or partiality in promoting a staff member in the company.
External Sources
New prospects are hired from outside the company by various means and techniques. It is more frequently utilized than internal sources. External recruitments are helpful in acquiring skills that are not had by the present staff members; it also helps to bring onboard staff members from various backgrounds that get a diversity of concepts on the table.
Campus Recruitments
When companies remain in search of fresh skills and are focusing on understanding, communication skill and skill than experience, they approach management colleges, technical institutes etc. The company makes a discussion about its organization in order to draw in the students.
Whoever discovers it matching with their career plans looks for the task. These applicants are then made to go through series of choice procedures like analytical and psychological tests, group conversations, interviews etc before the last selection is done.
Management Consultants
Management specialists act as representatives of the company. They carry out the recruitment function on behalf of the client business by charging them costs or job commissions. These specialists have the ability to tailor their services according to the specific requirements of the clients thus alleviating the line managers from their recruitment function.
Advertisements
This media of recruitment is popular and frequently used as it reaches out a wide variety of people. It can likewise be targeted at a specific group or a specific geographic area by choosing a specific newspaper, radio channel and so on e.g Business journal.
In specific ads company name, job description and income packages are mentioned. There are blind ads too where no recognition of the company is provided. These ads are published mostly when the company desires to fill an internal vacancy or preparing to displace an existing employee.
Trade Associations
There are associations that create a database of job hunters and offer it to its members during local or nationwide conventions. They likewise release classified ads for employers interested in recruiting their members.
Walk in Interview
Another upcoming method of recruitment is walk-in interviews. There is no time at all and conference schedule for each person. An advertisement regarding the time and the place of the interview is given up the newspaper. The prospects are required to bring their CVs and directly stand for the interview. It is a really typical mode of recruitment amongst BPOs and call centres.
Job Fairs
Job fairs are an effective method of connecting with prospective employees 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 sent by the prospects.
Employers can spot the ideal candidates, likewise the applicants can apply in many companies together, any place they feel the offer is finest and fits their interest.
Advantage of External Sourcing
- New and young blood gets in the organization, which have ingenious ideas, new methods that can help to stimulate the existing staff members.
- It offers a larger swimming pool for selection. Companies can pick up candidates with requisite certification.
- It creates a competitive environment as it assists the existing workers to work harder in order to match the standard that the new workers bring in.
- It leads to long term benefits to the company. Talented swimming pools of individuals bring in addition to them new methods of working and brand-new techniques to scenarios that assists the company to remain informed with the competitive world outside.
Disadvantage of External Sourcing
- It is a time consuming procedure as it involves bring in the right prospects, evaluating them, going through a series of tests and interviews etc. When ideal candidates are not offered this process has to be repeated again and again.
- This process proves to be very expensive for the company as the companies need to resort to ads, hiring specialists etc for bring in the right pool of skill.
- It can lower the spirits and demotivate the existing staff members as they can feel that their services have not been acknowledged.
- It is less reliable than internal sourcing. Since the organizations employ candidates on the basis of their resumes, tests, interviews and so on they might not turn out to be as anticipated. It may end up hiring somebody who ends up being a misfit and might not be able to adjust in the new established.
Alternatives to Recruitment
Recruitment and selection 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-term stages of high market demand for firm's products, companies might turn to options to recruitment that are stated below:
Overtime.
Temporary Employees.
Sub-contracting.
Employee Leasing.
Outsourcing.
Overtime
In order to satisfy the additional demand of the company's items which result in excess work load, some employees are asked to work overtime under some terms. Overtime is the amount of time that somebody works beyond the working hours.
In such a case worker gets extra salaries as per the agreement signed in between the employee and the company. The downside is that the staff member may not work to his full capacity throughout the day in order to earn overtime.
Temporary Employees
A temporary employee is appointed for a period that does not last for long. It is to fill a short-term position which is arranged to be terminated within one or more years for reasons as the conclusion of a particular task or peak workload.
This helps the company in preventing expenditures of recruitment, conserves time involved, and assist avoid the unfavorable effect of labor turnover etc. However momentary workers might not be extremely loyal to the company, their inexperience might impact the work output and they tend to take time to change.
Sub-contracting
To finish a particular job or fulfill an abrupt temporary increase in the demand of the business's items, the company might turn to subcontracting. It is the practice of appointing part of the responsibilities, jobs and obligations to another celebration under an agreement referred to as subcontractor.
Hiring an outside expert agency to undertake part of the work leads to mutual benefits in such cases as the company would like to broaden by itself only when the increased need lasts for a specified amount of time.
Employee Leasing
An employee leasing company specializes in recruitment, training, personnel management, payroll accounting and threat administration. The leasing company likewise takes care of the work supervision, daily duties and other regular elements of work.
For example a nursing services firm employs lots of nurses and offers them to health centers on an agreement basis. It provides a benefit to the company to change its staff members without real layoffs.
Outsourcing
Under contracting out a service process is contracted out to a third celebration, the reason behind outsourcing are many. It decreases the requirement to hire and train specialized staff as it is sourced out to somebody focusing on that location having the resources and competence that leads to competitive supremacy with time.
It likewise assists to decrease capital and operating costs and assists avoid troublesome regulations, high taxes, job labour union agreements etc.
Role Profiles for Recruitment Purposes
Role profiles, specify the general function of the function, its reporting relationships and essential outcome locations. They might also include the list of competencies required. They may be technical (abilities and knowledge needed to do a specific task) and behavioral proficiencies connected to the function.
The profile likewise consists of the terms and conditions (pay, advantages, hours of work, mobility, travelling, transfers, training, advancement and career chances). The recruitment role provides the basis for person specification.
Person Specifications
A person spec likewise understood as recruitment, task or personnel requirements is the essential component on which the choice procedure is based. It is the sum total of education, training, experience, qualification an individual has to perform the job designated to him.
When the task requirement have been defined, they must be classifications under appropriate heads. The standard categories consist of credentials, technical and behavioural proficiencies.
There are likewise a variety of traditional schemes. The most popular consist of the seven-point plan developed by Alec Rodgers in 1952 and the five-point grading system developed by Munro Fraser in 1954. These provide particular headings under which characteristics of an ideal candidate can be classified.
Seven Point Plan
- Physical comprise: Health, physique, look, bearing and speech
- Attainments: Education, credentials, experience
- General intelligence: Fundamental intellectual capability
- 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 family.
Five-fold Grading System
Impact on others: Physical cosmetics, appearance, speech and way
Acquired knowledge or certification: Education, occupation training, work experience
Innate capabilities: Natural speed of understanding and ability for learning
Motivation: The kind of objectives set by the person, his/her consistency and determination in following them up, and success in achieving them
Adjustment: Emotional stability, ability to stand up stress and ability to get on with individuals.
Attracting Candidates
Attracting candidates is primarily a matter of determining, examining and using the most proper sources of candidates. However, where ideal sources of recruitment are not there, then the analysis of elements contributing to the recruitment in a company requirement to be examined. Various factors to be taken under consideration are as follows:
Internal Factors
- Company's pay package
- Quality of Work Life
- Organizational culture
- Career planning & growth
- Company's size
- Company's products/services
- Company's growth rate
- Role of trade union
- Cost of recruitment
- Company's name & popularity
External Factors
1. Socio-economic elements
- Supply and demand elements
- Employment rate
- Labour market condition
- Political, Legal & Govt. factors
- Information System
Recruitment needs to be speedy, but a mindful process. An incorrect move can have a disastrous effect on the undertaking. A few measures can be required to lower the unfavorable effect. 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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Employee Induction
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