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What is Recruitment?

Recruitment is the procedure of bring 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

Personnels are the most essential properties of an organization. The success or failure of a company is mostly based on the quality of the people working therein. Without positive and innovative contributions from people, organizations can not advance and flourish.

In order to attain the goals or perform the activities of a company, therefore, we need to hire people with requisite abilities, qualifications and experience. While doing so, we need to keep today as well as the future requirements of the organization in mind.

Organizations need to recruit individuals with requisite abilities, qualifications and experience if they have to endure and flourish in a highly competitive environment.

Recruitment Definition

According to Edwin B Flippo, “Recruitment is the process of looking for potential employees and stimulating them to make an application for tasks in the company”.

DeCenzo and Robbins specify it as “Recruitment is the procedure of finding possible candidates for real or awaited organizational jobs. Or from another perspective, it is a linking activity-bringing together those with tasks to fill and those looking for jobs.”

According to Plumbley, “Recruitment is a matching procedure and the capacities and inclinations of the candidates need to be matched versus the demand and rewards fundamental in an offered job or profession pattern.”

Recruitment Process

The significant 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 style is the most essential part of the recruitment process. The task style is a stage about the style of the job profile and a clear arrangement between the line manager and the HRM Function.

The Job Design is about the contract about the profile of the perfect job candidate and the arrangement about the skills and proficiencies, which are vital. The information 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 job of the HR Recruiter. Skilled and knowledgeable HR Recruiter ought to choose about the right mix of recruitment sources to discover the best prospects for the task position. This is another essential step in the recruitment procedure.

Collecting and Presenting Job Resumes

The next step is gathering of job resumes and their pre-selection. This step in the recruitment procedure is really crucial today as numerous organizations lose a lot of time in this step.

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

Job Interviews

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

The task interview should find the job prospect, 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 finalizes all the other actions and the winner of the job interviews gets the deal from the organization to sign up with.

Recruitment Techniques

Recruitment methods are the ways or media by which management contacts prospective employees or provide necessary details or exchange ideas or stimulate them to obtain tasks.

Recruitment techniques are:

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

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

Direct Methods: These include sending travelling employers to educational and expert organizations and staff members’ contacts with the public.

( a) Campus Recruitment
Nature of Recruitment

Recruitment includes the following features:

– Recruitment is the very first action of consultation.

– It is a constant process.

– It is a process of identifying sources of human force, drawing in and inspiring them to look for tasks in organizations.

– It is a development manpower or to operate at the last phase.

– It is a favorable process.

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

Purpose of Recruitment

– Finding out and establishing the source here needed number and type of workers will be offered.

– Developing appropriate methods to bring in the desirable candidate.

– Employing the technique to draw in staff members.

– Stimulating as many candidates as possible and inquiring to look for jobs irrespective of the number of candidates required in order to increase the selection ratio (i.e., variety of application per one task vacancy) due to lower yield ratio.

Difference Between Recruitment and Selection

– Recruitment indicates searching for sources of labor and stimulating individuals to obtain jobs, whereas choice means picking of best kind of individuals for numerous jobs.

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

– It creates a large pool of applicants whereas selection leads to a screening of unsuitable candidates.

– Recruitment is a simple procedure, it includes contracting the various sources of labor whereas choice is a complex and lengthy process. The candidate needs to clear a number of difficulties before they are selected for a job.

Sources of Recruitment

A source from where prospects are recognized, attracted 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 technique includes recruiting, developing and employment promoting the workers from within the organization. Internal recruitments are cost-efficient, more trusted as the company knows the candidate’s skillset and knowledge and it also inspires the workers and increases their dedication towards the company. Internal sourcing can be done in the following methods:

Transfers

A staff member might be moved from one task to another internally usually of the very same level. The functions and obligations of the employees may alter however not always the income. This helps the employees to get motivated and attempt something new, assists them break the monotony of the old job and motivates them to grow by gaining more knowledge.

Promotions

As recognition of their efficiency and experience the staff members are moved from a position to a higher position. There is a change in their duties and duties accompanied with a modification in income and status. It assists the staff member 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 need and lack of supply in the industry or there is abrupt increase in workload. These staff members are currently mindful of the procedures, procedures and culture of the organization thus they show to be cost efficient.

Employee Referrals

In this case each staff member of the company serves as a recruiter. The staff members are motivated to advise the names of their good friends or family members working in other organizations. For this they are even rewarded monetarily.

The benefit of employee recommendation is that the potential candidate gets first hand details about the job and company culture from the currently working worker. Since he knows what he is getting into he is expected to remain longer in the organization. Also given that the trustworthiness of those who suggest is at stake, they tend to advise those who are extremely inspired and qualified.

Job Postings

The Company posts the current and expected vacancy on bulletin board system, electronic media and similar common websites. This gives an opportunity to the workers to carry out profession shift and assist them grow within the business.

Deceased and Disabled Employees

In order to make the families of the deceased and disabled 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 trustworthy as the company knows the staff member’s knowledge and capability.

– There is no requirement of induction and training as the worker is currently aware of the processes, procedures and culture of the organization.

– It increases the motivation level of the workers as they anticipate getting a higher job in the organization instead of looking for greener pastures outside.

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

– It develops the spirit of loyalty in the staff members, ensures connection of work and organizational stability.

Disadvantage of Internal Sourcing

– Internal sourcing avoids new members, originality and innovative concepts from getting in the company.

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

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

– It can produce dissatisfaction amongst the rest of the employees as there can be predisposition or partiality in promoting a worker in the company.

External Sources

New candidates are hired from outside the company by various means and approaches. It is more frequently utilized than internal sources. External recruitments are valuable in acquiring abilities that are not had by the present workers; it also assists to bring onboard employees from various backgrounds that get a diversity of concepts on the table.

Campus Recruitments

When companies are in search of fresh skills and are concentrating on knowledge, interaction ability and skill than experience, they approach management colleges, technical institutes etc. The business makes a presentation about its organization in order to bring in the students.

Whoever finds it matching with their profession strategies requests the task. These applicants are then made to go through series of selection processes like analytical and psychological tests, group discussions, interviews etc before the last selection is done.

Management Consultants

Management specialists function as representatives of the employer. They perform the recruitment function on behalf of the customer business by charging them charges or commissions. These consultants have the ability to customize their services according to the specific needs of the clients thus relieving the line managers from their recruitment function.

Advertisements

This media of recruitment is popular and frequently utilized as it reaches out a wide variety of people. It can also be targeted at a particular group or a particular geographical location by picking a particular newspaper, radio channel etc e.g Business journal.

In specific advertisements company name, task description and employment income bundles are discussed. There are blind advertisements also where no identification of the firm is offered. These advertisements are released mostly when the organization desires to fill an internal vacancy or planning to displace an .

Trade Associations

There are associations that develop a database of task applicants and provide it to its members throughout local or national conventions. They also publish classified ads for companies thinking about hiring their members.

Walk in Interview

Another upcoming approach of recruitment is walk-in interviews. There is no time and meeting schedule for each individual. An ad regarding the time and the place of the interview is provided in the paper. The prospects are needed to bring their CVs and directly appear for the interview. It is a very typical mode of recruitment among BPOs and call centres.

Job Fairs

Job fairs are an effective way of connecting with prospective employees and prospects. There are HR hiring supervisors of numerous business under one roofing system. Information and company cards can be exchanged and resumes can be sent by the candidates.

Employers can spot the ideal applicants, similarly the candidates can apply in lots of organizations together, any place they feel the offer is finest and suits their interest.

Advantage of External Sourcing

– New and young blood goes into the company, which have ingenious concepts, brand-new techniques that can help to stimulate the existing workers.

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

– It develops a competitive environment as it helps the existing workers to work harder in order to match the requirement that the brand-new employees bring in.

– It results in long term benefits to the organization. Talented pools of individuals bring together with them new methods of working and brand-new methods to scenarios that assists the company to stay informed with the competitive world exterior.

Disadvantage of External Sourcing

– It is a time consuming procedure as it involves bring in the best candidates, screening them, going through a series of tests and interviews and so on. When suitable prospects are not available this procedure needs to be repeated once again and once again.

– This process proves to be extremely costly for the company as the business need to turn to advertisements, working with specialists and so on for bring in the ideal swimming pool of skill.

– It can reduce the morale and demotivate the existing workers as they can feel that their services have not been acknowledged.

– It is less reliable than internal sourcing. Since the companies employ candidates on the basis of their resumes, tests, interviews and so on they may not turn out to be as expected. It may end up employing somebody 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 lengthy process. Moreover, it gets onboard long-term staff members which are tough 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 need variations.

Hence to battle back the temporary stages of high market need for company’s products, companies may turn to alternatives to recruitment that are stated listed below:

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

In order to satisfy the extra demand employment of the company’s products which cause excess work load, some employees are asked to work overtime under some conditions. Overtime is the quantity of time that someone works beyond the working hours.

In such a case staff member gets additional incomes according to the agreement signed in between the employee and the employer. The disadvantage is that the employee might not work to his full capacity throughout the day in order to make overtime.

Temporary Employees

A short-lived worker is selected for a period that does not last for long. It is to fill a short term position which is arranged to be ended within several years for reasons as the completion of a specific job or peak work.

This helps the business in avoiding costs of recruitment, conserves time involved, and assist avoid the unfavorable impact of labor turnover etc. However short-lived workers may not be really devoted to the business, their lack of experience might affect the work output and they tend to require time to change.

Sub-contracting

To complete a particular job or satisfy a sudden momentary increase in the demand of the business’s products, the business might turn to subcontracting. It is the practice of appointing part of the commitments, jobs and responsibilities to another party under an agreement known as subcontractor.

Hiring an outdoors professional firm to carry out part of the work causes shared advantages in such cases as the business would like to broaden by itself only when the increased demand lasts for a given period of time.

Employee Leasing

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

For instance a nursing services firm works with numerous nurses and provides them to healthcare facilities on an agreement basis. It supplies a benefit to the organization to alter its employees without actual layoffs.

Outsourcing

Under outsourcing an organization process is contracted out to a 3rd party, the reason behind outsourcing are numerous. It minimizes the need to employ and train specialized staff as it is sourced out to somebody focusing on that area possessing the resources and know-how that causes competitive superiority over time.

It also assists to reduce capital and operating expenditures and helps prevent troublesome guidelines, high taxes, labour union agreements etc.

Role Profiles for Recruitment Purposes

Role profiles, specify the total function of the function, its reporting relationships and crucial result locations. They may likewise consist of the list of proficiencies needed. They may be technical (abilities and understanding needed to do a specific task) and behavioral proficiencies connected to the function.

The profile likewise includes the terms (pay, advantages, hours of work, movement, taking a trip, transfers, training, development and profession chances). The recruitment function provides the basis for person requirements.

Person Specifications

An individual requirements also known as recruitment, task or personnel requirements is the important aspect on which the choice procedure is based. It is the sum total of education, training, experience, credentials a person has to perform the task assigned to him.

When the task requirement have been specified, they need to be classifications under appropriate heads. The fundamental categories include certification, technical and behavioural proficiencies.

There are likewise a variety of traditional plans. The most popular include the seven-point plan developed by Alec Rodgers in 1952 and the five-point grading system established by Munro Fraser in 1954. These give specific headings under which characteristics of a perfect prospect can be classified.

Seven Point Plan

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

– Attainments: Education, credentials, experience

– General intelligence: Fundamental intellectual capacity

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

– Interest: Social, intellectual, physically active, constructional

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

– Circumstances: Domestic circumstances, occupations of family.

Five-fold Grading System

Influence on others: Physical makeup, look, speech and manner

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

Innate capabilities: Natural speed of understanding and aptitude for finding out

Motivation: The sort of objectives set by the individual, his or her consistency and determination in following them up, and success in achieving them

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

Attracting Candidates

Attracting prospects is mainly a matter of recognizing, assessing and using the most suitable sources of candidates. 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 package
– Quality of Work Life
– Organizational culture
– Career planning & 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 aspects
2. Supply and need elements
3. Employment rate
4. Labour market condition
5. Political, Legal & Govt. elements
6. Information System

Recruitment should be fast, however a cautious process. A wrong relocation can have a dreadful effect on the undertaking. A few measures can be taken to minimize 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
Human Resources Tutorial

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Personnel Management

Personnel Planning

Employee Induction

Kinds of Training

Importance of Training

Training Process

Personnel Accounting

Methods of Human Resource 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
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 Human Resource Management

Cross Cultural Theories

Dimensions of Culture

HRM Practices
International Selection Process

Expatriate Training

International Compensation
Personnel Development

Challenges of Human Resource Development

Methods of Human Resource Development

Steps for Designing HRD Intervention

Employee Orientation

Employee Socialization

Realistic Job Review

360 Degree Assessment
Employee Assistance Program

What is Coaching?

What is Mentoring?

Leadership Development

Management Development

Organisational Development

What is Planned Change

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 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?

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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