Overview

  • Founded Date 04.06.1912
  • Sectors Education Training
  • Posted Jobs 0
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Company Description

What is Recruitment?

Recruitment is the procedure of attracting and identifying a swimming pool of prospects, from which some will be chosen 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 properties of a company. The success or failure of an organization is largely depending on the quality of the people working therein. Without favorable and innovative contributions from people, companies can not advance and flourish.

In order to achieve the goals or perform the activities of a company, therefore, we need to recruit people with requisite skills, certifications and experience. While doing so, we need to keep the present as well as the future requirements of the company in mind.

Organizations have to hire individuals with requisite abilities, certifications and experience if they have to endure and thrive in an extremely competitive environment.

Recruitment Definition

According to Edwin B Flippo, «Recruitment is the process of looking for potential staff members and promoting them to apply for jobs in the organization».

DeCenzo and Robbins define it as «Recruitment is the process of discovering possible candidates for actual or awaited organizational jobs. Or from another perspective, it is a connecting activity-bringing together those with jobs to fill and those looking for jobs.»

According to Plumbley, «Recruitment is a coordinating process and the capacities and inclinations of the candidates need to be matched versus the demand and benefits inherent in an offered task or profession 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 essential part of the recruitment process. The task style 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 is about the arrangement about the profile of the perfect task prospect and the contract about the skills and proficiencies, which are vital. The info collected can be used throughout other actions of the recruitment process to speed it up.

Opening Job Position

The Opening of the Job Position is typically the task of the HR Recruiter. Skilled and skilled HR Recruiter ought to decide about the ideal mix of recruitment sources to find the finest candidates for the task position. This is another key action in the recruitment procedure.

Collecting and Presenting Job Resumes

The next action is collecting of job resumes and their pre-selection. This step in the recruitment process is really important today as many 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 should be the last step done purely by the HRM Function.

Job Interviews

The job interviews are the primary action in the recruitment procedure, which ought to be plainly created and agreed between HRM and line management.

The task interview ought to discover the job candidate, who meets the requirements and fits finest the business culture and the department.

Job Offer

The job offer is the last step of the recruitment procedure, which is done by the HRM Function, it finalizes all the other actions and the winner of the task interviews gets the deal from the company to join.

Recruitment Techniques

Recruitment strategies are the methods or media by which management contacts prospective workers or provide needed info or exchange ideas or stimulate them to get jobs.

Recruitment methods are:

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

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

Direct Methods: These include sending out taking a trip employers to academic and professional institutions and workers’ contacts with the public.

( a) Campus Recruitment
Nature of Recruitment

Recruitment includes the following features:

— Recruitment is the very first step of appointment.

— It is a constant process.

— It is a procedure of determining sources of human force, drawing in and inspiring them to request jobs in companies.

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

— It is a favorable process.

— It satisfies needs, both today, and the future.

Purpose of Recruitment

— Finding out and establishing the source here required number and type of workers will be readily available.

— Developing ideal methods to bring in the desirable candidate.

— Employing the technique to bring in workers.

— Stimulating as lots of prospects as possible and inquiring to request tasks irrespective of the number of candidates required 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 indicates looking for sources of labor and stimulating individuals to look for jobs, whereas choice implies selecting of best sort of people for different tasks.

— Recruitment is a favorable process whereas selection is an unfavorable procedure.

— It creates a big pool of candidates whereas selection leads to a screening of unsuitable candidates.

— Recruitment is an easy process, it involves contracting the numerous sources of labor whereas selection is a complex and time-consuming procedure. The prospect has to clear a variety of hurdles before they are chosen for a task.

Sources of Recruitment

A source from where candidates are identified, 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 includes recruiting, establishing and promoting the employees from within the company. Internal recruitments are affordable, more trustworthy as the company is mindful of the prospect’s skillset and knowledge and it likewise inspires the staff members and increases their dedication towards the organization. Internal sourcing can be done in the following ways:

Transfers

A staff member may be shifted from one job to another internally typically of the very same level. The roles and responsibilities of the employees may alter however not necessarily the income. This assists the staff members to get inspired and attempt something new, assists 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 employees are moved from a position to a greater position. There is a change in their responsibilities and responsibilities accompanied with a change in salary and status. It assists the employee to grow vertically in the company. It refrains him from leaving the business for greener pastures.

Retired and Retrenched Employees

Retired and retrenched staff members might likewise be recruited back in case there is high demand and shortage of supply in the market or there is sudden increase in workload. These staff members are currently familiar with the procedures, procedures and culture of the company thus they prove to be cost efficient.

In this case each employee of the company serves as an employer. The employees are encouraged to suggest the names of their friends or family members working in other organizations. For this they are even rewarded monetarily.

The advantage of staff member recommendation is that the prospective candidate gets initially hand information about the task and company culture from the currently working staff member. Since he knows what he is entering he is expected to remain longer in the organization. Also since the credibility of those who suggest is at stake, they tend to suggest those who are extremely encouraged and qualified.

Job Postings

The Company posts the current and predicted job on bulletin board system, electronic media and comparable typical websites. This gives a chance to the workers to undertake profession shift and assist them grow within the company.

Deceased and Disabled Employees

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

Advantage of Internal Sourcing

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

— It is dependable as the company is mindful of the employee’s understanding and capability.

— There is no need of induction and training as the staff member is currently familiar with the procedures, procedures and culture of the company.

— It increases the motivation level of the workers as they look forward to getting a higher job in the company instead of looking for greener pastures outside.

— It improves the spirits of the workers, improves their with the organization and reduces employee 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 members, creativity and ingenious concepts from going into the company.

— The scope is restricted as not all the jobs can be filled by the minimal swimming pool of skill available in the organization.

— The position of the person who is transferred or promoted falls vacant.

— It can produce discontentment amongst the remainder of the employees as there can be predisposition or partiality in promoting a worker in the organization.

External Sources

New prospects are recruited from outside the organization by various means and techniques. It is more commonly utilized than internal sources. External recruitments are handy in getting abilities that are not possessed by the present staff members; it also helps to bring onboard employees from various backgrounds that get a diversity of ideas on the table.

Campus Recruitments

When companies remain in search of fresh skills and are concentrating on understanding, interaction skill and talent than experience, they approach management colleges, technical institutes etc. The company makes a presentation about its company in order to bring in the students.

Whoever discovers it matching with their profession plans requests the job. These applicants are then made to go through series of selection procedures like analytical and mental tests, group conversations, interviews and so on before the final selection is done.

Management Consultants

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

Advertisements

This media of recruitment is popular and typically used as it reaches out a vast array of people. It can likewise be targeted at a specific group or a specific geographic area by picking a specific paper, radio channel and so on e.g Business journal.

In certain ads business name, task description and wage bundles are discussed. There are blind advertisements as well where no recognition of the firm is offered. These advertisements are published mainly when the company wants to fill an internal vacancy or preparing to displace an existing worker.

Trade Associations

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

Walk in Interview

Another upcoming approach of recruitment is walk-in interviews. There is no time and meeting schedule for each person. An ad concerning the time and the location of the interview is offered in the paper. The candidates are needed to bring their CVs and straight stand for the interview. It is a very common mode of recruitment amongst BPOs and call centres.

Job Fairs

Job fairs are an effective way of getting in touch with possible workers and prospects. There are HR hiring supervisors of numerous companies under one roofing. Information and organization cards can be exchanged and resumes can be sent by the prospects.

Employers can find the ideal candidates, likewise the applicants can use in numerous companies together, any place they feel the offer is best and matches their interest.

Advantage of External Sourcing

— New and young blood enters the organization, which have innovative concepts, brand-new approaches that can help to stimulate the existing workers.

— It provides a broader swimming pool for choice. Companies can select up prospects with requisite certification.

— It creates a competitive environment as it helps the existing employees to work harder in order to match the requirement that the brand-new workers generate.

— It leads to long term benefits to the organization. Talented swimming pools of individuals bring in addition to them brand-new methods of working and brand-new methods to situations that assists the company to stay abreast with the competitive world outside.

Disadvantage of External Sourcing

— It is a time consuming process as it involves bring in the best prospects, screening them, going through a series of tests and interviews etc. When ideal prospects are not offered this process has to be duplicated again and once again.

— This process shows to be very pricey for the company as the companies need to turn to advertisements, working with specialists etc for bring in the ideal pool of talent.

— It can reduce the spirits and demotivate the existing workers as they can feel that their services have not been recognized.

— It is less reputable than internal sourcing. Since the companies employ prospects on the basis of their resumes, tests, interviews etc they might not turn out to be as expected. It may end up working with somebody who winds up being a misfit and might not have the ability to change in the new established.

Alternatives to Recruitment

Recruitment and choice is an expensive and time-consuming process. Moreover, it gets onboard permanent employees which are difficult to be separated in case they do not carry out according to the requirement or if there is overstaffing due to less work due to market need fluctuations.

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

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

In order to satisfy the extra need of the firm’s products which cause excess work load, some workers are asked to work overtime under some terms. Overtime is the amount of time that somebody works beyond the working hours.

In such a case employee gets additional earnings as per the agreement signed between the worker and the company. The disadvantage is that the staff member may not work to his full capacity throughout the day in order to make overtime.

Temporary Employees

A short-lived employee is selected for a period that does not last for long. It is to fill a short-term position which is arranged to be ended within one or more years for reasons as the conclusion of a particular task or peak workload.

This assists the business in avoiding expenses of recruitment, saves time involved, and help avoid the unfavorable effect of labor turnover etc. However momentary staff members might not be extremely devoted to the business, their inexperience might affect the work output and they tend to take some time to change.

Sub-contracting

To finish a specific project or satisfy a sudden short-term boost in the demand of the company’s items, the business may turn to subcontracting. It is the practice of appointing part of the commitments, tasks and duties to another party under a contract referred to as subcontractor.

Hiring an outdoors expert company to undertake part of the work leads to shared advantages in such cases as the company wish to broaden on its own just when the increased need lasts for a specified period of time.

Employee Leasing

A staff member leasing firm specializes in recruitment, training, personnel management, payroll accounting and threat administration. The leasing company likewise looks after the work supervision, day-to-day responsibilities and other routine aspects of work.

For instance a nursing services firm works with lots of nurses and offers them to hospitals on an agreement basis. It supplies a benefit to the organization to change its workers without actual layoffs.

Outsourcing

Under contracting out an organization process is contracted out to a third party, the reason behind outsourcing are lots of. It lowers the requirement to work with and train customized staff as it is sourced out to someone focusing on that area having the resources and proficiency that leads to competitive supremacy gradually.

It likewise assists to reduce capital and operating costs and assists avoid troublesome policies, high taxes, labour union agreements and so on.

Role Profiles for Recruitment Purposes

Role profiles, specify the general function of the role, its reporting relationships and crucial result locations. They may likewise include the list of proficiencies needed. They might be technical (skills and knowledge needed to do a specific job) and behavioral proficiencies connected to the function.

The profile also includes the terms (pay, advantages, hours of work, mobility, travelling, transfers, training, development and profession chances). The recruitment role offers the basis for individual requirements.

Person Specifications

An individual specification likewise understood as recruitment, task or workers requirements is the important element on which the selection treatment is based. It is the sum overall of education, training, experience, certification a person needs to carry out the job appointed to him.

When the job requirement have been defined, they ought to be categories under ideal heads. The basic categories include credentials, technical and behavioural competencies.

There are likewise a variety of conventional plans. The most popular consist of the seven-point strategy developed by Alec Rodgers in 1952 and the five-point grading system developed by Munro Fraser in 1954. These offer particular headings under which qualities of a perfect prospect can be classified.

Seven Point Plan

— Physical comprise: Health, body, look, bearing and speech

— Attainments: Education, certifications, experience

— General intelligence: Fundamental intellectual capability

— Special abilities: Mechanical, manual dexterity, center in usage of words or figures

— Interest: Social, intellectual, physically active, constructional

— Disposition: Acceptability, influence over others, steadiness, dependability, selfreliance

— Circumstances: Domestic situations, professions of household.

Five-fold Grading System

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

Acquired knowledge or qualification: Education, occupation training, work experience

Innate abilities: Natural quickness of understanding and aptitude for discovering

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

Adjustment: Emotional stability, capability to stand stress and capability to proceed with people.

Attracting Candidates

Attracting candidates is primarily a matter of identifying, assessing and using the most proper sources of candidates. However, where ideal sources of recruitment are not there, then the analysis of aspects contributing to the recruitment in a company requirement to be analyzed. Various aspects to be taken under factor to consider 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 growth rate
— Role of trade union
— Cost of recruitment
— Company’s name & popularity

External Factors

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

Recruitment should be quick, however a cautious process. An incorrect relocation can have a disastrous effect on the endeavor. A few steps can be taken to minimize the unfavorable 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
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