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What is Recruitment?

Recruitment is the procedure of bring in and recognizing a swimming pool of candidates, 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

Human resources are the most essential possessions of a company. The success or failure of a company is mainly depending on the quality of the individuals working therein. Without positive and creative contributions from individuals, companies can not advance and prosper.

In order to achieve the objectives or carry out the activities of an organization, for that reason, we require to recruit individuals with requisite skills, credentials and experience. While doing so, we have to keep the present in addition to the future requirements of the company in mind.

Organizations need to recruit people with requisite skills, credentials and experience if they need to endure and thrive in a highly competitive environment.

Recruitment Definition

According to Edwin B Flippo, “Recruitment is the procedure of browsing for prospective employees and stimulating them to use for jobs in the organization”.

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

According to Plumbley, “Recruitment is a coordinating process and the capabilities and inclinations of the candidates have actually to be matched against the demand and benefits fundamental in a provided task or career pattern.”

Recruitment Process

The major steps 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 fundamental part of the recruitment process. The task design is a phase about the style of the job profile and a clear contract between the line supervisor and the HRM Function.

The Job Design has to do with the arrangement about the profile of the perfect job candidate and the agreement about the skills and proficiencies, which are vital. The details 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 usually the task of the HR Recruiter. Skilled and experienced HR Recruiter ought to choose about the ideal mix of recruitment sources to find the finest candidates for the job position. This is another key step in the recruitment process.

Collecting and Presenting Job Resumes

The next action is gathering of task resumes and their pre-selection. This action in the recruitment procedure is very essential today as lots of organizations lose a lot of time in this action.

Today, the organization can not wait with the pre-selection of the task resumes. Generally, this must 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 employment agreed in between HRM and line management.

The job interview should find the job prospect, who meets the requirements and fits finest the business 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 completes all the other actions and the winner of the task interviews gets the offer from the organization to join.

Recruitment Techniques

Recruitment techniques are the means or media by which management contacts prospective staff members or offer essential details or exchange ideas or stimulate them to make an application for jobs.

Recruitment methods are:

Internal Methods: They are for recruiting internal prospects. These consist of approaches like:

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

Direct Methods: These consist of sending taking a trip recruiters to instructional and expert institutions and employees’ contacts with the general public.

( a) Campus Recruitment
Nature of Recruitment

Recruitment includes the following functions:

– Recruitment is the initial step of visit.

– It is a continuous process.

– It is a procedure of recognizing sources of human force, attracting and encouraging them to get jobs in organizations.

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

– It is a positive process.

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

Purpose of Recruitment

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

– Developing suitable methods to bring in the desirable prospect.

– Employing the method to bring in employees.

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

Difference Between Recruitment and Selection

– Recruitment indicates looking for sources of labor and promoting people to apply for tasks, whereas selection implies picking of right sort of people for various jobs.

– Recruitment is a favorable procedure whereas choice is an unfavorable procedure.

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

– Recruitment is a basic process, it includes contracting the various sources of labor whereas choice is a complex and lengthy process. The prospect has to clear a variety of hurdles before they are selected for a job.

Sources of Recruitment

A source from where candidates are identified, 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 approach consists of recruiting, developing and promoting the staff members from within the company. Internal recruitments are economical, more trustworthy as the organization is mindful of the candidate’s skillset and knowledge and it likewise motivates the employees and increases their commitment towards the company. Internal sourcing can be carried out in the following ways:

Transfers

A worker may be shifted from one job to another internally normally of the exact same level. The functions and responsibilities of the workers may change however not necessarily the wage. This assists the employees to get encouraged and attempt something brand-new, assists them break the uniformity of the old job and encourages them to grow by getting more understanding.

Promotions

As acknowledgment of their effectiveness 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 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 staff members might also be hired back in case there is high need and shortage of supply in the industry or there is unexpected boost in workload. These employees are already knowledgeable about the processes, procedures and culture of the company for this reason they show to be cost efficient.

In this case each staff member of the company acts as a recruiter. The workers are motivated to advise the names of their buddies or relatives operating in other companies. For this they are even rewarded monetarily.

The benefit of staff member referral is that the potential prospect gets initially hand details about the task and company culture from the already working worker. Since he knows what he is entering he is expected to stay longer in the company. Also considering that the trustworthiness of those who suggest is at stake, they tend to recommend those who are highly motivated and skilled.

Job Postings

The Company posts the current and predicted job on bulletin board system, electronic media and similar common portals. This gives a chance to the workers to undertake career shift and assist them grow within the business.

Deceased and Disabled Employees

In order to make the households of the deceased and handicapped employees self-sufficient their relatives or dependents might be offered a job in case of any vacancy.

Advantage of Internal Sourcing

– Internal recruitment is less time consuming and economical.

– It is trustworthy as the company knows the employee’s understanding and skill set.

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

– It increases the motivation level of the staff members as they look forward to getting a higher job in the company instead of trying to find greener pastures outside.

– It increases the spirits of the workers, improves their relations with the company and lowers employee turnover.

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

Disadvantage of Internal Sourcing

– Internal sourcing prevents new blood, originality and innovative concepts from entering the company.

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

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

– It can produce discontentment amongst the remainder of the staff members 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 techniques. It is more commonly used than internal sources. External recruitments are practical in obtaining skills that are not possessed by the current employees; it likewise assists to bring onboard workers from various backgrounds that get a diversity of ideas on the table.

Campus Recruitments

When business 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 business makes a presentation about its company in order to attract the students.

Whoever finds it matching with their profession plans makes an application for the job. These applicants are then made to go through series of selection procedures like analytical and mental tests, group conversations, interviews etc before the final choice is done.

Management Consultants

Management experts serve as agents of the employer. They perform the recruitment function on behalf of the customer company by charging them charges or commissions. These consultants are able to tailor their services according to the specific requirements of the customers thus relieving the line managers from their recruitment function.

Advertisements

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

In particular ads business name, task description and income packages are mentioned. There are blind advertisements too where no identification of the company is given. These advertisements are released primarily when the organization wishes to fill an internal job or planning to displace an existing staff member.

Trade Associations

There are associations that create a database of task applicants and supply it to its members throughout local or national conventions. They likewise release classified advertisements for companies interested in recruiting 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 location of the interview is provided in the paper. The prospects are needed to bring their CVs and straight appear for the interview. It is a very typical mode of recruitment amongst BPOs and call centres.

Job Fairs

Job fairs are an efficient way of getting in touch with prospective workers 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 submitted by the prospects.

Employers can spot the ideal candidates, likewise the applicants can use in many companies together, wherever they feel the offer is finest 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 offers a broader pool for choice. Companies can choose up candidates with requisite certification.

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

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

Disadvantage of External Sourcing

– It is a time consuming procedure as it includes attracting the right candidates, employment evaluating them, going through a series of tests and interviews etc. When ideal candidates are not available this process needs to be repeated once again and once again.

– This procedure shows to be very expensive for the company as the business need to resort to ads, working with experts and so on for drawing in the best swimming pool of skill.

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

– It is less trusted than internal sourcing. Since the organizations work with prospects on the basis of their resumes, tests, interviews and so on they might not turn out to be as expected. It may end up employing someone who winds up being a misfit and might not have the ability to adjust in the new set up.

Alternatives to Recruitment

Recruitment and choice is a pricey and time-consuming procedure. Moreover, it gets onboard irreversible workers which are tough 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 changes.

Hence to combat back the temporary stages of high market need for company’s products, companies might resort to alternatives to recruitment that are mentioned below:

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

In order to satisfy the additional need of the company’s products which lead to excess workload, 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 worker gets extra incomes as per the contract signed between the worker and the employer. The downside is that the employee might not work to his complete capacity during the day in order to make overtime.

Temporary Employees

A temporary worker is designated for a period that does not last for long. It is to fill a short term position which is set up to be ended within several years for reasons as the completion of a specific job or peak workload.

This assists the company in preventing expenses of recruitment, saves time involved, and assist avoid the negative effect of labor turnover etc. However short-term workers may not be really devoted to the business, their lack of experience may affect the work output and they tend to take time to change.

Sub-contracting

To complete a particular job or fulfill a sudden temporary boost in the need of the business’s products, the company may turn to subcontracting. It is the practice of assigning part of the responsibilities, employment tasks and obligations to another celebration under an agreement referred to as subcontractor.

Hiring an outside expert agency to carry out part of the work results in mutual advantages in such cases as the company wish to broaden by itself just when the increased need lasts for a given amount of time.

Employee Leasing

An employee leasing firm concentrates on recruitment, training, personnel management, payroll accounting and threat administration. The leasing firm also takes care of the work supervision, day-to-day tasks and other regular aspects of work.

For instance a nursing services firm works with many nurses and supplies them to healthcare facilities on an agreement basis. It provides a benefit to the company to change its employees without actual layoffs.

Outsourcing

Under contracting out a business procedure is contracted out to a 3rd party, the factor behind outsourcing are many. It reduces the need to employ and train customized personnel as it is sourced out to somebody specializing in that area possessing the resources and expertise that causes competitive supremacy in time.

It likewise helps to lower capital and operating expenditures and helps avoid burdensome policies, high taxes, labour union agreements and so on.

Role Profiles for Recruitment Purposes

Role profiles, define the overall function of the function, its reporting relationships and crucial outcome areas. They might likewise include the list of proficiencies required. They might be technical (skills and knowledge needed to do a specific task) and behavioral competencies connected to the role.

The profile likewise consists of the terms (pay, advantages, hours of work, mobility, taking a trip, transfers, training, development and career chances). The recruitment function offers the basis for employment person specification.

Person Specifications

An individual spec likewise known as recruitment, task or personnel specification is the important aspect on which the choice procedure is based. It is the amount overall of education, training, experience, qualification an individual needs to perform the task assigned to him.

When the task requirement have been defined, they must be categories under appropriate heads. The basic classifications consist of qualification, technical and behavioural proficiencies.

There are likewise a variety of traditional schemes. The most popular include the seven-point strategy developed by Alec Rodgers in 1952 and the five-point grading system developed by Munro Fraser in 1954. These provide particular headings under which attributes of an ideal candidate can be classified.

Seven Point Plan

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

– Attainments: Education, qualifications, experience

– General intelligence: Fundamental intellectual capacity

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

– Interest: Social, intellectual, physically active, constructional

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

– Circumstances: Domestic circumstances, professions of household.

Five-fold Grading System

Effect on others: Physical make-up, look, speech and way

Acquired knowledge or credentials: 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 ability to get on with people.

Attracting Candidates

Attracting prospects is mostly a matter of identifying, evaluating and utilizing the most proper sources of candidates. However, where appropriate sources of recruitment are not there, then the analysis of aspects contributing to the recruitment in a company need to be evaluated. Various aspects to be taken under consideration are as follows:

Internal Factors

– Company’s pay package
– Quality of Work Life
– Organizational culture
– Career preparing & growth
– 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 factors
3. Employment rate
4. Labour market condition
5. Political, Legal & Govt. elements
6. Information System

Recruitment needs to be fast, but a careful procedure. An incorrect move can have a disastrous effect on the endeavor. A couple of measures can be required to reduce 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
Human Resources Tutorial

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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

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
Personnel Development

Challenges of Human Resource Development

Methods of Human Resource Development

Steps for 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 Personnel 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

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