What is Recruitment?

Recruitment is the procedure of attracting and recognizing a swimming pool of prospects, from which some will be picked 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 essential assets of a company. The success or failure of a company is mostly depending on the quality of the people working therein. Without favorable and imaginative contributions from people, organizations can not progress and flourish.

In order to attain the goals or perform the activities of an organization, therefore, employment we need to recruit people with requisite skills, credentials and experience. While doing so, we need to keep the present along with the future requirements of the organization in mind.

Organizations have to recruit individuals with requisite skills, certifications and experience if they have to survive and flourish in a highly competitive environment.

Recruitment Definition

According to Edwin B Flippo, “Recruitment is the procedure of browsing for potential staff members and promoting them to look for jobs in the company”.

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

According to Plumbley, “Recruitment is a matching process and the capabilities and dispositions of the prospects have to be matched versus the need and benefits inherent in an offered job or profession pattern.”

Recruitment Process

The significant actions of the recruitment process are stated as:

Job Design
Opening Job Position
Collecting and Presenting Job Resumes
Job Interviews
Job Offer
Job Design

Job design is the most vital part of the recruitment procedure. The task style is a stage about the style of the task profile and a clear contract in between the line supervisor employment and the HRM Function.

The Job Design has to do with the contract about the profile of the perfect task candidate and the agreement about the skills and competencies, which are important. The info gathered 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 experienced HR Recruiter need to decide 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 gathering of task resumes and their pre-selection. This step in the recruitment process is very important today as numerous companies lose a great deal of time in this step.

Today, the organization can not wait with the pre-selection of the job resumes. Generally, this ought to be the last action done purely by the HRM Function.

Job Interviews

The task interviews are the primary step in the recruitment process, which should be clearly developed and concurred in between HRM and line management.

The job interview ought to find the job prospect, who satisfies the requirements and fits finest the business culture and the department.

Job Offer

The task deal is the last action of the recruitment process, which is done by the HRM Function, it finalizes all the other actions and the winner of the job interviews gets the offer from the company to join.

Recruitment Techniques

Recruitment strategies are the methods or media by which management contacts potential employees or provide required info or exchange ideas or stimulate them to obtain jobs.

Recruitment strategies are:

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

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

Direct Methods: These include sending out travelling employers to academic and professional organizations and staff members’ contacts with the public.

( a) Campus Recruitment
Nature of Recruitment

Recruitment involves the following functions:

– Recruitment is the initial step of appointment.

– It is a continuous procedure.

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

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

– It is a positive process.

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

Purpose of Recruitment

– Learning and developing the source here required number and kind of workers will be available.

– Developing suitable strategies to draw in the desirable prospect.

– Employing the strategy to draw in employees.

– Stimulating as many prospects as possible and asking them to apply for tasks regardless of the variety of candidates needed in order to increase the selection ratio (i.e., variety of application per one job vacancy) due to lower yield ratio.

Difference Between Recruitment and Selection

– Recruitment indicates browsing for sources of labor and stimulating people to request jobs, whereas choice indicates picking of right sort of individuals for different tasks.

– Recruitment is a favorable process whereas choice is a negative procedure.

– It develops a big swimming pool of applicants whereas choice causes a screening of unsuitable prospects.

– Recruitment is a basic process, it includes contracting the different sources of labor whereas choice is a complex and lengthy procedure. The candidate has to clear a variety of obstacles before they are picked for a task.

Sources of Recruitment

A source from where candidates are identified, attracted and picked can be categorized into 2: Internal Sources and External Sources.

Modes of Recruitment are:

Transfers.
Promotions.
Retired and Retrenched Employees.
Employee Referrals.
Job Postings.
Deceased and Disabled Employees.
Campus Recruitments.
Management Consultants.
Advertisements.
Trade Associations.
Walk in Interview.
Job Fairs.
Internal Sources

This technique includes recruiting, developing and promoting the staff members from within the organization. Internal recruitments are affordable, more reputable as the company knows the prospect’s skillset and understanding and it also encourages the staff members and increases their dedication towards the organization. Internal sourcing can be performed in the following methods:

Transfers

A worker may be shifted from one job to another internally generally of the very same level. The roles and obligations of the staff members may change but not necessarily the wage. This helps the staff members to get motivated and try something new, assists them break the monotony of the old task and motivates them to grow by gaining more knowledge.

Promotions

As acknowledgment of their performance and experience the employees are moved from a position to a higher position. There is a change in their tasks and duties accompanied with a change in salary and status. It assists the staff member to grow vertically in the organization. It refrains him from leaving the business for greener pastures.

Retired and Retrenched Employees

Retired and retrenched workers may likewise be recruited back in case there is high need and lack of supply in the market or there is unexpected increase in work load. These workers are already familiar with the processes, treatments and culture of the organization hence they prove to be cost reliable.

In this case each employee of the company functions as a recruiter. The employees are encouraged to recommend the names of their buddies or family members working in other organizations. For this they are even rewarded monetarily.

The benefit of worker recommendation is that the prospective candidate gets initially hand info about the job and company culture from the already working employee. Since he understands what he is entering into he is anticipated to stay longer in the company. Also because the credibility of those who suggest is at stake, they tend to advise those who are extremely encouraged and skilled.

Job Postings

The Company posts the current and predicted job on bulletin board system, electronic media and comparable common portals. This gives a chance to the staff members to undertake career shift and assist them grow within the company.

Deceased and Disabled Employees

In order to make the families of the deceased and handicapped staff members self-sufficient their family members or dependents might be provided a task in case of any job.

Advantage of Internal Sourcing

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

– It is reliable as the organization knows the staff member’s knowledge and ability.

– There is no need of induction and training as the employee is already knowledgeable about the procedures, procedures and culture of the organization.

– It increases the motivation level of the employees as they eagerly anticipate getting a higher job in the company rather of trying to find greener pastures outside.

– It boosts the spirits of the workers, improves their relations with the organization and minimizes employee turnover.

– It develops the spirit of loyalty in the workers, ensures continuity of employment and organizational stability.

Disadvantage of Internal Sourcing

– Internal sourcing prevents new members, originality and innovative ideas from entering the company.

– The scope is restricted as not all the jobs can be filled by the minimal pool of skill offered in the company.

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

– It can produce discontentment among the rest of the workers as there can be bias or partiality in promoting a worker in the organization.

External Sources

New prospects are hired from outside the company by various methods and techniques. It is more commonly used than internal sources. External recruitments are valuable in obtaining abilities that are not had by the current staff members; it also helps to bring onboard employees from different backgrounds that get a diversity of concepts on the table.

Campus Recruitments

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

Whoever finds it matching with their profession strategies looks for the task. These candidates are then made to go through series of selection processes like analytical and mental tests, seminar, interviews etc before the final selection is done.

Management Consultants

Management consultants serve as representatives of the company. They perform the recruitment function on behalf of the customer business by charging them charges or commissions. These experts have the ability to customize their services according to the specific requirements of the clients therefore easing the line managers from their recruitment function.

Advertisements

This media of recruitment is extremely popular and commonly used as it connects a large range of people. It can also be targeted at a specific group or a particular geographic area by selecting a specific newspaper, radio channel and so on e.g Business journal.

In particular advertisements business name, task description and salary bundles are discussed. There are blind ads too where no identification of the company is offered. These ads are released mainly when the organization wishes to fill an internal vacancy or planning to displace an existing staff member.

Trade Associations

There are associations that create a database of task hunters and provide it to its members during regional or nationwide conventions. They likewise publish classified ads for employers thinking about recruiting their members.

Walk in Interview

Another upcoming approach of recruitment is walk-in interviews. There is no time at all and conference schedule for each person. An advertisement concerning the time and the location of the interview is provided in the paper. The prospects are needed to bring their CVs and straight stand employment for the interview. It is a very typical mode of recruitment among BPOs and call centres.

Job Fairs

Job fairs are an effective method of connecting with possible employees and candidates. There are HR hiring managers of various companies under one roof. Information and employment service cards can be exchanged and resumes can be submitted by the candidates.

Employers can find the right candidates, similarly the applicants can use in many companies together, wherever they feel the offer is best and matches their interest.

Advantage of External Sourcing

– New and young blood enters the organization, which have innovative ideas, new techniques that can assist to stir up the existing employees.

– It provides a larger pool for selection. Companies can get prospects with requisite certification.

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

– It results in long term benefits to the organization. Talented pools of people bring in addition to them brand-new methods of working and new techniques to situations that helps the company to stay abreast with the competitive world exterior.

Disadvantage of External Sourcing

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

– This procedure shows to be really pricey for the company as the business have to turn to ads, employing specialists etc for attracting the ideal pool of talent.

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

– It is less dependable than internal sourcing. Since the organizations hire candidates on the basis of their resumes, tests, interviews and employment so on they may not end up being as anticipated. It might wind up employing someone who ends up being a misfit and might not have the ability to change in the new set up.

Alternatives to Recruitment

Recruitment and selection is a costly and time-consuming process. Moreover, it gets onboard permanent workers which are difficult 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 need variations.

Hence to combat back the short-term stages of high market demand for company’s products, business might resort to options to recruitment that are stated below:

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

In order to fulfill the extra demand of the company’s products which lead to excess work load, employment 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 employee gets extra earnings according to the contract signed between the staff member and the employer. The downside is that the employee might not work to his full potential during the day in order to make overtime.

Temporary Employees

A momentary worker is designated for a period that does not last for long. It is to fill a short-term position which is scheduled to be ended within one or more years for reasons as the completion of a particular project 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 temporary workers may not be really faithful to the company, their lack of experience might affect the work output and they tend to take time to adjust.

Sub-contracting

To complete a particular project or meet an unexpected momentary increase in the demand of the business’s items, the company might turn to subcontracting. It is the practice of assigning part of the responsibilities, jobs and obligations to another party under a contract called subcontractor.

Hiring an outside specialist agency to undertake part of the work results in mutual benefits in such cases as the business would like to expand on its own just when the increased demand lasts for a specific amount of time.

Employee Leasing

An employee leasing firm focuses on recruitment, training, human resource management, payroll accounting and risk administration. The leasing company also takes care of the work guidance, daily tasks and other routine elements of work.

For instance a nursing services firm hires many nurses and supplies them to healthcare facilities on a contract basis. It supplies an advantage to the organization to change its workers without actual layoffs.

Outsourcing

Under contracting out a company process is contracted out to a 3rd party, the factor behind outsourcing are many. It minimizes the need to hire and train customized personnel as it is sourced out to somebody focusing on that area possessing the resources and knowledge that results in competitive supremacy gradually.

It likewise helps to decrease capital and operating costs and helps avoid difficult regulations, high taxes, labour union contracts and so on.

Role Profiles for Recruitment Purposes

Role profiles, define the total function of the function, its reporting relationships and essential outcome locations. They might likewise include the list of proficiencies required. They might be technical (skills and understanding needed to do a particular task) and behavioral competencies attached to the role.

The profile also includes the conditions (pay, advantages, hours of work, mobility, travelling, transfers, training, development and career opportunities). The recruitment function provides the basis for person specification.

Person Specifications

An individual spec likewise referred to as recruitment, task or workers spec is the vital component on which the selection procedure is based. It is the sum total of education, training, experience, certification an individual has to perform the task assigned to him.

When the task requirement have actually been specified, they need to be categories under ideal heads. The standard categories consist of credentials, technical and behavioural proficiencies.

There are likewise a number of traditional schemes. The most popular include the seven-point strategy established by Alec Rodgers in 1952 and the five-point grading system established by Munro Fraser in 1954. These give specific headings under which qualities of a perfect 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 mastery, 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

Influence on others: Physical make-up, look, speech and way

Acquired knowledge or credentials: Education, professional training, work experience

Innate capabilities: Natural speed of understanding and ability for learning

Motivation: The sort of objectives set by the person, his/her consistency and determination in following them up, and success in attaining them

Adjustment: Emotional stability, ability to stand stress and ability to get on with people.

Attracting Candidates

Attracting prospects is primarily a matter of identifying, assessing and using the most appropriate sources of applicants. However, where ideal sources of recruitment are not there, then the analysis of factors contributing to the recruitment in a company need to be evaluated. Various elements to be taken under consideration are as follows:

Internal Factors

– Company’s pay package
– Quality of Work Life
– Organizational culture
– Career planning & development
– 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
2. Supply and need factors
3. Employment rate
4. Labour market condition
5. Political, Legal & Govt. factors
6. Information System

Recruitment should be quick, but a mindful process. A wrong move can have a disastrous impact on the undertaking. A few steps can be required to lower the unfavorable impact. They are:

Brand Image Creation
Stating clear Definition of Employee Requirements
Applications Receiving Sources
Screening of Applications
Selection Process
Maintain a Prospect Pool

Internal and External Sources
Human Resources Tutorial

( Click on Topic to Read)

Personnel Management

Personnel Planning

Employee Induction

Kinds of Training

Importance of Training

Training Process

Personnel 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
Personnel Planning

Personnel Planning Process

Human Resource 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 Personnel 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 Manager?

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 Personnel 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 something in BCOM/BBA Study Material or You desire something More? Begin! Tell us what you think of our post on What is Recruitment in the comments area and Share this post with your good friends.