What is Recruitment?

Recruitment is the process of attracting and identifying a swimming pool of prospects, from which some will be chosen 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 properties of a company. The success or failure of a company is mostly dependent on the quality of individuals working therein. Without favorable and imaginative contributions from people, companies can not progress and prosper.

In order to attain the goals or carry out the activities of an organization, for that reason, we need to hire people with requisite abilities, credentials and experience. While doing so, referall.us we have to keep the present as well as the future requirements of the company in mind.

Organizations need to recruit individuals with requisite skills, qualifications and experience if they need to make it through and grow 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 request tasks in the company”.

DeCenzo and Robbins define it as “Recruitment is the procedure of discovering possible prospects for actual or expected organizational jobs. Or from another viewpoint, it is a linking activity-bringing together those with jobs to fill and those seeking tasks.”

According to Plumbley, “Recruitment is a coordinating procedure and the capacities and dispositions of the candidates need to be matched versus the demand and benefits intrinsic in a given task or profession pattern.”

Recruitment Process

The significant actions 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 vital part of the recruitment procedure. The task design 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 contract about the profile of the perfect job prospect and the agreement about the skills and competencies, which are important. The information collected can be utilized throughout other steps of the recruitment process to speed it up.

Opening Job Position

The Opening of the Job Position is typically the job of the HR Recruiter. Skilled and knowledgeable HR Recruiter should decide about the right mix of recruitment sources to discover the finest prospects for the task position. This is another key step in the recruitment process.

Collecting and Presenting Job Resumes

The next action is gathering of task resumes and their pre-selection. This action in the recruitment procedure is really essential today as lots of companies lose a lot of time in this step.

Today, the company can not wait with the pre-selection of the job resumes. Generally, this must be the last step done purely by the HRM Function.

Job Interviews

The job interviews are the main action in the recruitment process, which need to be plainly created and concurred between HRM and line management.

The task interview need to discover the job 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 deal from the organization to join.

Recruitment Techniques

Recruitment strategies are the ways or media by which management contacts prospective staff members or provide needed information or exchange ideas or stimulate them to look for tasks.

Recruitment techniques are:

Internal Methods: They are for recruiting internal candidates. These consist of approaches like:

( a) Promotion & Transfers
( b) Job Posting
( c) Employee Referrals

Direct Methods: These consist of sending out travelling employers to educational and professional organizations and workers’ contacts with the public.

( a) Campus Recruitment
Nature of Recruitment

Recruitment includes the following functions:

– Recruitment is the very first action 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 jobs in companies.

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

– It is a positive procedure.

– It fulfills requirements, 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 appropriate techniques to bring in the preferable prospect.

– Employing the technique to attract staff members.

– Stimulating as many prospects as possible and asking to get tasks irrespective of the variety of candidates needed in order to increase the selection ratio (i.e., number of application per one task vacancy) due to lower yield ratio.

Difference Between Recruitment and Selection

– Recruitment means looking for sources of labor and stimulating individuals to use for jobs, whereas choice implies picking of right sort of individuals for various jobs.

– Recruitment is a favorable process whereas choice is an unfavorable process.

– It creates a large pool of applicants whereas choice leads to a screening of inappropriate candidates.

– Recruitment is a basic procedure, it involves contracting the various sources of labor whereas choice is a complex and lengthy process. The candidate needs to clear a variety of difficulties before they are chosen for a job.

Sources of Recruitment

A source from where prospects are identified, attracted 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 consists of recruiting, establishing and promoting the employees from within the organization. Internal recruitments are cost-efficient, more reliable as the company knows the prospect’s skillset and knowledge and it also motivates the workers and increases their commitment towards the organization. Internal sourcing can be performed in the following ways:

Transfers

A staff member might be shifted from one task to another internally usually of the very same level. The roles and responsibilities of the employees may alter but not always the wage. This helps the workers to get encouraged and try something brand-new, helps them break the dullness of the old task and motivates them to grow by acquiring more understanding.

Promotions

As acknowledgment of their performance 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 modification in salary and status. It helps the staff member to grow vertically in the company. 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 lack of supply in the industry or there is sudden boost in work load. These employees are currently familiar with the procedures, procedures and culture of the organization hence they prove to be cost efficient.

In this case each staff member of the business serves as an employer. The employees are motivated to recommend the names of their pals or loved ones working in other companies. For this they are even rewarded monetarily.

The benefit of staff member referral is that the potential candidate gets first hand info about the task and company culture from the currently working staff member. Since he understands what he is entering into he is expected to stay longer in the organization. Also since the reliability of those who advise is at stake, they tend to recommend those who are extremely encouraged and qualified.

Job Postings

The Company posts the current and anticipated job on publication boards, electronic media and similar typical portals. This gives a chance to the employees to carry out career shift and assist them grow within the business.

Deceased and Disabled Employees

In order to make the families of the deceased and handicapped employees self-sufficient 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 reliable as the organization knows the worker’s knowledge and ability.

– There is no requirement of induction and training as the employee is already familiar with the processes, treatments and culture of the organization.

– It increases the inspiration level of the staff members as they eagerly anticipate getting a higher task in the organization rather of searching for greener pastures outside.

– It improves the morale of the workers, enhances their relations with the company and lowers staff member turnover.

– It establishes the spirit of commitment in the staff members, makes sure continuity of work and organizational stability.

Disadvantage of Internal Sourcing

– Internal sourcing prevents new blood, originality and ingenious ideas from getting in the organization.

– The scope is limited as not all the jobs can be filled by the restricted swimming pool of skill available in the organization.

– The position of the individual who is transferred or promoted falls uninhabited.

– It can develop frustration amongst the remainder of the employees as there can be predisposition or partiality in promoting an employee in the organization.

External Sources

New prospects are recruited from outside the organization by different means and approaches. It is more commonly used than internal sources. External recruitments are helpful in getting abilities that are not possessed by the existing employees; it also helps to bring onboard employees from different backgrounds that get a diversity of concepts on the table.

Campus Recruitments

When business remain in search of fresh skills and are concentrating on understanding, communication skill and talent than experience, they approach management colleges, technical institutes etc. The business makes a presentation about its organization in order to draw in the students.

Whoever discovers it matching with their profession plans gets the job. These candidates are then made to go through series of choice procedures like analytical and mental tests, group discussions, interviews etc before the last selection is done.

Management Consultants

Management consultants function as agents of the company. They perform the recruitment function on behalf of the client business by charging them fees or commissions. These consultants have the ability to customize their services according to the particular requirements of the clients hence 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 people. It can likewise be targeted at a particular group or a particular geographical location by picking a particular paper, radio channel and so on e.g Business journal.

In particular advertisements company name, job description and income packages are mentioned. There are blind ads too where no recognition of the company is given. These advertisements are released mainly when the company wishes to fill an internal vacancy or planning to displace an existing worker.

Trade Associations

There are associations that produce a database of task hunters and offer it to its members throughout local or nationwide conventions. They also release classified advertisements for companies thinking about hiring their members.

Walk in Interview

Another upcoming technique of recruitment is walk-in interviews. There is no time and meeting schedule for each person. An advertisement relating to the time and the location of the interview is given 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 amongst BPOs and call centres.

Job Fairs

Job fairs are an efficient way of contacting potential employees and candidates. There are HR hiring supervisors of different business under one roofing. Information and business cards can be exchanged and resumes can be submitted by the prospects.

Employers can spot the right applicants, likewise the applicants can apply in numerous companies together, wherever they feel the offer is finest and matches their interest.

Advantage of External Sourcing

– New and young blood goes into the organization, which have ingenious concepts, new methods that can assist to stir up the existing employees.

– It provides a broader swimming pool for choice. Companies can select up prospects with requisite qualification.

– It creates a competitive environment as it helps the existing employees to work harder in order to match the standard that the new employees generate.

– It causes long term advantages to the organization. Talented pools of individuals bring in addition to them new techniques of working and brand-new approaches to circumstances that assists the organization to stay abreast with the competitive world outside.

Disadvantage of External Sourcing

– It is a time consuming procedure as it includes drawing in the ideal prospects, screening them, going through a series of tests and interviews and so on. When appropriate candidates are not readily available this procedure needs to be duplicated again and once again.

– This process proves to be extremely expensive for the organization as the business have to turn to ads, working with experts and so on for attracting the right pool of talent.

– It can reduce the morale 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 companies employ prospects on the basis of their resumes, tests, interviews etc they might not turn out to be as anticipated. It might end up hiring someone who winds up being a misfit and might not be able to change in the brand-new established.

Alternatives to Recruitment

Recruitment and choice is a costly and lengthy process. Moreover, it gets onboard irreversible staff members which are difficult 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 need fluctuations.

Hence to eliminate back the short-lived stages of high market demand for firm’s items, business might turn to alternatives to recruitment that are specified below:

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

In order to satisfy the extra demand of the company’s products 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 staff member gets extra wages as per the contract signed between the employee and the company. The drawback is that the worker might not work to his full capacity throughout the day in order to earn overtime.

Temporary Employees

A short-lived staff member is selected for a period that does not last for long. It is to fill a short-term position which is scheduled to be ended within several years for factors as the conclusion of a particular task or peak work.

This helps the company in avoiding expenses of recruitment, saves time involved, and assist avoid the negative effect of labor turnover etc. However short-lived employees may not be extremely loyal to the business, their lack of experience may affect the work output and they tend to take some time to change.

Sub-contracting

To finish a particular job or fulfill a sudden temporary increase in the need of the business’s products, the company may resort to subcontracting. It is the practice of appointing part of the responsibilities, jobs and obligations to another celebration under an agreement called subcontractor.

Hiring an outside expert firm to undertake part of the work leads to shared benefits in such cases as the business want to expand on its own only when the increased need lasts for a specified amount of time.

Employee Leasing

A staff member leasing firm concentrates on recruitment, training, personnel management, payroll accounting and threat administration. The leasing firm likewise takes care of the work guidance, day-to-day duties and other regular elements of work.

For instance a nursing services firm employs numerous nurses and supplies them to health centers on a contract basis. It offers a benefit to the company to alter its staff members without actual layoffs.

Outsourcing

Under outsourcing a business procedure is contracted out to a third 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 competence that leads to competitive superiority gradually.

It also helps to lower capital and operating costs and helps prevent burdensome regulations, high taxes, labour union agreements and so on.

Role Profiles for Recruitment Purposes

Role profiles, specify the total purpose of the function, its reporting relationships and crucial outcome areas. They may also consist of the list of proficiencies needed. They might be technical (skills and knowledge needed to do a specific job) and behavioral proficiencies attached to the role.

The profile also consists of the terms (pay, advantages, hours of work, mobility, taking a trip, transfers, training, advancement and career opportunities). The recruitment function provides the basis for person spec.

Person Specifications

A person spec likewise referred to as recruitment, task or personnel spec is the necessary aspect on which the selection procedure is based. It is the amount overall of education, training, experience, qualification a person has to perform the task assigned to him.

When the task requirement have actually been defined, they ought to be classifications under suitable heads. The fundamental classifications include certification, technical and behavioural competencies.

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

Seven Point Plan

– Physical make up: Health, body, look, bearing and speech

– Attainments: Education, credentials, experience

– General intelligence: Fundamental intellectual capacity

– Special abilities: Mechanical, manual dexterity, center in use of words or figures

– Interest: Social, intellectual, physically active, constructional

– Disposition: Acceptability, impact over others, steadiness, reliability, selfreliance

– Circumstances: Domestic situations, professions of family.

Five-fold Grading System

Effect on others: Physical cosmetics, look, speech and way

Acquired understanding or certification: Education, occupation training, work experience

Innate capabilities: Natural speed of comprehension and ability for finding out

Motivation: The kind of objectives set by the individual, his or her consistency and determination in following them up, and success in achieving them

Adjustment: Emotional stability, ability to stand up tension and ability to proceed with people.

Attracting Candidates

Attracting prospects is mostly a matter of recognizing, and using the most appropriate sources of candidates. However, where ideal sources of recruitment are not there, then the analysis of elements adding to the recruitment in an organization need to be analyzed. Various factors to be taken under consideration are as follows:

Internal Factors

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

Recruitment must be fast, however a careful procedure. A wrong relocation can have a devastating effect on the undertaking. A few measures can be required to reduce the negative 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

( Click on Topic to Read)

Personnel Management

Personnel Planning

Employee Induction

Types of Training

Importance of Training

Training Process

Personnel Accounting

Methods of Personnel 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

Personnel Planning Process

Personnel Demand Forecasting

What is Human Resource 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
Human Resource Development

Challenges of Personnel 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 believe about our post on What is Recruitment in the comments area and Share this post with your friends.