What is Recruitment?

Recruitment is the procedure of attracting and identifying a pool of prospects, from which some will be selected 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 important assets of a company. The success or failure of an organization is mainly depending on the quality of the people working therein. Without positive and innovative contributions from individuals, organizations can not progress and prosper.

In order to accomplish the objectives or perform the activities of a company, for that reason, we need to hire people with requisite skills, qualifications and experience. While doing so, we have to keep today along with the future requirements of the organization in mind.

Organizations have to hire people with requisite skills, qualifications and experience if they have to survive and grow in a highly competitive environment.

Recruitment Definition

According to Edwin B Flippo, “Recruitment is the procedure of searching for potential workers and promoting them to get jobs in the company”.

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

According to Plumbley, “Recruitment is a matching procedure and the capacities and inclinations of the candidates need to be matched against the need and benefits inherent in a provided job or career pattern.”

Recruitment Process

The major steps of the recruitment procedure are mentioned as:

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

Job style is the most important part of the recruitment process. The job style is a stage about the style of the task profile and a clear contract between the line supervisor and the HRM Function.

The Job Design is about the arrangement about the profile of the perfect task candidate and the arrangement about the abilities and competencies, which are vital. The info gathered 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 experienced HR Recruiter must decide about the best mix of recruitment sources to discover the finest prospects for the job position. This is another essential step 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 procedure is very crucial today as many companies lose a great deal of time in this action.

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

Job Interviews

The task interviews are the main step in the recruitment procedure, which must be plainly designed and agreed between HRM and line management.

The task interview should find the task candidate, who satisfies the requirements and fits finest the business culture and the department.

Job Offer

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

Recruitment Techniques

Recruitment techniques are the ways or media by which management contacts potential staff members or supply required information or exchange concepts or promote them to look for jobs.

Recruitment strategies 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 consist of sending out travelling employers to academic and expert organizations and workers’ contacts with the public.

( a) Campus Recruitment
Nature of Recruitment

Recruitment includes the following functions:

– Recruitment is the first action of visit.

– It is a continuous procedure.

– It is a process of determining sources of human force, attracting and encouraging them to request jobs in organizations.

– It is an advancement manpower or to work at the last phase.

– It is a positive process.

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

Purpose of Recruitment

– Finding out and establishing the source here needed number and sort of staff members will be available.

– Developing ideal techniques to attract the desirable candidate.

– Employing the strategy to attract staff members.

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

Difference Between Recruitment and Selection

– Recruitment implies looking for sources of labor and promoting individuals to apply for tasks, whereas selection indicates selecting of best kind of people for different tasks.

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

– It produces a big pool of applicants whereas selection causes a screening of inappropriate prospects.

– Recruitment is a simple procedure, it includes contracting the different sources of labor whereas selection is a complex and lengthy process. The prospect has to clear a variety of difficulties before they are picked for a task.

Sources of Recruitment

A source from where candidates are determined, brought in 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 consists of recruiting, establishing and promoting the employees from within the company. Internal recruitments are economical, more reliable as the organization is conscious of the prospect’s skillset and understanding and it likewise motivates the staff members and increases their dedication towards the company. Internal sourcing can be performed in the following ways:

Transfers

An employee might be moved from one task to another internally typically of the very same level. The functions and obligations of the employees may change however not necessarily the wage. This helps the staff members to get encouraged and attempt something brand-new, assists them break the uniformity of the old job and encourages them to grow by gaining more understanding.

Promotions

As acknowledgment of their effectiveness and experience the workers are moved from a position to a higher position. There is a change in their responsibilities and duties 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 staff members might also be hired back in case there is high demand and lack of supply in the market or there is abrupt boost in work load. These workers are already familiar with the procedures, treatments and culture of the company hence they prove to be cost effective.

In this case each employee of the company functions as an employer. The employees are motivated to advise the names of their good friends or relatives operating in other companies. For this they are even rewarded monetarily.

The benefit of employee referral is that the potential prospect gets first hand info about the job and organization culture from the already working employee. Since he understands what he is entering he is expected to stay longer in the company. Also considering that the trustworthiness of those who recommend is at stake, they tend to suggest those who are extremely encouraged and skilled.

Job Postings

The Company posts the existing and anticipated vacancy on bulletin board system, electronic media and similar common portals. This gives an opportunity to the employees to undertake profession shift and help them grow within the company.

Deceased and Disabled Employees

In order to make the families of the departed and disabled staff members self-dependent their family members or dependents may be provided a task in case of any job.

Advantage of Internal Sourcing

– Internal recruitment is less time consuming and economical.

– It is reliable as the organization knows the employee’s understanding and capability.

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

– It increases the inspiration level of the employees as they look forward to getting a higher job in the company rather of trying to find greener pastures outside.

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

– It establishes the spirit of commitment in the employees, ensures continuity of work and organizational stability.

Disadvantage of Internal Sourcing

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

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

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

– It can produce discontentment among the remainder of the employees as there can be bias or partiality in promoting a worker in the company.

External Sources

New prospects are recruited from outside the company by different means and approaches. It is more commonly used than internal sources. External recruitments are helpful in acquiring abilities that are not possessed by the current workers; it likewise assists to bring onboard workers from different backgrounds that get a diversity of concepts on the table.

Campus Recruitments

When companies remain in search of fresh talents and are concentrating on understanding, communication ability and skill than experience, they approach management colleges, technical institutes etc. The company makes a discussion about its organization in order to bring in the students.

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

Management Consultants

Management experts act as agents of the company. They carry out the recruitment function on behalf of the client business by charging them fees or commissions. These consultants are able to tailor their services according to the particular needs of the clients thus relieving the line managers from their recruitment function.

Advertisements

This media of recruitment is preferred and typically utilized as it reaches out a vast array of people. It can also be targeted at a specific group or a particular geographic location by selecting a specific paper, radio channel and so on e.g Business journal.

In specific ads business name, task description and income packages are discussed. There are blind ads also where no identification of the firm is offered. These advertisements are released mostly when the company desires to fill an internal job or planning to displace an existing worker.

Trade Associations

There are associations that develop a database of job applicants and provide it to its members during local or national conventions. They likewise release classified ads for companies thinking about hiring their members.

Walk in Interview

Another upcoming method of recruitment is walk-in interviews. There is no time at all and conference schedule for each individual. An ad relating to the time and the location of the interview is given in the paper. The candidates are needed to bring their CVs and directly stand for the interview. It is a really common mode of recruitment among BPOs and call centres.

Job Fairs

Job fairs are a reliable way of connecting with prospective employees and prospects. There are HR hiring managers of various companies under one roofing system. Information and business cards can be exchanged and resumes can be sent by the prospects.

Employers can find the best candidates, likewise the candidates can apply in many companies together, any place they feel the offer is finest and fits their interest.

Advantage of External Sourcing

– New and young blood gets in the organization, which have innovative concepts, brand-new approaches that can assist to stimulate the existing workers.

– It offers a wider swimming pool for selection. Companies can choose up candidates with requisite qualification.

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

– It causes long term advantages to the organization. Talented swimming pools of individuals bring together with them new methods of working and brand-new techniques to situations that assists the company to stay abreast with the competitive world exterior.

Disadvantage of External Sourcing

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

– This procedure proves to be very costly for the company as the companies need to resort to ads, working with specialists and so on for attracting the right pool of skill.

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

– It is less dependable than internal sourcing. Since the organizations employ candidates on the basis of their resumes, tests, interviews etc they may not turn out to be as expected. It may wind up working with somebody who winds up being a misfit and may not have the ability to change in the brand-new set up.

Alternatives to Recruitment

Recruitment and choice is a costly and time-consuming procedure. Moreover, it gets onboard irreversible workers which are hard to be separated in case they do not perform according to the requirement or if there is overstaffing due to less work due to market demand variations.

Hence to eliminate back the temporary phases of high market need for firm’s items, companies might turn to options to recruitment that are specified listed below:

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

In order to fulfill the additional need of the firm’s items which lead to excess workload, some employees are asked to work overtime under some conditions. Overtime is the quantity of time that somebody works beyond the working hours.

In such a case employee gets extra salaries based on the contract signed in between the staff member and the company. The downside is that the staff member might not work to his complete potential throughout the day in order to earn overtime.

Temporary Employees

A short-lived 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 factors as the completion of a specific project or peak work.

This helps the business in preventing costs of recruitment, saves time involved, and help avoid the unfavorable effect of labor turnover etc. However momentary employees may not be very loyal to the business, their lack of experience may affect the work output and they tend to require time to change.

Sub-contracting

To finish a particular project or meet a sudden momentary boost in the demand of the business’s items, the business might turn to subcontracting. It is the practice of appointing part of the obligations, tasks and obligations to another celebration under an agreement understood as subcontractor.

Hiring an outdoors specialist agency to carry out part of the work leads to mutual advantages in such cases as the company want to expand on its own just when the increased need lasts for a specific time period.

Employee Leasing

A worker leasing company focuses on recruitment, training, human resource management, payroll accounting and danger administration. The leasing company also takes care of the work guidance, day-to-day responsibilities and other regular elements of work.

For instance a nursing services firm hires lots of nurses and supplies them to hospitals on a contract basis. It provides an advantage to the organization to change its staff members without actual layoffs.

Outsourcing

Under outsourcing a business process is contracted out to a 3rd party, the factor behind outsourcing are many. It decreases the requirement to employ and train customized personnel as it is sourced out to someone concentrating on that area possessing the resources and proficiency that causes competitive supremacy in time.

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

Role Profiles for Recruitment Purposes

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

The profile likewise consists of the conditions (pay, benefits, hours of work, movement, taking a trip, transfers, training, development and profession opportunities). The recruitment role provides the basis for individual requirements.

Person Specifications

A person spec likewise called recruitment, task or personnel spec is the essential element on which the choice procedure is based. It is the sum total of education, training, experience, qualification an individual has to carry out the task designated to him.

When the job requirement have been defined, they should be classifications under ideal heads. The standard categories consist of qualification, technical and behavioural proficiencies.

There are likewise a variety of standard schemes. The most popular consist of the seven-point strategy established by Alec Rodgers in 1952 and the five-point grading system established by Munro Fraser in 1954. These offer certain headings under which characteristics of an ideal candidate can be classified.

Seven Point Plan

– Physical comprise: Health, body, appearance, bearing and speech

– Attainments: Education, credentials, experience

– General intelligence: Fundamental intellectual capacity

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

– Interest: Social, job intellectual, physically active, constructional

– Disposition: Acceptability, influence over others, steadiness, job dependability, selfreliance

– Circumstances: Domestic circumstances, occupations of household.

Five-fold Grading System

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

Acquired understanding or qualification: Education, vocational training, work experience

Innate abilities: Natural quickness of understanding and aptitude for discovering

Motivation: The type of objectives set by the individual, his/her consistency and decision in following them up, and success in achieving them

Adjustment: Emotional stability, capability to stand tension and ability to proceed with individuals.

Attracting Candidates

Attracting prospects is mostly a matter of determining, evaluating and using the most suitable sources of candidates. However, where suitable sources of recruitment are not there, then the analysis of aspects contributing to the recruitment in an organization need to be examined. Various factors to be taken under consideration are as follows:

Internal Factors

– Company’s pay plan
– Quality of Work Life
– Organizational culture
– Career preparing & development
– Company’s size
– Company’s products/services
– Company’s development rate
– Role of trade union
– Cost of recruitment
– Company’s name & fame

External Factors

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

Recruitment should be speedy, but a cautious procedure. An incorrect move can have a devastating influence on the undertaking. A couple of steps can be required 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 Candidate Pool
Recruitment Policy
Internal and External Sources
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