What is Recruitment?

Recruitment is the procedure of attracting and recognizing a swimming pool of prospects, from which some will be chosen 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

Human resources are the most important assets of a company. The success or failure of an organization is largely based on the caliber of individuals working therein. Without positive and imaginative contributions from people, organizations can not progress and succeed.

In order to accomplish the objectives or carry out the activities of a company, therefore, we need to hire individuals with requisite skills, certifications and experience. While doing so, we have to keep the present in addition to the future requirements of the organization in mind.

Organizations need to recruit people with requisite skills, qualifications and experience if they have to make it through and flourish 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 tasks in the organization”.

DeCenzo and Robbins specify it as “Recruitment is the process of discovering possible candidates for real or awaited organizational jobs. Or from another viewpoint, it is a linking activity-bringing together those with tasks to fill and those looking for tasks.”

According to Plumbley, “Recruitment is a coordinating process and the capacities and dispositions of the candidates have to be matched against the need and rewards fundamental in a given task or profession 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 vital part of the recruitment process. The job style is a stage about the design of the task profile and a clear arrangement in between the line manager and the HRM Function.

The Job Design is about the contract about the profile of the perfect job candidate and the agreement about the abilities and proficiencies, which are important. The information collected can be used during 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 best mix of recruitment sources to find the best prospects for the job position. This is another essential action in the recruitment procedure.

Collecting and Presenting Job Resumes

The next step is collecting of task resumes and their pre-selection. This action in the recruitment procedure is extremely crucial today as lots of 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 need to be the last action done purely by the HRM Function.

Job Interviews

The job interviews are the primary action in the recruitment process, which must be plainly designed and concurred in between HRM and line management.

The task interview ought to find the task candidate, who satisfies the requirements and fits finest the corporate culture and the department.

Job Offer

The job offer is the last action of the recruitment procedure, which is done by the HRM Function, it completes all the other actions and the winner of the task interviews gets the deal from the company to sign up with.

Recruitment Techniques

Recruitment strategies are the means or media by which management contacts potential workers or supply necessary information or exchange concepts or promote them to get tasks.

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 recruiters to academic and professional institutions and employees’ contacts with the general public.

( a) Campus Recruitment
Nature of Recruitment

Recruitment includes the following functions:

– Recruitment is the very first action of visit.

– It is a constant procedure.

– It is a procedure of recognizing sources of human force, drawing in and encouraging them to get jobs in companies.

– It is a development manpower or to work at the last phase.

– It is a positive procedure.

– It fulfills needs, both today, and the future.

Purpose of Recruitment

– Discovering and developing the source here required number and type of staff members will be available.

– Developing suitable strategies to bring in the desirable candidate.

– Employing the technique to draw in staff members.

– Stimulating as lots of prospects as possible and asking them to make an application for tasks regardless of the number of candidates required in order to increase the choice ratio (i.e., number of application per one job vacancy) due to lower yield ratio.

Difference Between Recruitment and Selection

– Recruitment indicates looking for sources of labor and promoting people to request jobs, whereas choice implies picking of ideal sort of people for different jobs.

– Recruitment is a positive procedure whereas choice is a negative procedure.

– It develops a big pool of candidates whereas choice causes a screening of inappropriate prospects.

– Recruitment is a basic procedure, it involves contracting the various sources of labor whereas selection is a complex and time-consuming process. The candidate needs to clear a variety of obstacles before they are picked for a task.

Sources of Recruitment

A source from where prospects are determined, attracted and chose can be categorized into 2: job 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 consists of recruiting, establishing and promoting the staff members from within the company. Internal recruitments are cost-efficient, more dependable as the company understands the prospect’s skillset and knowledge and it also motivates the staff members and increases their dedication towards the organization. Internal sourcing can be done in the following ways:

Transfers

A worker might be shifted from one task to another internally generally of the same level. The functions and duties of the staff members may alter but not necessarily the wage. This helps the employees to get inspired and attempt something new, assists them break the dullness of the old job and motivates them to grow by getting more understanding.

Promotions

As acknowledgment of their effectiveness and experience the staff members are moved from a position to a higher position. There is a change in their responsibilities and duties accompanied with a modification in wage and status. It assists the employee to grow vertically in the organization. It refrains him from leaving the business for greener pastures.

Retired and Retrenched Employees

Retired and retrenched employees might likewise be recruited back in case there is high demand and shortage of supply in the market or there is abrupt boost in workload. These staff members are already mindful of the procedures, procedures and culture of the organization thus they show to be cost effective.

Employee Referrals

In this case each worker of the company functions as an employer. The workers are motivated to recommend the names of their pals or loved ones working in other organizations. For this they are even rewarded monetarily.

The benefit of employee recommendation is that the possible prospect gets first hand info about the task and company culture from the already working worker. Since he knows what he is entering into he is expected to stay longer in the company. Also considering that the trustworthiness of those who advise is at stake, they tend to suggest those who are extremely motivated and proficient.

Job Postings

The Company posts the existing and anticipated vacancy on bulletin board system, electronic media and similar typical portals. This gives a chance to the workers to undertake career shift and help them grow within the business.

Deceased and Disabled Employees

In order to make the households of the departed and disabled workers self-dependent their relatives or dependents may be provided a job in case of any vacancy.

Advantage of Internal Sourcing

– Internal recruitment is less time consuming and cost-effective.

– It is trustworthy as the company understands the worker’s understanding and ability.

– There is no requirement of induction and training as the worker is currently knowledgeable about the processes, procedures and culture of the company.

– It increases the motivation level of the staff members as they look forward to getting a higher task in the company instead of searching for greener pastures outside.

– It improves the spirits of the staff members, enhances their relations with the organization and reduces employee turnover.

– It develops the spirit of commitment in the staff members, makes sure connection of employment and organizational stability.

Disadvantage of Internal Sourcing

– Internal sourcing prevents new members, creativity and ingenious ideas from going into the company.

– The scope is restricted as not all the vacancies can be filled by the restricted pool of talent available in the organization.

– The position of the person who is transferred or promoted falls vacant.

– It can develop frustration amongst the remainder of the staff members 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 various means and techniques. It is more commonly utilized than internal sources. External recruitments are valuable in obtaining abilities that are not had by the current workers; it also assists to bring onboard employees from various backgrounds that get a variety of concepts on the table.

Campus Recruitments

When companies are in search of fresh talents and are concentrating on knowledge, interaction ability and skill than experience, they approach management colleges, technical institutes etc. The business makes a presentation about its company in order to bring in the students.

Whoever discovers it matching with their career strategies looks for the job. These candidates are then made to go through series of selection procedures like analytical and mental tests, group discussions, interviews and so on before the final selection is done.

Management Consultants

serve as representatives of the employer. They perform the recruitment function on behalf of the customer business by charging them charges or commissions. These specialists have the ability to tailor their services according to the specific requirements of the clients hence easing the line managers from their recruitment function.

Advertisements

This media of recruitment is extremely popular and job commonly used as it connects a vast array of people. It can also be targeted at a particular group or a particular geographical location by choosing a specific newspaper, radio channel and so on e.g Business journal.

In specific advertisements company name, task description and income bundles are discussed. There are blind advertisements also where no recognition of the company is provided. These advertisements are published primarily when the company wishes to fill an internal job or preparing to displace an existing employee.

Trade Associations

There are associations that create a database of job seekers and offer it to its members during local or national conventions. They also publish classified advertisements for companies interested in 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 person. An ad relating to the time and the area 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 common mode of recruitment among BPOs and call centres.

Job Fairs

Job fairs are an effective way of connecting with prospective workers and candidates. There are HR hiring supervisors of numerous companies under one roofing system. Information and business cards can be exchanged and resumes can be submitted by the prospects.

Employers can spot the ideal candidates, job similarly the candidates can apply in lots of companies together, any place they feel the offer is finest and matches their interest.

Advantage of External Sourcing

– New and young blood goes into the organization, which have innovative ideas, new techniques that can assist to stimulate the existing employees.

– It uses a wider swimming pool for selection. Companies can select up prospects with requisite certification.

– It develops a competitive environment as it helps the existing workers to work harder in order to match the requirement that the brand-new workers generate.

– It causes long term advantages to the organization. Talented swimming pools of individuals bring along with them new methods of working and brand-new techniques to scenarios that helps the company to remain abreast with the competitive world outside.

Disadvantage of External Sourcing

– It is a time consuming procedure as it involves attracting the ideal prospects, screening them, going through a series of tests and interviews and so on. When suitable candidates are not available this process has actually to be repeated once again and again.

– This procedure proves to be really expensive for the organization as the business have to turn to ads, employing specialists etc for drawing in the right pool of talent.

– It can decrease the spirits and job demotivate the existing staff members as they can feel that their services have not been recognized.

– It is less trusted 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 expected. It may end up working with somebody who winds up being a misfit and may not be able to adjust in the brand-new set up.

Alternatives to Recruitment

Recruitment and choice is an expensive and time-consuming process. Moreover, it gets onboard irreversible employees which are hard to be separated in case they do not carry out based on the requirement or if there is overstaffing due to less work due to market demand fluctuations.

Hence to battle back the temporary stages of high market demand for firm’s products, business may turn to alternatives to recruitment that are specified listed below:

Overtime.
Temporary Employees.
Sub-contracting.
Employee Leasing.
Outsourcing.
Overtime

In order to meet the extra demand of the company’s items which cause excess workload, some workers are asked to work overtime under some terms. Overtime is the quantity of time that someone works beyond the working hours.

In such a case employee gets additional wages based on the agreement signed between the employee and the employer. The downside is that the employee might not work to his complete potential during the day in order to make overtime.

Temporary Employees

A short-lived staff member is selected for a period that does not last for long. It is to fill a brief term position which is scheduled to be ended within one or more years for reasons as the conclusion of a particular job or peak workload.

This helps the business in preventing costs of recruitment, conserves time involved, and help avoid the negative effect of labor turnover etc. However momentary employees may not be extremely loyal to the business, their inexperience may impact the work output and they tend to require time to adjust.

Sub-contracting

To finish a specific job or satisfy a sudden momentary boost in the demand of the business’s products, the company might turn to subcontracting. It is the practice of designating part of the obligations, jobs and responsibilities to another celebration under a contract referred to as subcontractor.

Hiring an outdoors expert company to carry out part of the work leads to mutual benefits in such cases as the company wish to expand by itself only when the increased demand lasts for a specified amount of time.

Employee Leasing

A worker leasing firm concentrates on recruitment, training, personnel management, payroll accounting and danger administration. The leasing company also takes care of the work supervision, daily tasks and other routine aspects of work.

For instance a nursing services firm hires lots of nurses and offers them to health centers on an agreement basis. It supplies an advantage to the company to change its employees without real layoffs.

Outsourcing

Under contracting out a company procedure is contracted out to a third party, the factor behind outsourcing are lots of. It decreases the need to employ and train specialized personnel as it is sourced out to someone focusing on that area possessing the resources and knowledge that results in competitive supremacy in time.

It also helps to minimize capital and operating costs and job helps prevent difficult regulations, high taxes, labour union contracts etc.

Role Profiles for Recruitment Purposes

Role profiles, define the general purpose of the function, its reporting relationships and essential result areas. They may also include the list of proficiencies required. They might be technical (skills and understanding needed to do a particular job) and behavioral competencies attached to the role.

The profile likewise includes the conditions (pay, advantages, hours of work, movement, taking a trip, transfers, training, development and profession opportunities). The recruitment function offers the basis for individual specification.

Person Specifications

A person requirements also known as recruitment, job or workers spec is the essential component on which the selection treatment is based. It is the amount overall of education, training, experience, credentials a person has to perform the task designated to him.

When the job requirement have been specified, they should be classifications under suitable heads. The basic categories consist of qualification, technical and behavioural proficiencies.

There are also a number of traditional schemes. The most popular consist of the seven-point plan developed by Alec Rodgers in 1952 and the five-point grading system established by Munro Fraser in 1954. These give certain headings under which qualities of an ideal candidate can be categorized.

Seven Point Plan

– Physical comprise: Health, body, look, bearing and speech

– Attainments: Education, credentials, 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, impact over others, steadiness, job dependability, selfreliance

– Circumstances: Domestic circumstances, professions of family.

Five-fold Grading System

Impact on others: Physical cosmetics, appearance, speech and manner

Acquired understanding or credentials: Education, vocational training, work experience

Innate capabilities: Natural quickness of understanding and aptitude for discovering

Motivation: The type of goals set by the person, his or her consistency and determination in following them up, and success in achieving them

Adjustment: Emotional stability, ability to stand stress and capability to proceed with individuals.

Attracting Candidates

Attracting candidates is primarily a matter of recognizing, job evaluating and using the most suitable sources of applicants. However, where suitable sources of recruitment are not there, then the analysis of aspects adding to the recruitment in a company need to be analyzed. Various aspects to be taken under factor to consider are as follows:

Internal Factors

– Company’s pay package
– 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 factors
2. Supply and demand elements
3. Employment rate
4. Labour market condition
5. Political, Legal & Govt. aspects
6. Information System

Recruitment needs to be rapid, however a cautious process. An incorrect relocation can have a disastrous influence on the endeavor. A few steps 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 Candidate Pool
Recruitment Policy
Internal and External Sources
Human Resources Tutorial

( Click on Topic to Read)

Personnel Management

Personnel Planning

Employee Induction

Types of Training

Importance of Training

Training Process

Human Resource Accounting

Methods of Human Resource Accounting

HR Audit

How to Create Training Program
What is Motivation?

Performance Appraisal

Performance Appraisal Process

Performance Appraisal Problems

Management by Objectives

360 Degree Performance Appraisal

What is Compensation?

Employee Discipline

What is Employee Grievance?

What is Collective Bargaining?

What is HRIS?

Competency Based Training
Human Resource Planning

Human Resource Planning Process

Personnel Demand Forecasting

What is Personnel Development?

Methods of Performance Appraisal
What is Job Analysis?

What is Job Design?

Recruitment Meaning

Effective Recruiting

Selection Process

What is Employee Induction?
International Human Resource 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 Human Resource Development

Steps for Designing HRD Intervention

Employee Orientation

Employee Socialization

Realistic Job Review

360 Degree Assessment
Employee Assistance Program

What is Coaching?

What is Mentoring?

Leadership Development

Management Development

Organisational Development

What is Planned Change

Kinds Of OD Interventions
What is Performance Management?

Performance Management System

Performance Planning

Competency Mapping

What is Performance Appraisal?

Employee Performance Monitoring
Performance Counselling

Performance Management and Reward

Ethics in Performance Management

Role of HR Professionals in Performance Management

What is Group?

Group Dynamics

Organisational Culture

Group Decision Making

Group Conflict

Diversity in the Workplace

Management Topics

What is Management?

Who Is a Supervisor?

Marketing CIs Management an Art or Science

Classical Management Approach

Planning in Management

Decision Making in Management

Organising in Management

What is Organisation Structure?

What is Departmentation?

What is Span of Control?

What is Authority?

What is Staffing?

What is Human Resource Planning?

What is Job Analysis?

What is Recruitment?

Modern and Others Schools of Management Thought

What is Selection?

What is Coordination?

What is Controlling?

What is Leadership?

What is Organisational Change?

Motivation in Management

Motivation Theories

Maslow’s Hierarchy of Needs

Herzberg Two Factor Theory

Mcclelland’s Needs Theory of Motivation

Go On, Share & Help your Friend

Did we miss out on something in BCOM/BBA Study Material or You desire something More? Come on! Tell us what you consider our post on What is Recruitment in the remarks section and Share this post with your good friends.