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What is Recruitment?

Recruitment is the process of drawing in and determining a swimming pool of candidates, from which some will be selected for employment.

Table of Content

1 What is Recruitment?

2 Recruitment Meaning

3 Recruitment Definition

4 Recruitment Process4.1 Job Design

4.2 Opening Job Position

4.3 Collecting and Presenting Job Resumes

4.4 Job Interviews

4.5 Job Offer

9.1 Internal Sources9.1.1 Transfers

9.1.2 Promotions

9.1.3 Retired and Retrenched Employees

9.1.4 Employee Referrals

9.1.5 Job Postings

9.1.6 Deceased and Disabled Employees

9.4.1 Campus Recruitments

9.4.2 Management Consultants

9.4.3 Advertisements

9.4.4 Trade Associations

9.4.5 Walk in Interview

9.4.6 Job Fairs

10.1 Overtime

10.2 Temporary Employees

10.3 Sub-contracting

10.4 Employee Leasing

10.5 Outsourcing

11.1 Person Specifications11.1.1 Seven Point Plan

Human resources are the most essential assets of an organization. The success or failure of an organization is mostly dependent on the quality of the individuals working therein. Without positive and imaginative contributions from individuals, organizations can not progress and prosper.

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

Organizations need to hire people with requisite skills, credentials 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 looking for prospective staff members and promoting them to obtain jobs in the organization”.

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

According to Plumbley, “Recruitment is a coordinating process and the capabilities and dispositions of the prospects need to be matched against the need and benefits intrinsic in a provided task or career pattern.”

Recruitment Process

The major actions of the recruitment process are specified as:

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

Job style is the most fundamental part of the recruitment procedure. The task design is a phase about the style of the task profile and a clear agreement 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 arrangement about the abilities and proficiencies, which are important. The details collected can be used 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 ought to choose about the right mix of recruitment sources to find the best prospects for the task 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 procedure is very essential today as lots of organizations lose a lot of time in this action.

Today, the company can not wait with the pre-selection of the task resumes. Generally, this ought to be the last step done simply by the HRM Function.

Job Interviews

The task interviews are the primary step in the recruitment process, which ought to be plainly created and concurred between HRM and line management.

The task interview ought to discover the task prospect, who meets the requirements and fits best the corporate 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 settles all the other steps and the winner of the job interviews gets the deal from the company to sign up with.

Recruitment Techniques

Recruitment techniques are the methods or media by which management contacts potential workers or offer necessary information or exchange ideas or promote them to request tasks.

Recruitment methods are:

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

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

Direct Methods: These include sending travelling employers to academic and professional institutions and employees’ contacts with the general public.

( a) Campus Recruitment
Nature of Recruitment

Recruitment involves the following functions:

– Recruitment is the first action of consultation.

– It is a continuous procedure.

– It is a process of determining sources of human force, bring in and encouraging them to look for jobs in companies.

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

– It is a favorable procedure.

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

Purpose of Recruitment

– Discovering and establishing the source here required number and sort of staff members will be available.

– Developing suitable strategies to attract the desirable prospect.

– Employing the method to draw in employees.

as numerous prospects as possible and asking to request tasks regardless of the number of prospects required in order to increase the choice ratio (i.e., variety of application per one task vacancy) due to lower yield ratio.

Difference Between Recruitment and Selection

– Recruitment suggests looking for sources of labor and stimulating people to get tasks, whereas choice suggests selecting of best type of individuals for numerous tasks.

– Recruitment is a positive process whereas selection is an unfavorable process.

– It produces a large pool of candidates whereas choice results in a screening of inappropriate candidates.

– Recruitment is a simple process, it includes contracting the different sources of labor employment whereas choice is a complex and lengthy process. The prospect needs to clear a variety of hurdles before they are picked for a task.

Sources of Recruitment

A source from where candidates are identified, brought in and chose 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, developing and promoting the staff members from within the company. Internal recruitments are affordable, more reliable as the company knows the candidate’s skillset and knowledge and it likewise motivates the employees and increases their commitment towards the company. Internal sourcing can be done in the following ways:

Transfers

An employee might be shifted from one job to another internally generally of the very same level. The functions and obligations of the employees may change but not always the income. This assists the staff members to get encouraged and try something brand-new, helps them break the dullness of the old job and encourages them to grow by gaining more knowledge.

Promotions

As acknowledgment of their efficiency and experience the workers are moved from a position to a higher position. There is a modification in their duties and obligations accompanied with a change in wage and status. It helps 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 scarcity of supply in the industry or there is abrupt boost in workload. These staff members are already conscious of the processes, procedures and culture of the company for this reason they prove to be cost effective.

In this case each staff member of the company functions as a recruiter. The workers are motivated to recommend the names of their pals or family members operating in other companies. For this they are even rewarded monetarily.

The advantage of employee referral is that the potential candidate gets first hand details about the job and company culture from the already working staff member. Since he understands what he is entering into he is anticipated to stay longer in the company. Also considering that the reliability of those who suggest is at stake, they tend to advise those who are highly inspired and competent.

Job Postings

The Company posts the existing and predicted job on bulletin board system, employment electronic media and similar typical websites. This offers a chance to the employees to undertake career shift and help them grow within the company.

Deceased and Disabled Employees

In order to make the households of the deceased and disabled staff members self-sufficient their relatives or dependents may be provided a task in case of any vacancy.

Advantage of Internal Sourcing

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

– It is reliable as the company knows the staff member’s knowledge and capability.

– There is no need of induction and training as the employee is currently familiar with the procedures, procedures and culture of the company.

– It increases the motivation level of the employees as they anticipate getting a greater job in the organization instead of searching for greener pastures outside.

– It boosts the spirits of the staff members, enhances their relations with the company and lowers staff member turnover.

– It develops the spirit of commitment in the employees, ensures connection of employment and organizational stability.

Disadvantage of Internal Sourcing

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

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

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

– It can produce frustration amongst the remainder of the staff members as there can be predisposition or partiality in promoting a staff member in the organization.

External Sources

New prospects are hired from outside the company by different ways and approaches. It is more commonly used than internal sources. External recruitments are helpful in acquiring skills that are not possessed by the present workers; it also helps to bring onboard employees from various backgrounds that get a variety of concepts on the table.

Campus Recruitments

When companies remain in search of fresh talents and are focusing on knowledge, communication ability and employment talent than experience, they approach management colleges, technical institutes etc. The business makes a discussion about its organization in order to bring in the trainees.

Whoever discovers it matching with their profession strategies makes an application for the job. These candidates are then made to go through series of selection processes like analytical and mental tests, group discussions, interviews and so on before the last choice is done.

Management Consultants

Management specialists act as representatives of the employer. They perform the recruitment function on behalf of the customer company by charging them charges or commissions. These specialists have the ability to customize their services according to the particular requirements of the clients hence easing the line supervisors from their recruitment function.

Advertisements

This media of recruitment is popular and typically used as it reaches out a broad variety of individuals. It can likewise be targeted at a specific group or a particular geographical area by picking a specific paper, radio channel etc e.g Business journal.

In particular advertisements company name, job description and salary bundles are pointed out. There are blind advertisements too where no identification of the company is given. These advertisements are published primarily when the organization desires to fill an internal vacancy or preparing to displace an existing staff member.

Trade Associations

There are associations that develop a database of task seekers and offer it to its members during regional or nationwide conventions. They also release classified ads for companies thinking about 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 ad relating to the time and the location of the interview is given in the newspaper. The prospects are needed to carry their CVs and directly appear for the interview. It is a really typical mode of recruitment among BPOs and call centres.

Job Fairs

Job fairs are a reliable method of contacting prospective staff members and candidates. There are HR hiring managers of different business under one roof. Information and company cards can be exchanged and resumes can be sent by the prospects.

Employers can identify the right applicants, likewise the applicants can apply in many organizations together, anywhere they feel the offer is best and suits their interest.

Advantage of External Sourcing

– New and young blood goes into the company, which have innovative ideas, new techniques that can help to stir up the existing workers.

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

– It develops a competitive environment as it assists the existing employees to work harder in order to match the standard that the brand-new workers bring in.

– It causes long term benefits to the company. Talented swimming pools of people bring along with them brand-new techniques of working and new techniques to circumstances that assists the company to remain abreast with the competitive world outside.

Disadvantage of External Sourcing

– It is a time consuming process as it involves bring in the best prospects, evaluating them, going through a series of tests and interviews etc. When ideal candidates are not available this process needs to be duplicated again and again.

– This procedure shows to be very expensive for the organization as the companies have to resort to ads, hiring experts and so on for attracting the best swimming pool of skill.

– It can lower the spirits and demotivate the existing workers as they can feel that their services have actually not been acknowledged.

– It is less trustworthy than internal sourcing. Since the organizations work with prospects on the basis of their resumes, tests, interviews etc they might not end up being as anticipated. It might wind up employing someone who winds up being a misfit and might not be able to change in the new set up.

Alternatives to Recruitment

Recruitment and choice is a pricey and lengthy process. Moreover, it gets onboard long-term staff members which are tough 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 need changes.

Hence to battle back the short-term phases of high market need for firm’s products, companies might resort to options to recruitment that are mentioned listed below:

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

In order to meet the extra need of the company’s products which result in excess work load, some workers are asked to work overtime under some conditions. Overtime is the amount of time that somebody works beyond the working hours.

In such a case employee gets additional earnings based on the agreement signed between the employee and the employer. The downside is that the staff member might not work to his complete capacity throughout the day in order to earn overtime.

Temporary Employees

A short-term employee is appointed for a period that does not last for long. It is to fill a short-term position which is set up to be terminated within one or more years for reasons as the completion of a particular task or peak workload.

This helps the company in preventing expenditures of recruitment, conserves time involved, and help prevent the unfavorable impact of labor turnover etc. However momentary workers may not be extremely loyal to the company, their lack of experience may affect the work output and they tend to take some time to adjust.

Sub-contracting

To complete a specific project or satisfy a sudden temporary boost in the demand of the business’s items, the business may turn to subcontracting. It is the practice of appointing part of the responsibilities, tasks and responsibilities to another celebration under a contract known as subcontractor.

Hiring an outside expert company to carry out part of the work results in mutual benefits in such cases as the company wish to broaden on its own only when the increased need lasts for a specific duration of time.

Employee Leasing

A worker leasing company focuses on recruitment, training, human resource management, payroll accounting and employment threat administration. The leasing firm likewise takes care of the work supervision, everyday duties and other routine aspects of work.

For example a nursing services firm employs lots of nurses and supplies them to medical facilities on an agreement basis. It supplies a benefit to the company to change its employees without actual layoffs.

Outsourcing

Under contracting out a business process is contracted out to a third party, the reason behind outsourcing are many. It reduces the need to employ and train customized staff as it is sourced out to somebody specializing in that location having the resources and proficiency that causes competitive supremacy over time.

It likewise helps to lower capital and operating costs and assists avoid burdensome guidelines, high taxes, labour union contracts and so on.

Role Profiles for Recruitment Purposes

Role profiles, define the overall purpose of the role, its reporting relationships and essential outcome locations. They may likewise include the list of competencies required. They may be technical (abilities and understanding required to do a specific job) and behavioral competencies connected to the function.

The profile likewise includes the terms (pay, advantages, hours of work, movement, travelling, transfers, training, advancement and career opportunities). The recruitment function supplies the basis for person spec.

Person Specifications

An individual requirements also called recruitment, task or workers spec is the necessary component on which the choice treatment is based. It is the sum overall of education, training, experience, credentials an individual needs to carry out the task designated to him.

When the task requirement have actually been specified, they must be categories under suitable heads. The fundamental categories include certification, technical and behavioural competencies.

There are likewise a variety of conventional schemes. The most popular consist of the seven-point strategy developed by Alec Rodgers in 1952 and the five-point grading system established by Munro Fraser in 1954. These give certain headings under which qualities of a perfect candidate can be categorized.

Seven Point Plan

– Physical make up: Health, employment physique, look, bearing and speech

– Attainments: Education, qualifications, experience

– General intelligence: Fundamental intellectual capability

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

– Interest: Social, intellectual, physically active, constructional

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

– Circumstances: Domestic situations, professions of household.

Five-fold Grading System

Influence on others: Physical make-up, appearance, speech and manner

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

Innate capabilities: Natural speed of understanding and ability for discovering

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

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

Attracting Candidates

Attracting candidates is primarily a matter of identifying, evaluating and using the most proper sources of applicants. 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 elements to be taken under consideration are as follows:

Internal Factors

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

Recruitment needs to be rapid, however a careful process. A wrong relocation can have a disastrous influence on the endeavor. A few procedures can be required to minimize 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

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Personnel Planning

Employee Induction

Kinds of Training

Importance of Training

Training Process

Human Resource Accounting

Methods of Human Resource Accounting

HR Audit

How to Create Training Program
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Performance Appraisal

Performance Appraisal Process

Performance Appraisal Problems

Management by Objectives

360 Degree Performance Appraisal

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Employee Discipline

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What is Collective Bargaining?

What is HRIS?

Competency Based Training
Human Resource Planning

Personnel Planning Process

Personnel Demand Forecasting

What is Personnel Development?

Methods of Performance Appraisal
What is Job Analysis?

What is Job Design?

Recruitment Meaning

Effective Recruiting

Selection Process

What is Employee Induction?
International Human Resource Management

Cross Cultural Theories

Dimensions of Culture

HRM Practices
International Selection Process

Expatriate Training

International Compensation
Human Resource Development

Challenges of Personnel Development

Methods of Personnel Development

Steps for Designing HRD Intervention

Employee Orientation

Employee Socialization

Realistic Job Review

360 Degree Assessment
Employee Assistance Program

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Management Development

Organisational Development

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Kinds Of OD Interventions
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Performance Management System

Performance Planning

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Employee Performance Monitoring
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Performance Management and Reward

Ethics in Performance Management

Role of HR Professionals in Performance Management

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Organisational Culture

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Group Conflict

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Planning in Management

Decision Making in Management

Organising in Management

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Motivation in Management

Motivation Theories

Maslow’s Hierarchy of Needs

Herzberg Two Factor Theory

Mcclelland’s Needs Theory of Motivation

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