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Company Description

What is Recruitment?

Recruitment is the process of bring in and identifying a swimming pool of prospects, from which some will be picked 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 mostly depending on the quality of individuals working therein. Without positive and imaginative contributions from people, organizations can not progress and prosper.

In order to accomplish the objectives or carry out the activities of an organization, therefore, we need to recruit individuals with requisite abilities, credentials and experience. While doing so, we need to keep today as well as the future requirements of the organization in mind.

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

Recruitment Definition

According to Edwin B Flippo, “Recruitment is the procedure of searching for prospective workers and promoting them to apply for tasks in the company”.

DeCenzo and Robbins specify it as “Recruitment is the procedure of discovering prospective prospects for actual or expected organizational jobs. Or from another perspective, 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 dispositions of the prospects need to be matched versus the need and benefits intrinsic in a provided job or profession pattern.”

Recruitment Process

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

The Job Design has to do with the agreement about the profile of the ideal task candidate and the agreement about the abilities and competencies, which are vital. The details collected can be utilized during other actions of the recruitment procedure to speed it up.

Opening Job Position

The Opening of the Job Position is normally the task of the HR Recruiter. Skilled and knowledgeable HR Recruiter need to decide about the best mix of recruitment sources to discover the very best prospects for the job position. This is another crucial action in the recruitment procedure.

Collecting and Presenting Job Resumes

The next action is gathering of task resumes and their pre-selection. This step in the recruitment process is very essential today as lots of organizations lose a great deal 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 purely by the HRM Function.

Job Interviews

The task interviews are the main action in the recruitment process, which must be plainly created and concurred in between HRM and line management.

The task interview must find the task candidate, who satisfies the requirements and fits finest the corporate culture and the department.

Job Offer

The task deal is the last step of the recruitment procedure, which is done by the HRM Function, it completes all the other steps and the winner of the job interviews gets the deal from the company to sign up with.

Recruitment Techniques

Recruitment methods are the means or media by which management contacts potential staff members or provide essential info or exchange ideas or promote them to look for tasks.

Recruitment strategies are:

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

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

Direct Methods: These include sending out travelling recruiters to academic and professional organizations and staff members’ contacts with the general public.

( a) Campus Recruitment
Nature of Recruitment

Recruitment involves the following features:

– Recruitment is the initial step of appointment.

– It is a continuous process.

– It is a procedure of determining sources of human force, attracting and motivating them to make an application for tasks in companies.

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

– It is a positive procedure.

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

Purpose of Recruitment

– Discovering and establishing the source here needed number and kind of employees will be readily available.

– Developing suitable strategies to attract the preferable candidate.

– Employing the technique to draw in employees.

– Stimulating as lots of candidates as possible and inquiring to get tasks irrespective of the variety of prospects needed in order to increase the choice ratio (i.e., variety of application per one job vacancy) due to lower yield ratio.

Difference Between Recruitment and Selection

– Recruitment suggests browsing for sources of labor and promoting people to use for tasks, whereas choice indicates picking of right kind of people for job different jobs.

– Recruitment is a positive procedure whereas selection is a negative procedure.

– It creates a big pool of applicants whereas choice results in a screening of unsuitable prospects.

– Recruitment is an easy process, it includes contracting the various sources of labor whereas selection is a complex and time-consuming procedure. The candidate needs to clear a variety of hurdles before they are chosen for a task.

Sources of Recruitment

A source from where prospects are identified, attracted and picked 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 organization. Internal recruitments are cost-effective, more trusted as the organization knows the prospect’s skillset and understanding and it likewise motivates the employees and increases their commitment towards the organization. Internal sourcing can be performed in the following methods:

Transfers

A staff member may be moved from one job to another internally generally of the exact same level. The roles and duties of the staff members may change however not always the salary. This helps the workers to get encouraged and attempt something brand-new, helps them break the uniformity of the old task and motivates them to grow by getting more knowledge.

Promotions

As recognition of their efficiency and experience the staff members are moved from a position to a greater position. There is a modification in their tasks and duties accompanied with a modification in salary and status. It assists the employee to grow vertically in the organization. It refrains him from leaving the business for greener pastures.

Retired and Retrenched Employees

Retired and retrenched employees might likewise be recruited back in case there is high need and shortage of supply in the market or there is abrupt boost in workload. These staff members are already familiar with the processes, procedures and culture of the company hence they show to be cost efficient.

In this case each staff member of the business acts as a recruiter. The workers are motivated to advise the names of their pals or family members working in other companies. For this they are even rewarded monetarily.

The advantage of worker recommendation is that the potential candidate gets first hand info about the task and organization culture from the currently working staff member. Since he knows what he is entering he is anticipated to stay longer in the organization. Also given that the credibility of those who advise is at stake, they tend to recommend those who are highly motivated and skilled.

Job Postings

The Company posts the current and anticipated vacancy on publication boards, electronic media and similar common portals. This provides an opportunity to the employees to carry out profession shift and help them grow within the company.

Deceased and Disabled Employees

In order to make the households of the deceased and disabled workers self-dependent their relatives or dependents might be provided a job in case of any job.

Advantage of Internal Sourcing

– Internal recruitment is less time consuming and economical.

– It is dependable as the organization is mindful of the staff member’s understanding and capability.

– There is no need of induction and training as the employee is already aware of the procedures, treatments and culture of the organization.

– It increases the inspiration level of the employees as they eagerly anticipate getting a higher task in the company instead of looking for greener pastures outside.

– It increases the spirits of the employees, enhances their relations with the company and minimizes employee turnover.

– It the spirit of loyalty in the staff members, guarantees continuity of employment and organizational stability.

Disadvantage of Internal Sourcing

– Internal sourcing prevents new members, creativity and ingenious concepts from entering the company.

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

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

– It can create dissatisfaction among the rest of the staff members as there can be bias or partiality in promoting a staff member in the company.

External Sources

New candidates are hired from outside the company by various ways and approaches. It is more typically utilized than internal sources. External recruitments are valuable in acquiring skills that are not possessed by the present workers; it also assists to bring onboard workers from various backgrounds that get a variety of ideas on the table.

Campus Recruitments

When business are in search of fresh skills and job are concentrating on knowledge, communication skill and talent than experience, they approach management colleges, technical institutes etc. The business makes a discussion about its organization in order to attract the trainees.

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

Management Consultants

Management experts function as agents of the company. They carry out the recruitment function on behalf of the customer company by charging them charges or commissions. These experts are able to tailor their services according to the particular requirements of the clients thus easing the line supervisors from their recruitment function.

Advertisements

This media of recruitment is really popular and commonly used as it connects a large range of people. It can likewise be targeted at a specific group or a specific geographical area by choosing a specific paper, radio channel and so on e.g Business journal.

In certain ads company name, job description and salary packages are mentioned. There are blind ads as well where no recognition of the firm is given. These ads are published primarily when the organization wants to fill an internal job or preparing to displace an existing staff member.

Trade Associations

There are associations that produce a database of job candidates and offer it to its members during regional or national conventions. They likewise release classified ads for job companies 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 person. An advertisement regarding the time and the location of the interview is given up the newspaper. The prospects are required to carry their CVs and straight stand for the interview. It is an extremely typical 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 managers of various business under one roofing. Information and business cards can be exchanged and resumes can be submitted by the prospects.

Employers can spot the best candidates, likewise the applicants can use in many companies together, wherever they feel the deal is finest and fits their interest.

Advantage of External Sourcing

– New and young blood goes into the organization, which have innovative ideas, brand-new approaches that can help to stimulate the existing workers.

– It uses a larger swimming pool for choice. Companies can choose up candidates with requisite qualification.

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

– It results in long term advantages to the company. Talented swimming pools of people bring along with them brand-new techniques of working and new methods to scenarios that helps the company to stay informed with the competitive world outside.

Disadvantage of External Sourcing

– It is a time consuming process as it includes drawing in the ideal prospects, evaluating them, going through a series of tests and interviews and so on. When appropriate prospects are not offered this process has to be repeated again and again.

– This procedure proves to be really expensive for the company as the companies have to resort to ads, employing specialists and so on for drawing in the right pool of skill.

– It can lower the morale and demotivate the existing workers as they can feel that their services have actually not been recognized.

– It is less reliable than internal sourcing. Since the organizations work with candidates on the basis of their resumes, tests, interviews and so on they may not turn out to be as anticipated. It might end up employing somebody who winds up being a misfit and may not be able to change in the brand-new set up.

Alternatives to Recruitment

Recruitment and selection is an expensive and lengthy procedure. Moreover, it gets onboard permanent staff members which are difficult to be separated in case they do not carry out as per the requirement or job if there is overstaffing due to less work due to market need changes.

Hence to combat back the momentary phases of high market demand for company’s items, companies might resort to options to recruitment that are mentioned below:

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

In order to meet the additional need of the firm’s products which cause excess work load, some workers 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 employee gets extra salaries as per the contract signed in between the staff member and the employer. The disadvantage is that the worker may not work to his full capacity throughout the day in order to make overtime.

Temporary Employees

A short-lived employee is designated for a period that does not last for long. It is to fill a brief term position which is arranged to be terminated within one or more years for reasons as the completion of a particular job or peak work.

This assists the business in preventing expenses of recruitment, saves time involved, and help avoid the negative impact of labor turnover etc. However momentary employees may not be extremely devoted to the company, their lack of experience may affect the work output and they tend to require time to change.

Sub-contracting

To complete a particular job or fulfill an unexpected short-term boost in the need of the business’s products, the business may resort to subcontracting. It is the practice of assigning part of the obligations, tasks and duties to another party under an agreement called subcontractor.

Hiring an outside specialist firm to undertake part of the work causes mutual benefits in such cases as the business wish to expand by itself only when the increased demand lasts for a specific period of time.

Employee Leasing

A staff member leasing firm focuses on recruitment, training, personnel management, payroll accounting and risk administration. The leasing firm likewise looks after the work guidance, day-to-day responsibilities and other regular aspects of work.

For job example a nursing services firm works with lots of nurses and provides them to healthcare facilities on a contract basis. It provides a benefit to the organization to alter its employees without real layoffs.

Outsourcing

Under outsourcing a company procedure is contracted out to a third party, the factor behind outsourcing are lots of. It decreases the need to employ and train specific staff as it is sourced out to somebody concentrating on that location having the resources and proficiency that results in competitive superiority gradually.

It likewise helps to decrease capital and business expenses and assists avoid burdensome policies, high taxes, labour union contracts and so on.

Role Profiles for Recruitment Purposes

Role profiles, define the overall function of the function, its reporting relationships and job key result locations. They may likewise include the list of proficiencies needed. They might be technical (skills and understanding required to do a specific job) and behavioral proficiencies connected to the function.

The profile also consists of the conditions (pay, benefits, hours of work, mobility, travelling, transfers, training, advancement and career opportunities). The recruitment function supplies the basis for person requirements.

Person Specifications

An individual specification also known as recruitment, job or workers spec is the vital element on which the selection procedure is based. It is the amount overall of education, training, experience, qualification an individual has to perform the job appointed to him.

When the job requirement have actually been defined, they need to be categories under appropriate heads. The basic classifications include certification, technical and behavioural proficiencies.

There are likewise a variety of standard schemes. The most popular consist of the seven-point plan developed by Alec Rodgers in 1952 and the five-point grading system established by Munro Fraser in 1954. These provide specific headings under which characteristics of an ideal candidate can be classified.

Seven Point Plan

– Physical comprise: Health, physique, appearance, bearing and speech

– Attainments: Education, qualifications, experience

– General intelligence: Fundamental intellectual capacity

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

– Interest: Social, intellectual, physically active, constructional

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

– Circumstances: Domestic scenarios, occupations of family.

Five-fold Grading System

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

Acquired knowledge or credentials: Education, professional training, work experience

Innate capabilities: Natural quickness of comprehension and aptitude for finding out

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

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

Attracting Candidates

Attracting prospects is mostly a matter of identifying, evaluating and using the most suitable sources of applicants. However, where ideal sources of recruitment are not there, then the analysis of aspects contributing to the recruitment in a company requirement to be evaluated. Various elements to be taken under consideration 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 development rate
– Role of trade union
– Cost of recruitment
– Company’s name & popularity

External Factors

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

Recruitment needs to be quick, but a careful procedure. A wrong relocation can have a disastrous impact on the endeavor. A couple of steps 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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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

Human Resource Demand Forecasting

What is Human Resource Development?

Methods of Performance Appraisal
What is Job Analysis?

What is Job Design?

Recruitment Meaning

Effective Recruiting

Selection Process

What is Employee Induction?
International Human Resource Management

Cross Cultural Theories

Dimensions of Culture

HRM Practices
International Selection Process

Expatriate Training

International Compensation
Personnel Development

Challenges of Personnel Development

Methods of Personnel Development

Steps for Designing HRD Intervention

Employee Orientation

Employee Socialization

Realistic Job Review

360 Degree Assessment
Employee Assistance Program

What is Coaching?

What is Mentoring?

Leadership Development

Management Development

Organisational Development

What is Planned Change

Types of OD Interventions
What is Performance Management?

Performance Management System

Performance Planning

Competency Mapping

What is Performance Appraisal?

Employee Performance Monitoring
Performance Counselling

Performance Management and Reward

Ethics in Performance Management

Role of HR Professionals in Performance Management

What is Group?

Group Dynamics

Organisational Culture

Group Decision Making

Group Conflict

Diversity in the Workplace

Management Topics

What is Management?

Who Is a Manager?

Marketing CIs Management an Art or Science

Classical Management Approach

Planning in Management

Decision Making in Management

Organising in Management

What is Organisation Structure?

What is Departmentation?

What is Span of Control?

What is Authority?

What is Staffing?

What is Personnel Planning?

What is Job Analysis?

What is Recruitment?

Modern and Others Schools of Management Thought

What is Selection?

What is Coordination?

What is Controlling?

What is Leadership?

What is Organisational Change?

Motivation in Management

Motivation Theories

Maslow’s Hierarchy of Needs

Herzberg Two Factor Theory

Mcclelland’s Needs Theory of Motivation

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