Optimaplacement

Overview

  • Founded Date 14.10.2025
  • Sectors Education Training
  • Posted Jobs 0
  • Viewed 5

Company Description

What is Recruitment?

Recruitment is the procedure of drawing in and recognizing 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

Human resources are the most important properties of a company. The success or failure of an organization is mainly based on the caliber of individuals working therein. Without positive and innovative contributions from individuals, organizations can not progress and flourish.

In order to achieve the goals or carry out the activities of an organization, for that reason, we require to recruit people 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 individuals with requisite skills, qualifications and experience if they need to endure and thrive in a highly competitive environment.

Recruitment Definition

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

DeCenzo and Robbins specify it as «Recruitment is the procedure of finding possible candidates for actual or awaited organizational vacancies. Or from another viewpoint, 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 capabilities and dispositions of the prospects need to be matched versus the need and benefits inherent in a given job or career pattern.»

Recruitment Process

The significant 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 design is the most fundamental part of the recruitment procedure. The job style is a stage about the design of the job profile and a clear contract in between the line supervisor and the HRM Function.

The Job Design has to do with the contract about the profile of the ideal task prospect and the contract about the abilities and competencies, 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 job of the HR Recruiter. Skilled and skilled HR Recruiter must decide about the right mix of recruitment sources to find the very best candidates for the job position. This is another crucial action in the recruitment process.

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 many 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 procedure, which need to be plainly designed and agreed in between HRM and line management.

The task interview need to find the task prospect, who meets the requirements and fits finest the corporate culture and the department.

Job Offer

The job offer is the last action of the recruitment procedure, which is done by the HRM Function, it settles all the other steps and the winner of the job interviews gets the offer from the organization to sign up with.

Recruitment Techniques

Recruitment methods are the ways or media by which management contacts potential employees or offer necessary information or exchange ideas or promote them to make an application for tasks.

Recruitment methods are:

Internal Methods: They are for hiring internal prospects. These include methods like:

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

Direct Methods: These consist of sending out taking a trip employers to educational and professional organizations and employees’ contacts with the public.

( a) Campus Recruitment
Nature of Recruitment

Recruitment includes the following features:

— Recruitment is the first action of visit.

— It is a continuous procedure.

— It is a procedure of determining sources of human force, bring in and encouraging them to use for jobs in companies.

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

— It is a positive process.

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

Purpose of Recruitment

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

— Developing suitable strategies to attract the desirable candidate.

— Employing the method to draw in employees.

— Stimulating as lots of candidates as possible and inquiring to apply for tasks irrespective of the variety 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 suggests looking for sources of labor and stimulating individuals to get jobs, whereas choice implies selecting of ideal type of people for different tasks.

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

— It develops a big swimming pool of candidates whereas selection results in a screening of unsuitable candidates.

— Recruitment is an easy procedure, it involves contracting the numerous sources of labor whereas choice is a complex and lengthy procedure. The prospect has to clear a number of difficulties before they are picked for a task.

Sources of Recruitment

A source from where candidates are identified, drew 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 approach consists of recruiting, developing and promoting the employees from within the company. Internal recruitments are economical, more reputable as the company is conscious of the prospect’s skillset and understanding and it also motivates the workers and increases their dedication towards the company. Internal sourcing can be done in the following methods:

Transfers

An employee might be shifted from one task to another internally typically of the same level. The roles and obligations of the staff members may alter but not necessarily the salary. This assists the workers to get encouraged and try something brand-new, assists them break the uniformity of the old task and encourages them to grow by gaining more knowledge.

Promotions

As acknowledgment of their performance and experience the employees are moved from a position to a higher position. There is a modification in their tasks and obligations accompanied with a change in wage and status. It assists the worker 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 may likewise be hired back in case there is high need and shortage of supply in the industry or there is abrupt boost in workload. These employees are already familiar with the processes, procedures and culture of the company hence they show to be cost reliable.

In this case each staff member of the business serves as an employer. The workers are motivated to suggest the names of their pals or relatives working in other organizations. For this they are even rewarded monetarily.

The advantage of staff member referral is that the prospective candidate gets first hand details about the task and organization culture from the currently working staff member. Since he knows what he is getting into he is expected to stay longer in the organization. Also because the credibility of those who recommend is at stake, they tend to suggest those who are highly encouraged and proficient.

Job Postings

The Company posts the present and expected job on publication boards, electronic media and similar common portals. This provides a chance to the workers to carry out profession shift and help them grow within the business.

Deceased and Disabled Employees

In order to make the families of the departed and disabled workers self-sufficient their relatives or dependents may be used a task in case of any vacancy.

Advantage of Internal Sourcing

— Internal recruitment is less time consuming and affordable.

— It is dependable as the company understands the employee’s knowledge and capability.

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

— It increases the motivation level of the staff members as they anticipate getting a higher task in the company instead of trying to find greener pastures outside.

— It increases the morale of the workers, improves their relations with the organization and decreases employee turnover.

— It establishes the spirit of loyalty in the staff members, guarantees connection of work and organizational stability.

Disadvantage of Internal Sourcing

— Internal sourcing avoids new members, creativity and innovative ideas from entering the company.

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

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

— It can develop frustration among the rest of the workers as there can be bias or partiality in promoting a staff member in the company.

External Sources

New prospects are hired from outside the organization by different means and approaches. It is more frequently used than internal sources. External recruitments are helpful in acquiring abilities that are not possessed by the current staff members; it also assists to bring onboard employees from different backgrounds that get a variety of ideas on the table.

Campus Recruitments

When remain in search of fresh skills and are focusing on understanding, interaction skill and skill than experience, they approach management colleges, technical institutes etc. The business makes a presentation about its organization in order to attract the students.

Whoever discovers it matching with their career plans obtains the task. These candidates are then made to go through series of choice processes like analytical and mental tests, group discussions, interviews and so on before the final choice is done.

Management Consultants

Management experts act as representatives of the employer. They perform the recruitment function on behalf of the client company by charging them costs or commissions. These specialists are able to tailor their services according to the particular requirements of the customers therefore alleviating the line managers from their recruitment function.

Advertisements

This media of recruitment is incredibly popular and commonly utilized as it reaches out a vast array of individuals. It can likewise be targeted at a specific group or a particular geographic area by choosing a specific paper, employment radio channel and so on e.g Business journal.

In specific advertisements business name, task description and salary plans are pointed out. There are blind ads too where no recognition of the firm is offered. These advertisements are published mostly when the company wants to fill an internal job or planning to displace an existing employee.

Trade Associations

There are associations that create a database of job candidates and offer it to its members during local or national conventions. They likewise release classified ads for employers thinking about recruiting 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 concerning the time and the place of the interview is provided in the paper. The prospects are needed to bring their CVs and directly stand for the interview. It is an extremely common mode of recruitment among BPOs and call centres.

Job Fairs

Job fairs are an effective way of getting in touch with prospective staff members and candidates. There are HR hiring supervisors of various business under one roofing. Information and organization cards can be exchanged and resumes can be sent by the prospects.

Employers can spot the right applicants, likewise the candidates can apply in numerous companies together, wherever they feel the deal is best and matches their interest.

Advantage of External Sourcing

— New and young blood enters the organization, which have innovative concepts, new techniques that can assist to stimulate the existing employees.

— It provides a broader swimming pool for selection. Companies can pick up candidates with requisite certification.

— It develops a competitive environment as it assists the existing workers to work harder in order to match the requirement that the new employees bring in.

— It leads to long term advantages to the company. Talented pools of individuals bring together with them brand-new techniques of working and brand-new techniques to situations that helps the company to remain abreast with the competitive world outside.

Disadvantage of External Sourcing

— It is a time consuming process as it includes drawing in the ideal candidates, screening them, going through a series of tests and interviews and so on. When ideal prospects are not readily available this process has actually to be duplicated again and once again.

— This process proves to be extremely costly for the company as the business need to resort to ads, employing consultants and so on for drawing in the best pool of skill.

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

— It is less trustworthy than internal sourcing. Since the companies employ candidates on the basis of their resumes, tests, interviews etc they might not end up being as expected. It might wind up hiring someone who ends up being a misfit and might not have the ability to adjust in the brand-new established.

Alternatives to Recruitment

Recruitment and selection is a pricey and time-consuming procedure. Moreover, it gets onboard permanent workers which are tough to be separated in case they do not perform based on the requirement or if there is overstaffing due to less work due to market demand variations.

Hence to combat back the temporary stages of high market need for company’s items, business might turn to options to recruitment that are mentioned below:

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

In order to satisfy the additional demand of the firm’s products which result in excess workload, some workers are asked to work overtime under some terms and conditions. Overtime is the amount of time that somebody works beyond the working hours.

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

Temporary Employees

A momentary employee is designated for a duration that does not last for long. It is to fill a brief term position which is arranged to be terminated within several years for reasons as the completion of a specific task or peak workload.

This helps the business in avoiding expenditures of recruitment, saves time involved, and assist prevent the negative effect of labor turnover etc. However short-term employees might not be really faithful to the business, their inexperience might impact the work output and they tend to take time to adjust.

Sub-contracting

To complete a particular job or satisfy an unexpected short-lived increase in the demand of the business’s products, the business might resort to subcontracting. It is the practice of designating part of the responsibilities, jobs and obligations to another celebration under an agreement referred to as subcontractor.

Hiring an outside professional firm to undertake part of the work causes mutual benefits in such cases as the business would like to expand by itself only when the increased need lasts for a specific amount of time.

Employee Leasing

A worker leasing firm specializes in recruitment, training, human resource management, payroll accounting and threat administration. The leasing firm likewise takes care of the work supervision, day-to-day duties and other routine aspects of work.

For example a nursing services firm works with numerous nurses and supplies them to medical facilities on an agreement basis. It provides an advantage to the company to alter its employees without real layoffs.

Outsourcing

Under outsourcing a service procedure is contracted out to a 3rd party, the reason behind outsourcing are many. It minimizes the requirement to work with and train customized personnel as it is sourced out to someone specializing in that area possessing the resources and expertise that leads to competitive supremacy in time.

It likewise assists to decrease capital and operating costs and helps prevent challenging guidelines, high taxes, labour union contracts and so on.

Role Profiles for Recruitment Purposes

Role profiles, specify the total purpose of the role, its reporting relationships and key outcome areas. They might likewise include the list of competencies required. They might be technical (skills and knowledge required to do a particular task) and behavioral competencies connected to the function.

The profile likewise consists of the terms (pay, benefits, hours of work, mobility, taking a trip, transfers, employment training, development and profession chances). The recruitment role offers the basis for person requirements.

Person Specifications

An individual specification also referred to as recruitment, task or workers spec is the essential component on which the choice treatment is based. It is the amount overall of education, training, experience, credentials an individual has to perform the task assigned to him.

When the task requirement have been specified, they should be classifications under ideal heads. The basic classifications consist of credentials, technical and behavioural competencies.

There are likewise a number 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 provide particular headings under which qualities 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 capability

— Special abilities: Mechanical, manual mastery, facility in use of words or figures

— Interest: Social, intellectual, physically active, constructional

— Disposition: Acceptability, impact over others, steadiness, reliability, selfreliance

— Circumstances: Domestic circumstances, professions of household.

Five-fold Grading System

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

Acquired understanding or credentials: Education, employment training, work experience

Innate capabilities: Natural quickness of understanding and ability for learning

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

Adjustment: Emotional stability, capability to stand up stress and capability to get on with people.

Attracting Candidates

Attracting prospects is primarily a matter of identifying, evaluating and using the most suitable sources of applicants. However, where suitable sources of recruitment are not there, then the analysis of factors adding to the recruitment in a company need to be evaluated. Various aspects 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 aspects
2. Supply and need aspects
3. Employment rate
4. Labour market condition
5. Political, Legal & Govt. factors
6. Information System

Recruitment needs to be speedy, however a cautious procedure. An incorrect move can have a dreadful influence on the endeavor. A couple of measures can be required to decrease 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

( Click on Topic to Read)

Human Resource 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
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 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

Kinds 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 Manager?

Marketing CIs Management an Art or employment 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 Human Resource 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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