Company Description

What is Recruitment?

Recruitment is the procedure of drawing in and determining a pool of prospects, from which some will be selected for work.

Table of Content

1 What is Recruitment?

2 Recruitment Meaning

3 Recruitment Definition

4 Recruitment Process4.1 Job Design

4.2 Opening Job Position

4.3 Collecting and Presenting Job Resumes

4.4 Job Interviews

4.5 Job Offer

9.1 Internal Sources9.1.1 Transfers

9.1.2 Promotions

9.1.3 Retired and Retrenched Employees

9.1.4 Employee Referrals

9.1.5 Job Postings

9.1.6 Deceased and Disabled Employees

9.4.1 Campus Recruitments

9.4.2 Management Consultants

9.4.3 Advertisements

9.4.4 Trade Associations

9.4.5 Walk in Interview

9.4.6 Job Fairs

10.1 Overtime

10.2 Temporary Employees

10.3 Sub-contracting

10.4 Employee Leasing

10.5 Outsourcing

11.1 Person Specifications11.1.1 Seven Point Plan

Personnels are the most crucial assets of an organization. The success or failure of a company is mostly dependent on the caliber of individuals working therein. Without positive and innovative contributions from individuals, organizations can not advance and succeed.

In order to achieve the objectives or perform the activities of an organization, therefore, we require to recruit individuals with requisite skills, qualifications and experience. While doing so, we have to keep the present as well as the future requirements of the organization in mind.

Organizations have to recruit individuals with requisite abilities, certifications and experience if they have to survive and grow in a highly competitive environment.

Recruitment Definition

According to Edwin B Flippo, "Recruitment is the procedure of looking for potential staff members and stimulating them to get jobs in the organization".

DeCenzo and Robbins define it as "Recruitment is the process of finding potential prospects for actual or anticipated organizational vacancies. Or from another viewpoint, it is a linking activity-bringing together those with jobs to fill and those looking for jobs."

According to Plumbley, "Recruitment is a matching procedure and the capabilities and dispositions of the prospects need to be matched versus the need and benefits inherent in a provided task or career pattern."

Recruitment Process

The major actions 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 vital part of the recruitment procedure. The task style is a stage about the design of the job profile and a clear arrangement in between the line manager and the HRM Function.

The Job Design has to do with the contract about the profile of the perfect job prospect and the agreement about the abilities and competencies, which are necessary. The details collected can be used throughout other actions 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 need to choose about the right mix of recruitment sources to discover the finest prospects for the job position. This is another crucial step in the recruitment procedure.

Collecting and Presenting Job Resumes

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

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

Job Interviews

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

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

Job Offer

The job deal is the last step of the recruitment process, 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 company to join.

Recruitment Techniques

Recruitment methods are the means or media by which management contacts potential workers or provide essential info or exchange concepts or stimulate them to apply for jobs.

Recruitment strategies are:

Internal Methods: They are for hiring 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 instructional and professional institutions and employees' contacts with the general public.

( a) Campus Recruitment
Nature of Recruitment

Recruitment involves the following functions:

- Recruitment is the primary step of appointment.

- It is a constant process.

- It is a procedure of recognizing sources of human force, drawing in and motivating them to get jobs in companies.

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

- It is a positive procedure.

- It fulfills needs, both today, and the future.

Purpose of Recruitment

- Discovering and developing the source here needed number and kind of workers will be available.

- Developing appropriate methods to draw in the preferable prospect.

- Employing the strategy to bring in employees.

- Stimulating as numerous candidates as possible and asking them to get jobs irrespective of the number 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 suggests looking for sources of labor and stimulating people to request jobs, whereas selection implies picking of right kind of individuals for different jobs.

- Recruitment is a favorable procedure whereas selection is a negative process.

- It develops a large swimming pool of candidates whereas selection results in a screening of inappropriate prospects.

- Recruitment is a simple procedure, it involves contracting the different sources of labor whereas selection is a complex and time-consuming procedure. The prospect has to clear a number of hurdles before they are picked for a job.

Sources of Recruitment

A source from where prospects are recognized, brought in and selected 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 method includes recruiting, establishing and promoting the employees from within the company. Internal recruitments are economical, more reputable as the organization understands the candidate's skillset and knowledge and it likewise encourages the employees and increases their dedication towards the organization. Internal sourcing can be carried out in the following ways:

Transfers

A worker might be moved from one task to another internally usually of the exact same level. The functions and duties of the staff members might change however not always the income. This assists the staff members to get encouraged and attempt something new, assists them break the monotony of the old job and encourages them to grow by gaining more understanding.

Promotions

As acknowledgment of their performance and experience the employees are moved from a position to a higher position. There is a change in their duties and duties accompanied with a change in wage and status. It helps the worker to grow vertically in the company. It refrains him from leaving the company for greener pastures.

Retired and Retrenched Employees

Retired and retrenched employees may likewise be hired back in case there is high demand and lack of supply in the market or there is sudden increase in work load. These staff members are currently conscious of the processes, procedures and culture of the company thus they show to be cost reliable.

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

The advantage of employee recommendation is that the possible candidate gets first hand details about the job and organization culture from the already working worker. Since he understands what he is entering he is anticipated to remain longer in the organization. Also given that the trustworthiness 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 anticipated job on bulletin boards, electronic media and similar common portals. This provides a chance to the workers to undertake career shift and help them grow within the business.

Deceased and Disabled Employees

In order to make the households of the deceased and handicapped staff members self-dependent their relatives or dependents may be offered a task in case of any job.

Advantage of Internal Sourcing

- Internal recruitment is less time consuming and economical.

- It is dependable as the company knows the staff member's understanding and capability.

- There is no need of induction and training as the employee is currently aware of the processes, procedures and culture of the organization.

- It increases the motivation level of the staff members as they eagerly anticipate getting a higher job in the organization instead of looking for greener pastures outside.

- It improves the morale of the workers, improves their relations with the organization and lowers staff member turnover.

- It develops the spirit of commitment in the workers, ensures connection of work and organizational stability.

Disadvantage of Internal Sourcing

- Internal sourcing prevents brand-new blood, originality and innovative ideas from getting in the company.

- The scope is limited as not all the jobs can be filled by the minimal swimming pool of skill offered in the company.

- The position of the individual who is moved or promoted falls vacant.

- It can develop dissatisfaction among the rest of the workers 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 approaches. It is more commonly used than internal sources. External recruitments are valuable in obtaining abilities that are not had by the present workers; it also assists to bring onboard workers from different backgrounds that get a variety of concepts on the table.

Campus Recruitments

When companies are in search of fresh talents and are concentrating on understanding, communication skill and talent than experience, they approach management colleges, technical institutes etc. The company makes a discussion about its organization in order to attract the students.

Whoever finds it matching with their profession plans obtains the job. These applicants are then made to go through series of choice procedures like analytical and psychological tests, seminar, interviews and so on before the last selection is done.

Management Consultants

Management consultants serve as representatives of the employer. They carry out the recruitment function on behalf of the client business by charging them fees or commissions. These consultants are able to tailor their services according to the particular requirements of the customers thus relieving the line supervisors from their recruitment function.

Advertisements

This media of recruitment is popular and typically used as it connects a wide variety of people. It can also be targeted at a specific group or referall.us a specific geographical location by choosing a particular paper, radio channel and so on e.g Business journal.

In particular ads company name, task description and salary plans are pointed out. There are blind advertisements as well where no recognition of the company is provided. These advertisements are published mainly when the organization desires to fill an internal vacancy or planning to displace an existing worker.

Trade Associations

There are associations that create a database of job candidates and provide it to its members during regional or nationwide conventions. They likewise release classified advertisements for employers thinking about hiring their members.

Walk in Interview

Another upcoming method of recruitment is walk-in interviews. There is no time and meeting schedule for each person. An advertisement concerning the time and the place of the interview is offered in the paper. The prospects are required to carry their CVs and straight stand for the interview. It is an extremely common mode of recruitment among BPOs and call centres.

Job Fairs

Job fairs are an efficient method of getting in touch with potential staff members and candidates. There are HR hiring supervisors of different business under one roof. Information and company cards can be exchanged and resumes can be submitted by the candidates.

Employers can identify the best candidates, similarly the candidates can apply in many organizations together, any place they feel the deal is finest and suits their interest.

Advantage of External Sourcing

- New and young blood gets in the company, which have innovative ideas, new techniques that can assist to stimulate the existing employees.

- It uses a wider pool for selection. Companies can choose up prospects with requisite certification.

- It creates a competitive environment as it assists the existing employees to work harder in order to match the standard that the brand-new employees bring in.

- It leads to long term benefits to the organization. Talented pools of individuals bring along with them brand-new techniques of working and new methods to scenarios that helps the company to stay abreast with the competitive world exterior.

Disadvantage of External Sourcing

- It is a time consuming process as it involves bring in the best prospects, them, going through a series of tests and interviews and so on. When appropriate candidates are not offered this procedure has actually to be repeated once again and once again.

- This procedure proves to be extremely costly for the company as the business need to resort to advertisements, hiring consultants etc for attracting the best pool of talent.

- It can decrease the morale and demotivate the existing staff members as they can feel that their services have actually not been recognized.

- It is less reliable than internal sourcing. Since the organizations employ prospects on the basis of their resumes, tests, interviews and so on they may not end up being as anticipated. It may end up hiring someone who winds up being a misfit and may not have the ability to change in the new established.

Alternatives to Recruitment

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

Hence to eliminate back the momentary stages of high market demand for company's products, business may turn to options to recruitment that are stated below:

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

In order to fulfill the extra need of the company's items which cause excess workload, some staff members are asked to work overtime under some conditions. Overtime is the amount of time that someone works beyond the working hours.

In such a case employee gets additional salaries based on the contract signed between the employee and the company. The drawback is that the employee may not work to his complete potential throughout the day in order to earn overtime.

Temporary Employees

A short-lived employee is appointed for a duration that does not last for long. It is to fill a short-term position which is arranged to be terminated within several years for reasons as the completion of a specific job or peak workload.

This helps the company in preventing expenses of recruitment, saves time involved, and help avoid the negative effect of labor turnover etc. However temporary staff members might not be very devoted to the company, their lack of experience might impact the work output and they tend to take time to change.

Sub-contracting

To complete a specific task or satisfy an abrupt short-term increase in the need of the business's products, the company may resort to subcontracting. It is the practice of appointing part of the responsibilities, tasks and responsibilities to another party under an agreement known as subcontractor.

Hiring an outside specialist agency to carry out part of the work leads to shared advantages in such cases as the company want to broaden on its own only when the increased need lasts for a specified period of time.

Employee Leasing

A staff member leasing firm concentrates on recruitment, training, personnel management, payroll accounting and threat administration. The leasing company likewise takes care of the work guidance, day-to-day duties and other routine elements of work.

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

Outsourcing

Under outsourcing a service procedure is contracted out to a third celebration, the factor behind outsourcing are many. It reduces the requirement to hire and train specialized personnel as it is sourced out to someone concentrating on that area possessing the resources and know-how that results in competitive superiority gradually.

It likewise helps to lower capital and operating expenditures and assists avoid troublesome regulations, high taxes, labour union agreements etc.

Role Profiles for Recruitment Purposes

Role profiles, define the total function of the function, its reporting relationships and crucial result areas. They may likewise include the list of proficiencies required. They might be technical (abilities and knowledge required to do a particular job) and behavioral competencies connected to the function.

The profile likewise consists of the terms and conditions (pay, benefits, hours of work, mobility, taking a trip, transfers, training, development and career opportunities). The recruitment function provides the basis for individual spec.

Person Specifications

An individual requirements likewise called recruitment, job or personnel spec is the necessary component on which the selection treatment is based. It is the sum overall of education, training, experience, credentials an individual needs to perform the job designated to him.

When the task requirement have been specified, they should be categories under ideal heads. The standard classifications include qualification, technical and behavioural competencies.

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

Seven Point Plan

- Physical comprise: Health, physique, look, bearing and speech

- Attainments: Education, credentials, experience

- General intelligence: Fundamental intellectual capacity

- Special aptitudes: 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, occupations of household.

Five-fold Grading System

Effect on others: Physical cosmetics, appearance, speech and way

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

Innate capabilities: Natural quickness of understanding and aptitude for learning

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

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

Attracting Candidates

Attracting candidates is primarily a matter of determining, assessing and using the most appropriate sources of candidates. However, where suitable sources of recruitment are not there, then the analysis of aspects adding to the recruitment in a company requirement to be evaluated. Various aspects to be taken under factor to consider are as follows:

Internal Factors

- Company's pay package
- Quality of Work Life
- Organizational culture
- Career preparing & growth
- Company's size
- Company's products/services
- Company's growth 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. elements
6. Information System

Recruitment must be quick, however a careful process. A wrong move can have a disastrous effect on the undertaking. A few steps can be taken to lower the unfavorable 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
Human Resources Tutorial

( Click Topic to Read)

Personnel 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

Human Resource Planning Process

Human Resource 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
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

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 Supervisor?

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?