About Us

What is Recruitment?

Recruitment is the procedure of attracting and identifying a 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

Personnels are the most essential properties of an organization. The success or failure of a company is mostly dependent on the caliber of individuals working therein. Without positive and imaginative contributions from people, organizations can not progress and prosper.

In order to achieve the goals or perform the activities of a company, therefore, we require to recruit individuals with requisite skills, certifications and experience. While doing so, we need to keep today in addition to the future requirements of the company in mind.

Organizations need to hire people with requisite abilities, credentials and experience if they have to make it through and grow in a highly competitive environment.

Recruitment Definition

According to Edwin B Flippo, “Recruitment is the procedure of looking for prospective workers and stimulating them to obtain jobs in the organization”.

DeCenzo and Robbins define it as “Recruitment is the procedure of finding prospective prospects for real or expected organizational vacancies. Or from another point of view, it is a connecting activity-bringing together those with jobs to fill and those looking for jobs.”

According to Plumbley, “Recruitment is a matching procedure and the capabilities and inclinations of the candidates need to be matched versus the need and rewards intrinsic in an offered task or career pattern.”

Recruitment Process

The major actions of the recruitment procedure are specified 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 phase about the style of the task profile and a clear contract between the line supervisor and the HRM Function.

The Job Design has to do with the contract about the profile of the perfect job candidate and the agreement about the skills and competencies, which are essential. The information gathered can be utilized throughout other steps of the recruitment procedure to speed it up.

Opening Job Position

The Opening of the Job Position is typically the job of the HR Recruiter. Skilled and skilled HR Recruiter should decide about the ideal mix of recruitment sources to discover the finest candidates for the job position. This is another crucial step in the recruitment process.

Collecting and Presenting Job Resumes

The next action is collecting of task resumes and their pre-selection. This step in the recruitment procedure is very crucial today as many organizations lose a lot of time in this step.

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

Job Interviews

The job interviews are the main action in the recruitment procedure, which should be clearly developed and agreed between HRM and line management.

The job interview ought to find the task candidate, who satisfies the requirements and fits best the business 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 settles all the other steps and the winner of the task interviews gets the offer from the organization to sign up with.

Recruitment Techniques

Recruitment techniques are the methods or media by which management contacts or supply needed details or exchange ideas or stimulate them to look for jobs.

Recruitment methods are:

Internal Methods: They are for recruiting internal prospects. These include techniques like:

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

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

( a) Campus Recruitment
Nature of Recruitment

Recruitment involves the following features:

– Recruitment is the primary step of visit.

– It is a continuous procedure.

– It is a process of recognizing sources of human force, bring in and motivating them to obtain jobs in companies.

– It is an advancement workforce or to operate at the last stage.

– It is a favorable procedure.

– It satisfies needs, both the present, and the future.

Purpose of Recruitment

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

– Developing ideal techniques to draw in the preferable prospect.

– Employing the method to attract staff members.

– Stimulating as lots of prospects as possible and asking to look for jobs regardless of the number of candidates needed in order to increase the choice ratio (i.e., variety of application per one job vacancy) due to lower yield ratio.

Difference Between Recruitment and Selection

– Recruitment means looking for sources of labor and stimulating individuals to make an application for tasks, whereas selection indicates picking of right kind of individuals for numerous jobs.

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

– It develops a large swimming pool of applicants whereas choice results in a screening of unsuitable prospects.

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

Sources of Recruitment

A source from where prospects are determined, 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 technique consists of recruiting, developing and promoting the workers from within the company. Internal recruitments are affordable, more trusted as the company knows the candidate’s skillset and understanding and it likewise encourages the staff members and increases their dedication towards the company. Internal sourcing can be carried out in the following methods:

Transfers

A worker might be shifted from one job to another internally generally of the exact same level. The functions and duties of the workers may change but not always the wage. This helps the employees to get inspired and try something brand-new, assists them break the uniformity of the old job and encourages them to grow by acquiring more knowledge.

Promotions

As acknowledgment of their effectiveness and experience the workers are moved from a position to a greater position. There is a modification in their responsibilities and duties 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 company for greener pastures.

Retired and Retrenched Employees

Retired and retrenched staff members might also be hired back in case there is high need and shortage of supply in the market or there is abrupt boost in work load. These employees are already familiar with the processes, treatments and culture of the company hence they prove to be cost efficient.

In this case each staff member of the company acts as an employer. The staff members are motivated to suggest the names of their pals or loved ones operating in other organizations. For this they are even rewarded monetarily.

The advantage of worker referral is that the potential candidate gets initially hand details about the job and company culture from the already working staff member. Since he knows what he is entering into he is anticipated to remain longer in the organization. Also given that the reliability of those who suggest is at stake, they tend to recommend those who are extremely encouraged and competent.

Job Postings

The Company posts the existing and predicted vacancy on publication boards, electronic media and comparable common portals. This offers an opportunity to the staff members to undertake profession shift and help them grow within the company.

Deceased and Disabled Employees

In order to make the households of the deceased and disabled workers self-dependent their relatives or dependents might be used a job in case of any job.

Advantage of Internal Sourcing

– Internal recruitment is less time consuming and affordable.

– It is reputable as the organization is aware of the employee’s understanding and skill set.

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

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

– It improves the spirits of the staff members, improves their relations with the organization and minimizes worker turnover.

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

Disadvantage of Internal Sourcing

– Internal sourcing prevents brand-new blood, creativity and employment innovative ideas from entering the organization.

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

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

– It can develop discontentment amongst the remainder of the staff members as there can be predisposition or partiality in promoting a worker in the organization.

External Sources

New prospects are recruited from outside the company by different methods and methods. It is more typically used than internal sources. External recruitments are helpful in getting abilities that are not had by the existing employees; it likewise 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 skills and are concentrating on knowledge, communication skill and skill than experience, they approach management colleges, technical institutes etc. The company makes a discussion about its company in order to draw in the students.

Whoever finds it matching with their career strategies uses for the job. These candidates are then made to go through series of selection processes like analytical and mental tests, group discussions, interviews etc before the last selection is done.

Management Consultants

Management experts serve as agents of the employer. They perform the recruitment function on behalf of the client business by charging them costs or commissions. These consultants are able to customize their services according to the particular requirements of the clients therefore easing the line managers from their recruitment function.

Advertisements

This media of recruitment is preferred and commonly used as it connects a wide variety of individuals. It can also be targeted at a particular group or a particular geographical location by choosing a particular paper, radio channel and so on e.g Business journal.

In particular advertisements company name, job description and income plans are pointed out. There are blind ads also where no identification of the firm is offered. These advertisements are published primarily when the organization wishes to fill an internal job or preparing to displace an existing worker.

Trade Associations

There are associations that develop a database of task seekers and offer it to its members during local or national conventions. They also release classified ads for companies interested in hiring 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 place of the interview is offered in the paper. The prospects are required to carry 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 efficient method of contacting prospective employees and prospects. There are HR hiring supervisors of numerous companies under one roofing system. Information and organization cards can be exchanged and resumes can be submitted by the candidates.

Employers can find the ideal applicants, similarly the candidates can apply in lots of organizations together, any place they feel the offer is best and suits their interest.

Advantage of External Sourcing

– New and young blood goes into the company, which have ingenious concepts, new methods that can help to stimulate the existing employees.

– It uses a broader pool for employment selection. Companies can get prospects with requisite credentials.

– It develops a competitive environment as it assists the existing staff members to work harder in order to match the standard that the brand-new staff members generate.

– It leads to long term benefits to the organization. Talented pools of individuals bring along with them brand-new approaches of working and new methods to circumstances that assists the company to remain informed with the competitive world outside.

Disadvantage of External Sourcing

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

– This procedure proves to be extremely expensive for the organization as the business have to resort to advertisements, hiring experts and so on for attracting the ideal pool of talent.

– It can reduce the spirits and demotivate the existing employees as they can feel that their services have not been recognized.

– It is less dependable than internal sourcing. Since the companies employ candidates on the basis of their resumes, tests, interviews etc they may not end up being as anticipated. It might end up working with someone who winds up being a misfit and might not be able to adjust in the new established.

Alternatives to Recruitment

Recruitment and selection is a pricey and time-consuming procedure. Moreover, it gets onboard long-term employees which are difficult to be separated in case they do not perform as per the requirement or if there is overstaffing due to less work due to market demand fluctuations.

Hence to combat back the short-term phases of high market demand for company’s items, employment companies might turn to alternatives to recruitment that are stated listed below:

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

In order to fulfill the additional need of the firm’s items which cause excess work load, some workers are asked to work overtime under some terms and conditions. Overtime is the quantity of time that someone works beyond the working hours.

In such a case staff member gets extra salaries as per the agreement signed between the worker and the company. The downside is that the worker may not work to his complete capacity throughout the day in order to make overtime.

Temporary Employees

A momentary employee is selected for a duration that does not last for long. It is to fill a brief term position which is arranged to be ended within one or more years for reasons as the completion of a particular task or peak workload.

This assists the company in preventing expenditures of recruitment, saves time involved, and assist prevent the negative effect of labor turnover etc. However short-term employees might not be very devoted to the company, their lack of experience may impact the work output and they tend to take some time to change.

Sub-contracting

To finish a specific job or satisfy an abrupt temporary boost in the demand of the business’s products, the business might resort to subcontracting. It is the practice of appointing part of the responsibilities, jobs and obligations to another celebration under a contract referred to as subcontractor.

Hiring an outdoors specialist company to undertake part of the work causes shared advantages in such cases as the company would like to broaden by itself only when the increased demand lasts for a specified duration of time.

Employee Leasing

A worker leasing company focuses on recruitment, training, human resource management, payroll accounting and risk administration. The leasing firm likewise takes care of the work guidance, everyday tasks and other regular elements of work.

For instance a nursing services firm hires numerous nurses and offers them to hospitals on a contract basis. It supplies an advantage to the organization to alter its workers without real layoffs.

Outsourcing

Under outsourcing a service process is contracted out to a 3rd party, the reason behind outsourcing are lots of. It lowers the need to employ and train specific personnel as it is sourced out to somebody focusing on that area having the resources and expertise that results in competitive superiority in time.

It also assists to reduce capital and operating expenditures and helps avoid troublesome guidelines, high taxes, labour union agreements and so on.

Role Profiles for employment Recruitment Purposes

Role profiles, specify the total purpose of the function, its reporting relationships and key result locations. They might likewise include the list of competencies needed. They might be technical (abilities and knowledge needed to do a specific task) and behavioral proficiencies connected to the function.

The profile likewise includes the conditions (pay, benefits, hours of work, mobility, travelling, transfers, training, advancement and career opportunities). The recruitment role provides the basis for individual specification.

Person Specifications

A person specification also understood as recruitment, task or workers requirements is the necessary aspect on which the choice treatment is based. It is the sum overall of education, training, experience, certification a person needs to carry out the task designated to him.

When the job requirement have actually been defined, they should be classifications under suitable heads. The basic classifications include certification, technical and behavioural competencies.

There are likewise a variety of traditional plans. The most popular include the seven-point plan established by Alec Rodgers in 1952 and the five-point grading system developed by Munro Fraser in 1954. These offer certain headings under which characteristics of a perfect candidate can be classified.

Seven Point Plan

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

– Attainments: Education, certifications, experience

– General intelligence: Fundamental intellectual capacity

– Special abilities: Mechanical, manual mastery, facility in usage of words or figures

– Interest: Social, intellectual, physically active, constructional

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

– Circumstances: Domestic situations, occupations of family.

Five-fold Grading System

Effect on others: Physical makeup, appearance, speech and manner

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

Innate capabilities: Natural speed of comprehension and ability for learning

Motivation: The kind of goals set by the individual, his/her consistency and decision in following them up, and success in accomplishing them

Adjustment: Emotional stability, capability to stand up tension and capability to get on with individuals.

Attracting Candidates

Attracting candidates is mostly a matter of determining, evaluating and utilizing the most suitable sources of applicants. However, where appropriate sources of recruitment are not there, then the analysis of elements adding to the recruitment in an organization need to be analyzed. Various elements to be taken under factor to consider are as follows:

Internal Factors

– Company’s pay bundle
– Quality of Work Life
– Organizational culture
– Career planning & growth
– Company’s size
– Company’s products/services
– Company’s development rate
– Role of trade union
– Cost of recruitment
– Company’s name & popularity

External Factors

1. Socio-economic elements
2. Supply and demand elements
3. Employment rate
4. Labour market condition
5. Political, Legal & Govt. elements
6. Information System

Recruitment must be quick, however a careful process. An incorrect relocation can have a dreadful effect on the endeavor. A couple of procedures can be required to decrease 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

( Click on Topic to Read)

Personnel Management

Personnel Planning

Employee Induction

Kinds 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
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 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 employment 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

Types 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 want something More? Come on! Tell us what you think of our post on What is Recruitment in the comments area and Share this post with your friends.