What is Recruitment?

Recruitment is the procedure of bring in and determining a 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

Personnels are the most crucial possessions of an organization. The success or failure of a company is mostly depending on the caliber of the people working therein. Without positive and creative contributions from people, organizations can not progress and flourish.

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

Organizations need to recruit individuals with requisite abilities, certifications 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 process of browsing for prospective workers and stimulating them to obtain jobs in the organization”.

DeCenzo and Robbins specify it as “Recruitment is the process of finding prospective prospects for real or anticipated organizational jobs. Or from another point of view, it is a connecting 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 inclinations of the prospects need to be matched against the demand and rewards inherent in a given job or profession pattern.”

Recruitment Process

The major actions of the recruitment process are mentioned as:

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

Job design is the most fundamental part of the recruitment process. The job design is a phase about the design of the task profile and a clear contract in between the line manager and the HRM Function.

The Job Design has to do with the arrangement about the profile of the ideal job candidate and the agreement about the skills and proficiencies, which are vital. The info gathered can be used during other actions of the recruitment process to speed it up.

Opening Job Position

The Opening of the Job Position is typically the task of the HR Recruiter. Skilled and experienced HR Recruiter should decide about the best mix of recruitment sources to discover the best prospects for the job position. This is another crucial action in the recruitment process.

Collecting and Presenting Job Resumes

The next action is gathering of job resumes and their pre-selection. This step in the recruitment process is very crucial today as lots of 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 ought to be the last action done simply by the HRM Function.

Job Interviews

The task interviews are the main action in the recruitment process, which ought to be clearly designed and concurred between HRM and line management.

The job interview ought to find the job prospect, who fulfills the requirements and fits best the corporate culture and the department.

Job Offer

The job offer 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 task interviews gets the deal from the company to join.

Recruitment Techniques

Recruitment strategies are the methods or media by which management contacts potential staff members or provide required information or exchange concepts or promote them to obtain jobs.

Recruitment strategies are:

Internal Methods: They are for hiring internal prospects. These include approaches like:

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

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

( a) Campus Recruitment
Nature of Recruitment

Recruitment includes the following features:

– Recruitment is the primary step of appointment.

– It is a continuous process.

– It is a process of determining sources of human force, bring in and encouraging them to obtain tasks in organizations.

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

– It is a favorable process.

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

Purpose of Recruitment

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

– Developing suitable methods to bring in the desirable candidate.

– Employing the technique to attract employees.

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

Difference Between Recruitment and Selection

– Recruitment implies searching for sources of labor and stimulating individuals to make an application for jobs, whereas choice means picking of ideal sort of people for numerous jobs.

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

– It develops a big swimming pool of applicants whereas selection leads to a screening of unsuitable prospects.

– Recruitment is a basic process, it includes contracting the numerous sources of labor whereas selection is a complex and lengthy process. The candidate needs to clear a variety of difficulties before they are picked for a task.

Sources of Recruitment

A source from where prospects are identified, brought in and selected 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 method consists of recruiting, establishing and promoting the workers from within the company. Internal recruitments are economical, more trustworthy as the company understands the prospect’s skillset and knowledge and it also motivates the staff members and increases their dedication towards the company. Internal sourcing can be carried out in the following ways:

Transfers

A worker may be moved from one task to another internally normally of the same level. The roles and duties of the staff members might alter but not always the salary. This helps the employees to get encouraged and attempt something new, assists them break the monotony of the old task and encourages them to grow by getting more knowledge.

Promotions

As acknowledgment of their performance and experience the employees are moved from a position to a greater position. There is a change in their responsibilities and duties accompanied with a change in wage and status. It assists 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 may also be recruited back in case there is high demand and scarcity of supply in the market or there is abrupt increase in work load. These workers are currently conscious of the procedures, treatments and culture of the company hence they prove to be cost reliable.

In this case each employee of the company serves as a recruiter. The workers are encouraged to advise the names of their pals or family members operating in other organizations. For this they are even rewarded monetarily.

The benefit of staff member referral is that the prospective candidate gets initially hand info about the task and company culture from the currently working worker. Since he understands what he is entering into he is anticipated to remain longer in the company. Also since the trustworthiness of those who recommend is at stake, they tend to advise those who are highly motivated and qualified.

Job Postings

The Company posts the existing and expected vacancy on publication boards, electronic media and employment similar common websites. This gives a chance to the staff members to undertake career shift and help them grow within the business.

Deceased and Disabled Employees

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

Advantage of Internal Sourcing

– Internal recruitment is less time consuming and affordable.

– It is trusted as the company understands the worker’s knowledge and capability.

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

– It increases the inspiration level of the employees as they eagerly anticipate getting a higher job in the organization instead of trying to find greener pastures outside.

– It boosts the morale of the workers, improves their relations with the organization and minimizes staff member turnover.

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

Disadvantage of Internal Sourcing

– Internal sourcing avoids brand-new blood, originality and innovative ideas from entering the company.

– The scope is limited as not all the jobs can be filled by the minimal pool of talent readily available in the company.

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

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

External Sources

New candidates are recruited from outside the company by different means and approaches. It is more frequently used than internal sources. External recruitments are practical in getting abilities that are not possessed by the present workers; it likewise helps to bring onboard staff members from different backgrounds that get a diversity of concepts on the table.

Campus Recruitments

When companies are 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 company in order to draw in the trainees.

Whoever finds it matching with their career strategies makes an application for the task. These applicants are then made to go through series of selection processes like analytical and mental tests, seminar, interviews etc before the last selection is done.

Management Consultants

Management specialists act as agents of the employer. They carry out the recruitment function on behalf of the customer business by charging them charges or commissions. These experts are able to customize their services according to the specific needs of the clients therefore alleviating the line managers from their recruitment function.

Advertisements

This media of recruitment is preferred and commonly utilized as it reaches out a wide range of people. It can likewise be targeted at a specific group or a particular geographic area by choosing a particular newspaper, radio channel and so on e.g Business journal.

In specific advertisements business name, job description and salary bundles are pointed out. There are blind advertisements also where no recognition of the company is given. These ads are released mainly when the company wants to fill an internal vacancy or planning to displace an existing worker.

Trade Associations

There are associations that develop a database of task hunters and supply it to its members during regional or national conventions. They likewise publish classified ads for employers interested in hiring 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 advertisement concerning the time and the place of the interview is given up the paper. The candidates are required to bring their CVs and straight appear for the interview. It is a very typical mode of recruitment among BPOs and call centres.

Job Fairs

Job fairs are a reliable way of getting in touch with potential staff members and prospects. There are HR hiring supervisors of numerous companies under one roof. Information and company cards can be exchanged and resumes can be submitted by the prospects.

Employers can spot the ideal candidates, similarly the applicants can apply in numerous companies together, wherever they feel the offer is best and matches their interest.

Advantage of External Sourcing

– New and young blood goes into the organization, which have innovative ideas, new approaches that can help to stimulate the existing staff members.

– It offers a larger swimming pool for employment choice. Companies can get candidates with requisite qualification.

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

– It causes long term advantages to the organization. Talented swimming pools of individuals bring in addition to them new approaches of working and brand-new methods to scenarios that assists the organization to remain abreast with the competitive world exterior.

Disadvantage of External Sourcing

– It is a time consuming procedure as it involves bring in the ideal candidates, evaluating them, going through a series of tests and interviews etc. When suitable prospects are not offered this process has to be repeated again and once again.

– This process shows to be extremely pricey for the company as the business need to turn to ads, working with specialists etc for attracting the ideal swimming pool of skill.

– 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 trustworthy than internal sourcing. Since the organizations work with candidates on the basis of their resumes, tests, interviews and so on they might not turn out to be as expected. It might end up working with somebody who winds up being a misfit and may not have the ability to change in the new established.

Alternatives to Recruitment

Recruitment and choice is a costly and time-consuming process. Moreover, it gets onboard permanent 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 demand variations.

Hence to eliminate back the short-term stages of high market need for firm’s products, companies may turn to options to recruitment that are specified below:

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

In order to fulfill the extra demand of the firm’s products 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 earnings as per the agreement signed in between the worker and the employer. The drawback is that the staff member may not work to his full capacity throughout the day in order to earn overtime.

Temporary Employees

A short-lived staff member is appointed for a duration that does not last for long. It is to fill a brief term position which is set up to be ended within one or more years for reasons as the conclusion of a specific task or peak work.

This assists the company in avoiding expenses of recruitment, saves time involved, and help prevent the negative effect of labor turnover etc. However momentary employees may not be very devoted to the business, their inexperience may impact the work output and they tend to require time to change.

Sub-contracting

To complete a particular task or fulfill an abrupt short-lived increase in the need of the business’s products, the company may turn to subcontracting. It is the practice of designating part of the obligations, jobs and duties to another celebration under an agreement referred to as subcontractor.

Hiring an outdoors specialist agency to carry out part of the work leads to mutual advantages in such cases as the business want to broaden by itself just when the increased demand lasts for a specific duration of time.

Employee Leasing

A staff member leasing firm specializes in recruitment, training, personnel management, payroll accounting and danger administration. The leasing company also looks after the work guidance, daily tasks and other regular aspects of work.

For instance a nursing services firm works with lots of nurses and supplies them to healthcare facilities on an agreement basis. It provides a benefit to the company to alter its workers without real layoffs.

Outsourcing

Under outsourcing an organization procedure is contracted out to a third party, the reason behind outsourcing are numerous. It reduces the need to employ and train customized personnel as it is sourced out to someone concentrating on that area having the resources and knowledge that leads to competitive supremacy over time.

It likewise helps to reduce capital and business expenses and assists prevent burdensome regulations, high taxes, labour union agreements and so on.

Role for Recruitment Purposes

Role profiles, define the overall purpose of the role, its reporting relationships and essential result locations. They may also include the list of proficiencies needed. They might be technical (skills and knowledge required to do a specific task) and behavioral proficiencies connected to the function.

The profile likewise includes the conditions (pay, advantages, hours of work, mobility, travelling, transfers, training, advancement and career chances). The recruitment function provides the basis for individual requirements.

Person Specifications

An individual requirements likewise referred to as recruitment, job or workers requirements is the important element on which the choice treatment is based. It is the sum overall of education, training, experience, qualification a person has to carry out the task appointed to him.

When the task requirement have been specified, they need to be categories under suitable heads. The basic classifications include qualification, technical and behavioural competencies.

There are likewise a number of conventional plans. The most popular consist of the seven-point plan established by Alec Rodgers in 1952 and the five-point grading system developed by Munro Fraser in 1954. These offer specific headings under which attributes of an ideal candidate can be classified.

Seven Point Plan

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

– Attainments: Education, qualifications, experience

– General intelligence: Fundamental intellectual capacity

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

– Interest: Social, intellectual, physically active, constructional

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

– Circumstances: Domestic scenarios, professions of household.

Five-fold Grading System

Influence on others: Physical makeup, look, speech and way

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

Innate capabilities: Natural speed of understanding and ability for discovering

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

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

Attracting Candidates

Attracting prospects is primarily a matter of identifying, examining and using the most proper sources of candidates. However, where ideal sources of recruitment are not there, then the analysis of factors contributing to the recruitment in a company requirement to be evaluated. Various factors to be taken under factor to consider 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 factors
2. Supply and need aspects
3. Employment rate
4. Labour market condition
5. Political, Legal & Govt. aspects
6. Information System

Recruitment must be quick, however a careful process. A wrong relocation can have a disastrous influence on the undertaking. A couple of measures can be taken to reduce the negative impact. 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
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