What is Recruitment?
Recruitment is the process of attracting 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
Personnels are the most essential possessions of a company. The success or failure of a company is largely based on the caliber of individuals working therein. Without favorable and imaginative contributions from people, companies can not advance and succeed.
In order to attain the goals or carry out the activities of an organization, for that reason, we require to hire people with requisite skills, qualifications and experience. While doing so, we need to keep today as well as the future requirements of the company in mind.
Organizations need to recruit individuals with requisite abilities, credentials and experience if they have to endure and flourish in an extremely competitive environment.
Recruitment Definition
According to Edwin B Flippo, « Recruitment is the procedure of browsing for potential workers and stimulating them to make an application for jobs in the company ».
DeCenzo and Robbins define it as « Recruitment is the procedure of finding possible prospects for actual or anticipated organizational jobs. Or from another perspective, it is a connecting activity-bringing together those with jobs to fill and those seeking jobs. »
According to Plumbley, « Recruitment is a matching process and the capacities and dispositions of the prospects have to be matched versus the demand and benefits intrinsic in a given task or profession pattern. »
Recruitment Process
The significant 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 vital part of the recruitment process. The job design is a stage about the style of the task profile and a clear contract between the line supervisor employment and the HRM Function.
The Job Design has to do with the agreement about the profile of the ideal job candidate and the agreement about the abilities and proficiencies, which are necessary. The information 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 normally the job of the HR Recruiter. Skilled and experienced HR Recruiter must decide about the ideal mix of recruitment sources to find the finest candidates for the job position. This is another key action in the recruitment procedure.
Collecting and Presenting Job Resumes
The next step is collecting of job resumes and their pre-selection. This step in the recruitment procedure is extremely crucial today as numerous companies lose a great deal of time in this action.
Today, the company can not wait with the pre-selection of the job resumes. Generally, this must be the last step done simply by the HRM Function.
Job Interviews
The task interviews are the primary action in the recruitment process, which need to be plainly created and agreed in between HRM and line management.
The job interview need to find the task candidate, who meets the requirements and fits best the corporate culture and the department.
Job Offer
The task offer is the last step of the recruitment procedure, which is done by the HRM Function, it finalizes all the other steps and the winner of the task interviews gets the deal from the company to sign up with.
Recruitment Techniques
Recruitment strategies are the ways or media by which management contacts potential staff members or offer required info or exchange concepts or stimulate them to obtain tasks.
Recruitment methods are:
Internal Methods: They are for hiring 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 professional organizations and staff members’ contacts with the public.
( a) Campus Recruitment
Nature of Recruitment
Recruitment includes the following features:
– Recruitment is the first step of consultation.
– It is a continuous procedure.
– It is a process of identifying sources of human force, attracting and inspiring them to apply for jobs in companies.
– It is an advancement workforce or to operate at the last phase.
– It is a positive process.
– It fulfills requirements, both today, and the future.
Purpose of Recruitment
– Finding out and developing the source here needed number and kind of employees will be offered.
– Developing ideal methods to draw in the desirable candidate.
– Employing the strategy to bring in workers.
– Stimulating as lots of candidates as possible and asking to apply for tasks regardless of the number of prospects required in order to increase the selection ratio (i.e., variety of application per one job vacancy) due to lower yield ratio.
Difference Between and Selection
– Recruitment implies looking for sources of labor and stimulating individuals to request tasks, whereas selection indicates picking of best kind of individuals for various jobs.
– Recruitment is a positive procedure whereas selection is an unfavorable process.
– It produces a big swimming pool of candidates whereas selection causes a screening of unsuitable prospects.
– Recruitment is a basic process, it involves contracting the numerous sources of labor whereas selection is a complex and time-consuming procedure. The candidate needs to clear a variety of obstacles before they are selected for a job.
Sources of Recruitment
A source from where prospects are recognized, attracted 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 technique consists of recruiting, developing and promoting the employees from within the company. Internal recruitments are cost-efficient, more reputable as the organization knows the candidate’s skillset and knowledge and it likewise inspires the workers and increases their commitment towards the company. Internal sourcing can be done in the following methods:
Transfers
A worker may be shifted from one job to another internally generally of the same level. The functions and duties of the staff members may alter however not necessarily the wage. This assists the staff members to get motivated and attempt something brand-new, assists them break the monotony of the old job and motivates them to grow by getting more knowledge.
Promotions
As recognition of their efficiency and experience the employees are moved from a position to a higher position. There is a change in their tasks and responsibilities accompanied with a change in salary and status. It assists the worker to grow vertically in the organization. It refrains him from leaving the company for greener pastures.
Retired and Retrenched Employees
Retired and retrenched workers might also be hired back in case there is high demand and lack of supply in the industry or there is unexpected boost in workload. These staff members are currently knowledgeable about the procedures, treatments and culture of the organization thus they show to be cost reliable.
In this case each employee of the business functions as an employer. The workers are motivated to recommend the names of their buddies or loved ones working in other organizations. For this they are even rewarded monetarily.
The benefit of staff member referral is that the possible candidate gets initially hand information about the task and organization culture from the already working employee. Since he understands what he is getting into he is expected to stay longer in the organization. Also considering that the reliability of those who advise is at stake, they tend to suggest those who are highly encouraged and proficient.
Job Postings
The Company posts the present and predicted job on publication boards, electronic media and similar typical portals. This offers a chance to the workers to carry out career shift and help them grow within the business.
Deceased and Disabled Employees
In order to make the households of the departed and disabled workers self-dependent their relatives or dependents may be offered a task in case of any job.
Advantage of Internal Sourcing
– Internal recruitment is less time consuming and affordable.
– It is dependable as the company is conscious of the worker’s understanding and capability.
– There is no requirement of induction and training as the staff member is already aware of the processes, treatments and culture of the company.
– It increases the motivation level of the staff members as they anticipate getting a greater job in the organization instead of trying to find greener pastures outside.
– It enhances the spirits of the workers, enhances their relations with the organization and lowers 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 prevents brand-new blood, originality and innovative concepts from going into the organization.
– The scope is restricted as not all the vacancies can be filled by the limited pool of skill readily available in the company.
– The position of the person who is moved or promoted falls uninhabited.
– It can develop dissatisfaction among the remainder of the workers as there can be predisposition or partiality in promoting an employee in the organization.
External Sources
New candidates are recruited from outside the organization by different ways and methods. It is more frequently utilized than internal sources. External recruitments are valuable in acquiring abilities that are not had by the present staff members; it likewise assists to bring onboard employees from various backgrounds that get a variety of ideas on the table.
Campus Recruitments
When companies remain in search of fresh talents and are concentrating on knowledge, communication ability and talent than experience, they approach management colleges, technical institutes etc. The company makes a presentation about its company in order to attract the students.
Whoever discovers it matching with their career strategies makes an application for the job. These candidates are then made to go through series of choice processes like analytical and psychological tests, group conversations, interviews and so on before the last choice is done.
Management Consultants
Management consultants act as representatives of the company. They carry out the recruitment function on behalf of the customer company by charging them fees or commissions. These experts have the ability to customize their services according to the specific requirements of the clients hence eliminating the line managers from their recruitment function.
Advertisements
This media of recruitment is incredibly popular and commonly utilized as it reaches out a large range of people. It can likewise be targeted at a particular group or a particular geographic area by selecting a particular newspaper, radio channel and so on e.g Business journal.
In particular advertisements business name, job description and wage packages are discussed. There are blind advertisements also where no identification of the firm is offered. These ads are published mainly when the company desires to fill an internal job or planning to displace an existing employee.
Trade Associations
There are associations that create a database of task seekers and offer it to its members throughout local or nationwide conventions. They also release classified advertisements for employers interested in hiring their members.
Walk in Interview
Another upcoming method of recruitment is walk-in interviews. There is no time and meeting schedule for each individual. An ad regarding the time and the area of the interview is given up the newspaper. The prospects are required to carry their CVs and straight stand for the interview. It is a very typical mode of recruitment amongst BPOs and call centres.
Job Fairs
Job fairs are a reliable way of getting in touch with potential employees and prospects. There are HR hiring supervisors of numerous companies under one roof. Information and business cards can be exchanged and resumes can be sent by the candidates.
Employers can find the right candidates, similarly the candidates 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 gets in the organization, which have innovative concepts, brand-new methods that can help to stimulate the existing workers.
– It offers a broader pool for choice. Companies can get candidates with requisite qualification.
– It creates a competitive environment as it helps the existing workers to work harder in order to match the requirement that the brand-new workers bring in.
– It leads to long term advantages to the company. Talented swimming pools of individuals bring together with them new methods of working and new approaches to circumstances that helps the organization to stay informed with the competitive world exterior.
Disadvantage of External Sourcing
– It is a time consuming procedure as it involves attracting the best candidates, evaluating them, going through a series of tests and interviews etc. When ideal prospects are not available this process needs to be repeated again and again.
– This process proves to be really costly for the company as the companies need to resort to advertisements, working with consultants and so on for drawing in the right swimming pool of skill.
– It can decrease the morale 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 organizations employ prospects on the basis of their resumes, tests, interviews etc they may not end up being as expected. It might end up employing somebody who ends up being a misfit and may not have the ability to adjust in the brand-new set up.
Alternatives to Recruitment
Recruitment and selection is a costly and time-consuming process. Moreover, it gets onboard long-term staff members which are hard 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 variations.
Hence to eliminate back the temporary phases of high market demand for firm’s items, business might resort to alternatives to recruitment that are stated below:
Overtime.
Temporary Employees.
Sub-contracting.
Employee Leasing.
Outsourcing.
Overtime
In order to satisfy the additional demand of the company’s products which result in excess work load, some staff members are asked to work overtime under some terms. Overtime is the quantity of time that somebody works beyond the working hours.
In such a case employee gets extra salaries as per the contract signed in between the staff member and the company. The drawback is that the worker might not work to his full capacity throughout the day in order to make overtime.
Temporary Employees
A short-lived staff member 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 several years for reasons as the conclusion of a particular task or peak work.
This helps the company in avoiding costs of recruitment, saves time involved, and help prevent the negative effect of labor turnover etc. However short-term staff members might not be extremely faithful to the business, their inexperience might impact the work output and they tend to take time to adjust.
Sub-contracting
To complete a specific job or satisfy a sudden temporary boost in the demand of the business’s items, the business may resort to subcontracting. It is the practice of assigning part of the obligations, jobs and duties to another party under an agreement known as subcontractor.
Hiring an outdoors expert agency to carry out part of the work causes shared benefits in such cases as the company would like to expand employment on its own just when the increased need lasts for a specific amount of time.
Employee Leasing
A staff member leasing firm focuses on recruitment, training, personnel management, payroll accounting and danger administration. The leasing firm also looks after the work supervision, everyday duties and other routine elements of work.
For example a nursing services firm hires numerous nurses and provides them to healthcare facilities on an agreement basis. It supplies a benefit to the company to alter its staff members without actual layoffs.
Outsourcing
Under outsourcing a service procedure is contracted out to a third party, the reason behind outsourcing are many. It reduces the need to employ and train specific personnel as it is sourced out to somebody concentrating on that area possessing the resources and expertise that causes competitive superiority over time.
It likewise assists to lower capital and operating expenditures and assists avoid burdensome regulations, high taxes, labour union contracts and so on.
Role Profiles for Recruitment Purposes
Role profiles, specify the general purpose of the role, its reporting relationships and crucial outcome areas. They may also include the list of proficiencies required. They may be technical (abilities and knowledge needed to do a specific task) and behavioral competencies attached to the role.
The profile likewise includes the conditions (pay, advantages, hours of work, mobility, taking a trip, transfers, training, advancement and career opportunities). The recruitment role provides the basis for person specification.
Person Specifications
A person requirements likewise referred to as recruitment, task or personnel requirements is the vital aspect on which the selection procedure is based. It is the sum overall of education, training, experience, credentials an individual has to carry out the task assigned to him.
When the task requirement have been specified, they should be classifications under suitable heads. The basic categories include certification, technical and behavioural competencies.
There are likewise a variety of conventional plans. The most popular consist of the seven-point plan established by Alec Rodgers in 1952 and the five-point grading system established by Munro Fraser in 1954. These give specific headings under which characteristics of an ideal prospect can be categorized.
Seven Point Plan
– Physical make up: Health, body, appearance, bearing and speech
– Attainments: Education, certifications, experience
– General intelligence: Fundamental intellectual capability
– Special aptitudes: Mechanical, manual mastery, facility in usage of words or figures
– Interest: Social, intellectual, physically active, constructional
– Disposition: Acceptability, influence over others, steadiness, dependability, selfreliance
– Circumstances: Domestic scenarios, professions of family.
Five-fold Grading System
Influence on others: Physical make-up, employment look, speech and way
Acquired knowledge or certification: Education, employment training, work experience
Innate abilities: Natural quickness of understanding and ability for discovering
Motivation: The kind of goals set by the individual, his/her consistency and determination in following them up, and success in accomplishing them
Adjustment: Emotional stability, ability to stand stress and capability to get on with people.
Attracting Candidates
Attracting candidates is mainly a matter of recognizing, assessing and utilizing the most appropriate sources of candidates. However, where appropriate sources of recruitment are not there, then the analysis of factors contributing to the recruitment in a company requirement to be examined. 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 & 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 factors
2. Supply and demand aspects
3. Employment rate
4. Labour market condition
5. Political, Legal & Govt. aspects
6. Information System
Recruitment must be fast, however a careful procedure. A wrong move can have a dreadful effect on the undertaking. A couple of measures can be required to minimize the unfavorable impact. They are:
Brand Image Creation
Stating clear Definition of Employee Requirements
Applications Receiving Sources
Screening of Applications
Selection Process
Maintain a Prospect Pool
Recruitment Policy
Internal and External Sources
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