What is Recruitment?

Recruitment is the process of attracting and recognizing 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 properties of a company. The success or failure of a company is mostly depending on the caliber of individuals working therein. Without favorable and imaginative contributions from individuals, organizations can not advance and flourish.

In order to achieve the objectives or carry out the activities of an organization, for that reason, we need to recruit individuals with requisite abilities, certifications and experience. While doing so, we have to keep the present along with the future requirements of the organization in mind.

Organizations have to recruit people with requisite abilities, certifications 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 looking for prospective staff members and promoting them to look for jobs in the organization”.

DeCenzo and Robbins specify it as “Recruitment is the process of discovering possible prospects for actual or anticipated organizational jobs. Or from another point of view, it is a linking activity-bringing together those with tasks to fill and those seeking tasks.”

According to Plumbley, “Recruitment is a coordinating process and the capacities and inclinations of the prospects need to be matched versus the demand and benefits intrinsic in a provided task or career pattern.”

Recruitment Process

The major 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 essential part of the recruitment procedure. The task design is a phase about the style of the task profile and a clear agreement between the line supervisor and the HRM Function.

The Job Design is about the contract about the profile of the perfect task candidate and the arrangement about the skills and competencies, which are important. The info gathered can be used throughout other steps of the recruitment process 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 need to decide about the right mix of recruitment sources to find the best candidates for the task position. This is another key action in the recruitment process.

Collecting and Presenting Job Resumes

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

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

Job Interviews

The job interviews are the primary action in the recruitment process, which should be plainly developed and agreed in between HRM and line management.

The job interview should discover the job prospect, who meets the requirements and fits finest the business culture and the department.

Job Offer

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

Recruitment Techniques

Recruitment strategies are the means or media by which management contacts prospective employees or supply essential information or exchange ideas or stimulate them to get tasks.

Recruitment techniques are:

Internal Methods: They are for recruiting internal candidates. These include methods like:

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

Direct Methods: These consist of sending out taking a trip recruiters to educational and professional institutions and workers’ contacts with the general public.

( a) Campus Recruitment
Nature of Recruitment

Recruitment includes the following features:

– Recruitment is the initial step of appointment.

– It is a continuous process.

– It is a procedure of recognizing sources of human force, attracting and inspiring them to apply for tasks in organizations.

– It is an advancement workforce or to work at the last stage.

– It is a positive process.

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

Purpose of Recruitment

– Learning and establishing the source here needed number and sort of employees will be available.

– Developing ideal techniques to bring in the preferable prospect.

– Employing the method to bring in staff members.

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

Difference Between Recruitment and Selection

– Recruitment indicates browsing for sources of labor and promoting people to make an application for tasks, employment whereas choice suggests picking of ideal sort of individuals for numerous jobs.

– Recruitment is a positive procedure whereas selection is an unfavorable process.

– It develops a big pool of candidates whereas selection causes a screening of unsuitable prospects.

– Recruitment is a basic procedure, it includes contracting the different sources of labor whereas choice is a complex and time-consuming 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 determined, drew in 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 method consists of recruiting, developing and promoting the staff members from within the company. Internal recruitments are economical, more reliable as the organization is conscious of the candidate’s skillset and knowledge and it also motivates the employees and increases their dedication towards the organization. Internal sourcing can be carried out in the following methods:

Transfers

An employee may be shifted from one job to another internally generally of the exact same level. The functions and duties of the workers might change however not always the income. This helps the workers to get motivated and try something new, helps them break the dullness of the old task and encourages them to grow by acquiring more understanding.

Promotions

As acknowledgment of their performance and experience the workers are moved from a position to a higher position. There is a change in their tasks and obligations accompanied with a change in salary and status. It helps the staff member to grow vertically in the company. It refrains him from leaving the for greener pastures.

Retired and Retrenched Employees

Retired and retrenched staff members may also be recruited back in case there is high need and scarcity of supply in the industry or there is unexpected boost in workload. These workers are already familiar with the processes, treatments and culture of the company hence they show to be cost efficient.

In this case each worker of the business functions as an employer. The staff members are encouraged to suggest the names of their friends or loved ones operating in other companies. For this they are even rewarded monetarily.

The benefit of employee referral is that the prospective prospect gets first hand info about the task and company culture from the already working employee. Since he knows what he is entering he is anticipated to remain longer in the organization. Also because the credibility of those who advise is at stake, they tend to advise those who are extremely motivated and proficient.

Job Postings

The Company posts the current and employment predicted vacancy on bulletin boards, electronic media and similar common websites. This provides an opportunity to the staff members to carry out profession shift and help them grow within the business.

Deceased and Disabled Employees

In order to make the households of the deceased and handicapped workers self-dependent their loved ones or dependents may be provided a job in case of any job.

Advantage of Internal Sourcing

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

– It is reputable as the company knows the employee’s knowledge and capability.

– There is no need of induction and training as the staff member is currently conscious of the processes, procedures and culture of the company.

– It increases the motivation level of the employees as they look forward to getting a greater job in the organization instead of searching for greener pastures outside.

– It enhances the spirits of the employees, enhances their relations with the organization and minimizes worker turnover.

– It develops the spirit of commitment in the staff members, makes sure continuity of work 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 vacancies can be filled by the limited swimming pool of talent readily available in the company.

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

– It can develop dissatisfaction amongst the remainder of the staff members as there can be bias or partiality in promoting a worker in the organization.

External Sources

New prospects are hired from outside the company by various means and methods. It is more commonly used than internal sources. External recruitments are valuable in getting skills that are not had by the present employees; it also assists to bring onboard workers from different backgrounds that get a diversity of concepts on the table.

Campus Recruitments

When companies remain in search of fresh skills and are focusing on knowledge, communication ability and talent than experience, they approach management colleges, technical institutes etc. The company makes a presentation about its organization in order to draw in the students.

Whoever discovers it matching with their profession strategies obtains the task. These applicants are then made to go through series of choice processes like analytical and mental tests, group conversations, interviews and employment so on before the final selection is done.

Management Consultants

Management experts act as representatives of the employer. They carry out the recruitment function on behalf of the customer business by charging them charges or commissions. These consultants are able to customize their services according to the particular requirements of the clients therefore relieving the line managers from their recruitment function.

Advertisements

This media of recruitment is incredibly popular and commonly utilized as it reaches out a large variety of individuals. It can also be targeted at a specific group or a particular geographical area by choosing a particular paper, radio channel etc e.g Business journal.

In particular advertisements company name, task description and wage packages are discussed. There are blind advertisements too where no identification of the firm is offered. These ads are published primarily when the company desires to fill an internal job 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 throughout local or nationwide conventions. They also release classified ads for employers thinking about hiring their members.

Walk in Interview

Another upcoming method of recruitment is walk-in interviews. There is no time at all and conference schedule for each individual. An advertisement regarding the time and the area of the interview is given up the paper. The prospects are needed to carry their CVs and directly stand for the interview. It is an extremely common mode of recruitment amongst BPOs and call centres.

Job Fairs

Job fairs are an effective method of connecting with potential workers and prospects. There are HR hiring supervisors of different business under one roofing system. Information and business cards can be exchanged and resumes can be sent by the prospects.

Employers can identify the ideal applicants, likewise the applicants can apply in numerous organizations together, anywhere they feel the offer is best and matches their interest.

Advantage of External Sourcing

– New and young blood goes into the company, which have ingenious ideas, new techniques that can assist to stir up the existing staff members.

– It uses a broader pool for selection. Companies can get candidates with requisite qualification.

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

– It causes long term benefits to the organization. Talented swimming pools of people bring together with them brand-new approaches of working and new methods to situations that helps the organization to stay abreast with the competitive world exterior.

Disadvantage of External Sourcing

– It is a time consuming process as it involves attracting the ideal prospects, evaluating them, going through a series of tests and interviews and so on. When suitable prospects are not offered this process needs to be duplicated once again and once again.

– This process proves to be extremely pricey for the organization as the companies have to resort to ads, hiring experts etc for attracting the ideal swimming pool of skill.

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

– It is less reputable than internal sourcing. Since the organizations hire candidates on the basis of their resumes, tests, interviews and so on they might not turn out to be as expected. It might end up working with somebody who ends up being a misfit and might not have the ability to adjust in the brand-new set up.

Alternatives to Recruitment

Recruitment and selection is a costly and time-consuming procedure. Moreover, it gets onboard long-term staff members which are tough 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 need changes.

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

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

In order to satisfy the extra need of the firm’s items which cause excess workload, some employees 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 staff member gets additional wages based on the contract signed in between the staff member and the employer. The disadvantage is that the staff member may not work to his full capacity throughout the day in order to earn overtime.

Temporary Employees

A short-term staff member 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 one or more years for reasons as the completion of a particular project or peak workload.

This assists the company in preventing expenses of recruitment, conserves time involved, and help avoid the negative impact of labor turnover etc. However short-term employees may not be very faithful to the company, their inexperience might affect the work output and they tend to require time to change.

Sub-contracting

To complete a specific project or fulfill an unexpected temporary boost in the need of the company’s products, the company may resort to subcontracting. It is the practice of designating part of the obligations, tasks and responsibilities to another party under an agreement referred to as subcontractor.

Hiring an outside expert firm to undertake part of the work leads to shared benefits in such cases as the business want to expand by itself just when the increased need lasts for a given time period.

Employee Leasing

A staff member leasing firm specializes in recruitment, training, personnel management, payroll accounting and risk administration. The leasing company likewise takes care of the work guidance, daily responsibilities and other regular aspects of work.

For example a nursing services firm hires numerous nurses and provides them to medical facilities on an agreement basis. It offers a benefit to the organization to change its staff members without real layoffs.

Outsourcing

Under contracting out an organization procedure is contracted out to a third party, the factor behind outsourcing are many. It reduces the need to hire and train customized personnel as it is sourced out to somebody concentrating on that area having the resources and proficiency that leads to competitive supremacy over time.

It likewise helps to decrease capital and operating costs and assists prevent difficult guidelines, high taxes, labour union agreements etc.

Role Profiles for Recruitment Purposes

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

The profile also includes the terms (pay, advantages, hours of work, movement, travelling, transfers, training, development and profession opportunities). The recruitment role provides the basis for individual specification.

Person Specifications

A person spec also called recruitment, task or personnel spec is the necessary element on which the selection procedure is based. It is the sum total of education, training, experience, credentials a person needs to perform the task designated to him.

When the task requirement have been specified, they need to be classifications under ideal heads. The basic classifications consist of qualification, technical and behavioural proficiencies.

There are also a number of conventional plans. 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 qualities of an ideal prospect can be classified.

Seven Point Plan

– Physical make up: Health, body, look, bearing and speech

– Attainments: Education, credentials, experience

– General intelligence: Fundamental intellectual capability

– Special aptitudes: Mechanical, manual dexterity, center in use of words or figures

– Interest: Social, intellectual, physically active, constructional

– Disposition: Acceptability, influence over others, steadiness, reliability, selfreliance

– Circumstances: Domestic scenarios, professions of household.

Five-fold Grading System

Impact on others: Physical cosmetics, look, speech and manner

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

Innate abilities: Natural quickness of understanding and ability for finding out

Motivation: The kind of goals set by the individual, his/her consistency and decision in following them up, and success in attaining them

Adjustment: Emotional stability, ability to stand up tension and capability to get on with individuals.

Attracting Candidates

Attracting candidates is primarily a matter of recognizing, assessing and utilizing the most appropriate sources of applicants. However, where suitable sources of recruitment are not there, then the analysis of aspects contributing to the recruitment in an organization requirement to be analyzed. Various factors to be taken under factor to consider are as follows:

Internal Factors

– Company’s pay bundle
– Quality of Work Life
– Organizational culture
– Career preparing & development
– 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 factors
2. Supply and demand factors
3. Employment rate
4. Labour market condition
5. Political, Legal & Govt. aspects
6. Information System

Recruitment needs to be quick, but a careful procedure. An incorrect move can have a devastating effect on the endeavor. A couple of steps can be required to decrease the negative impact. They are:

Brand Image Creation
Stating clear Definition of Employee Requirements
Applications Receiving Sources
Screening of Applications
Selection Process
Maintain a Candidate Pool
Recruitment Policy
Internal and External Sources
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Effective Recruiting

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