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What is Recruitment?

Recruitment is the procedure of drawing in and identifying a swimming pool of candidates, from which some will be picked 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

Human resources are the most crucial assets of a company. The success or failure of a company is mostly depending on the caliber of the individuals working therein. Without favorable and creative contributions from individuals, organizations can not advance and succeed.

In order to accomplish the objectives or carry out the activities of a company, for that reason, we need to hire individuals with requisite abilities, certifications and experience. While doing so, we have to keep today as well as the future requirements of the company in mind.

Organizations need to hire individuals with requisite skills, qualifications and experience if they need to survive and thrive in a highly competitive environment.

Recruitment Definition

According to Edwin B Flippo, “Recruitment is the process of searching for potential employees and promoting them to request tasks in the organization”.

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

According to Plumbley, “Recruitment is a matching process and the capabilities and inclinations of the prospects need to be matched versus the need and benefits inherent in a given task or profession pattern.”

Recruitment Process

The major steps of the recruitment procedure are stated as:

Job Design
Opening Job Position
Collecting and Presenting Job Resumes
Job Interviews
Job Offer
Job Design

Job design is the most important part of the recruitment procedure. The task style is a phase about the design of the task profile and a clear contract in between the line supervisor and the HRM Function.

The Job Design is about the arrangement about the profile of the ideal task prospect and the contract about the abilities and proficiencies, which are necessary. The information 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 generally the task of the HR Recruiter. Skilled and skilled HR Recruiter should decide about the right mix of recruitment sources to find the best candidates for the task position. This is another crucial step in the recruitment process.

Collecting and Presenting Job Resumes

The next action is collecting of job resumes and their pre-selection. This step in the recruitment procedure is very essential today as numerous companies lose a lot of time in this step.

Today, the company can not wait with the pre-selection of the task resumes. Generally, this need to be the last action done simply by the HRM Function.

Job Interviews

The job interviews are the main action in the recruitment procedure, which must be clearly developed and agreed in between HRM and line management.

The job interview need to discover the task prospect, who satisfies the requirements and fits best the corporate 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 finalizes all the other steps and the winner of the job interviews gets the offer from the organization to join.

Recruitment Techniques

Recruitment methods are the means or media by which management contacts potential employees or offer required information or exchange ideas or stimulate them to request tasks.

Recruitment strategies are:

Internal Methods: They are for hiring internal candidates. These include approaches like:

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

Direct Methods: These include sending taking a trip recruiters to educational and professional institutions and staff members’ contacts with the general public.

( a) Campus Recruitment
Nature of Recruitment

Recruitment involves the following functions:

– Recruitment is the initial step of visit.

– It is a continuous process.

– It is a procedure of determining sources of human force, bring in and inspiring them to get tasks in organizations.

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

– It is a positive procedure.

– It satisfies needs, both the present, and the future.

Purpose of Recruitment

– Discovering and developing the source here needed number and kind of staff members will be offered.

– Developing appropriate strategies to bring in the desirable candidate.

– Employing the technique to bring in employees.

– Stimulating as numerous candidates as possible and asking to use for tasks irrespective of the variety of candidates required in order to increase the choice ratio (i.e., variety of application per one task vacancy) due to lower yield ratio.

Difference Between Recruitment and Selection

– Recruitment implies searching for sources of labor and promoting people to obtain tasks, whereas selection means picking of right kind of individuals for various jobs.

– Recruitment is a positive process whereas choice is a negative procedure.

– It creates a big pool of applicants whereas choice leads to a screening of inappropriate prospects.

– Recruitment is an easy procedure, it involves contracting the various sources of labor whereas choice is a complex and time-consuming procedure. The candidate has to clear a number of difficulties before they are selected for a task.

Sources of Recruitment

A source from where candidates are identified, brought in and chose 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, establishing and promoting the employees from within the organization. Internal recruitments are cost-effective, more reputable as the company understands 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

A staff member may be shifted from one job to another internally normally of the same level. The functions and obligations of the employees might alter however not always the income. This helps the staff members to get motivated and try something new, helps them break the uniformity of the old job and encourages them to grow by acquiring more understanding.

Promotions

As acknowledgment of their efficiency and experience the staff members are moved from a position to a higher position. There is a modification in their responsibilities and obligations accompanied with a change in wage and status. It helps the employee to grow vertically in the organization. It refrains him from leaving the company for greener pastures.

Retired and Retrenched Employees

Retired and retrenched employees may also be recruited back in case there is high demand and shortage of supply in the industry or there is sudden increase in work load. These staff members are already knowledgeable about the processes, procedures and culture of the company for this reason they prove to be cost reliable.

In this case each staff member of the business functions as an employer. The workers are motivated to recommend the names of their buddies or loved ones operating in other organizations. For this they are even rewarded monetarily.

The benefit of employee recommendation is that the possible prospect gets initially hand information about the job and organization culture from the currently working staff member. Since he knows what he is entering into he is anticipated to stay longer in the company. Also given that the trustworthiness of those who recommend is at stake, they tend to advise those who are extremely encouraged and proficient.

Job Postings

The Company posts the current and anticipated job on publication boards, electronic media and comparable common websites. This provides an opportunity to the workers to carry out career shift and help them grow within the company.

Deceased and Disabled Employees

In order to make the families of the deceased and disabled employees self-dependent their family members or dependents may be provided a task in case of any job.

Advantage of Internal Sourcing

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

– It is reputable as the organization is conscious of the staff member’s knowledge and ability.

– There is no requirement of induction and training as the employee is currently familiar with the procedures, procedures and culture of the company.

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

– It enhances the morale of the employees, enhances their relations with the organization and minimizes staff member turnover.

– It develops the spirit of loyalty in the workers, ensures continuity of work and organizational stability.

Disadvantage of Internal Sourcing

– Internal sourcing prevents new members, creativity and ingenious ideas from getting in the company.

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

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

– It can develop dissatisfaction among the rest of the employees as there can be bias or partiality in promoting an employee in the organization.

External Sources

New prospects are recruited from outside the company by various methods and techniques. It is more commonly used than internal sources. External recruitments are helpful in getting abilities that are not had by the existing workers; it likewise helps to bring onboard employees from various backgrounds that get a variety of concepts on the table.

Campus Recruitments

When companies remain in search of fresh talents and are concentrating on knowledge, communication skill and talent than experience, they approach management colleges, technical institutes etc. The company makes a presentation about its organization in order to bring in the trainees.

Whoever discovers it matching with their career plans gets the job. These applicants are then made to go through series of choice processes like analytical and psychological tests, group discussions, interviews and so on before the last choice is done.

Management Consultants

Management experts act as representatives of the employer. They carry out the recruitment function on behalf of the customer company by charging them fees or commissions. These consultants are able to customize their services according to the particular needs of the customers hence relieving the line managers from their recruitment function.

Advertisements

This media of recruitment is preferred and typically utilized as it connects a vast array of individuals. It can likewise be targeted at a specific group or a specific geographic area by selecting a particular paper, radio channel and so on e.g Business journal.

In specific advertisements company name, job description and income packages are pointed out. There are blind ads also where no recognition of the firm is provided. These advertisements are published mostly when the company wishes to fill an internal job or to displace an existing employee.

Trade Associations

There are associations that create a database of task seekers and provide it to its members during regional or nationwide conventions. They also release classified advertisements for employers thinking about recruiting their members.

Walk in Interview

Another upcoming approach of recruitment is walk-in interviews. There is no time at all and meeting schedule for each person. An ad concerning the time and the area of the interview is given 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 amongst BPOs and call centres.

Job Fairs

Job fairs are a reliable method of connecting with prospective workers and candidates. There are HR hiring supervisors of various companies under one roof. Information and organization cards can be exchanged and resumes can be sent by the prospects.

Employers can find the right applicants, likewise the applicants can use in numerous companies together, any place they feel the offer is finest and suits their interest.

Advantage of External Sourcing

– New and young blood enters the company, which have ingenious ideas, new methods that can assist to stir up the existing employees.

– It uses a broader pool for choice. Companies can get prospects with requisite credentials.

– It creates 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 leads to long term advantages to the company. Talented pools of individuals bring in addition to them new methods of working and brand-new methods to circumstances that helps the organization to stay abreast with the competitive world outside.

Disadvantage of External Sourcing

– It is a time consuming process as it includes bring in the right prospects, evaluating them, going through a series of tests and interviews and so on. When suitable prospects are not readily available this procedure needs to be repeated again and again.

– This procedure proves to be very expensive for the organization as the companies have to resort to ads, working with consultants and so on for attracting 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 reputable than internal sourcing. Since the organizations hire candidates on the basis of their resumes, tests, interviews etc they may not turn out to be as anticipated. It may end up employing someone who winds up being a misfit and may not have the ability to adjust in the brand-new set up.

Alternatives to Recruitment

Recruitment and selection is a costly and time-consuming procedure. Moreover, it gets onboard long-term staff members which are difficult to be separated in case they do not perform according to the requirement or if there is overstaffing due to less work due to market demand changes.

Hence to eliminate back the short-lived phases of high market demand for company’s items, business might turn to options to recruitment that are mentioned listed below:

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

In order to meet the extra demand of the company’s items which lead to excess workload, 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 extra earnings as per the contract signed between the staff member and referall.us the employer. The drawback is that the worker may not work to his full potential during the day in order to make overtime.

Temporary Employees

A momentary employee is appointed for a period that does not last for long. It is to fill a brief term position which is arranged to be ended within several years for factors as the conclusion of a specific job or peak workload.

This helps the business in avoiding costs of recruitment, saves time involved, and assist prevent the negative impact of labor turnover etc. However short-term staff members might not be really devoted to the company, their lack of experience may affect the work output and they tend to take some time to adjust.

Sub-contracting

To finish a particular task or meet an abrupt short-term boost in the need of the company’s products, the business might resort to subcontracting. It is the practice of assigning part of the obligations, jobs and responsibilities to another party under an agreement referred to as subcontractor.

Hiring an outdoors specialist company to carry out part of the work results in shared benefits in such cases as the business would like to expand by itself just when the increased need lasts for a given period of time.

Employee Leasing

An employee leasing firm concentrates on recruitment, training, human resource management, payroll accounting and danger administration. The leasing firm also looks after the work guidance, day-to-day tasks and other regular elements of work.

For instance a nursing services firm hires numerous nurses and supplies them to health centers on an agreement basis. It supplies an advantage to the company to change its workers without actual layoffs.

Outsourcing

Under contracting out a business process is contracted out to a third party, the reason behind outsourcing are numerous. It lowers the need to employ and train customized personnel as it is sourced out to someone specializing in that area possessing the resources and proficiency that leads to competitive superiority in time.

It likewise helps to decrease capital and operating costs and assists avoid burdensome policies, high taxes, labour union contracts etc.

Role Profiles for Recruitment Purposes

Role profiles, define the general function of the function, its reporting relationships and essential outcome locations. They might also consist of the list of competencies needed. They might be technical (skills and knowledge required to do a specific job) and behavioral proficiencies connected to the function.

The profile likewise includes the terms (pay, benefits, hours of work, movement, travelling, transfers, training, development and career chances). The recruitment function supplies the basis for person requirements.

Person Specifications

An individual specification likewise referred to as recruitment, task or personnel spec is the necessary component on which the choice procedure is based. It is the sum total of education, training, experience, credentials a person has to perform the task designated to him.

When the job requirement have been specified, they ought to be categories under appropriate heads. The standard categories include credentials, technical and behavioural competencies.

There are likewise a variety of conventional plans. The most popular consist of the seven-point strategy established by Alec Rodgers in 1952 and the five-point grading system established by Munro Fraser in 1954. These give certain headings under which qualities of an ideal candidate can be classified.

Seven Point Plan

– Physical make up: Health, physique, appearance, bearing and speech

– Attainments: Education, qualifications, experience

– General intelligence: Fundamental intellectual capability

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

– Interest: Social, intellectual, physically active, constructional

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

– Circumstances: Domestic scenarios, professions of family.

Five-fold Grading System

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

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

Innate capabilities: Natural quickness of understanding and aptitude for discovering

Motivation: The kind of goals set by the person, his or her consistency and determination in following them up, and success in attaining them

Adjustment: Emotional stability, ability to stand up stress and ability to proceed with individuals.

Attracting Candidates

Attracting prospects is mostly a matter of recognizing, examining and utilizing the most appropriate sources of applicants. However, where ideal sources of recruitment are not there, then the analysis of elements contributing to the recruitment in an organization requirement to be examined. Various elements to be taken under factor to consider are as follows:

Internal Factors

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

Recruitment must be quick, but a careful process. A wrong move can have a dreadful effect on the endeavor. A couple of procedures can be taken 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 Planning

Employee Induction

Types of Training

Importance of Training

Training Process

Human Resource Accounting

Methods of Human Resource Accounting

HR Audit

How to Create Training Program
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Performance Appraisal

Performance Appraisal Process

Performance Appraisal Problems

Management by Objectives

360 Degree Performance Appraisal

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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 Personnel Management

Cross Cultural Theories

Dimensions of Culture

HRM Practices
International Selection Process

Expatriate Training

International Compensation
Personnel Development

Challenges of Personnel Development

Methods of Personnel Development

Steps for Designing HRD Intervention

Employee Orientation

Employee Socialization

Realistic Job Review

360 Degree Assessment
Employee Assistance Program

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Management Development

Organisational Development

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Types of OD Interventions
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Performance Management System

Performance Planning

Competency Mapping

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Employee Performance Monitoring
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Performance Management and Reward

Ethics in Performance Management

Role of HR Professionals in Performance Management

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Group Dynamics

Organisational Culture

Group Decision Making

Group Conflict

Diversity in the Workplace

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Who Is a Supervisor?

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Classical Management Approach

Planning in Management

Decision Making in Management

Organising in Management

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What is Span of Control?

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Motivation Theories

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Mcclelland’s Needs Theory of Motivation

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