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What is Recruitment?

Recruitment is the procedure of bring in and recognizing a swimming pool of prospects, from which some will be chosen 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 essential properties of an organization. The success or employment failure of an organization is mainly based on the caliber of individuals working therein. Without favorable and innovative contributions from individuals, organizations can not progress and flourish.

In order to attain the objectives or carry out the activities of a company, therefore, we require to hire individuals with requisite skills, qualifications and experience. While doing so, we have to keep today as well as the future requirements of the company in mind.

Organizations need to recruit individuals with requisite skills, credentials and experience if they have to survive and flourish in a highly competitive environment.

Recruitment Definition

According to Edwin B Flippo, “Recruitment is the process of browsing for prospective workers and promoting them to obtain tasks in the organization”.

DeCenzo and Robbins specify it as “Recruitment is the procedure of discovering prospective candidates for actual or awaited organizational vacancies. Or from another point of view, it is a linking activity-bringing together those with jobs to fill and those looking for tasks.”

According to Plumbley, “Recruitment is a coordinating procedure and the capabilities and inclinations of the candidates need to be matched against the demand and rewards intrinsic in a given job or profession pattern.”

Recruitment Process

The major steps of the recruitment procedure are mentioned 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 agreement between the line supervisor and the HRM Function.

The Job Design is about the agreement about the profile of the perfect job candidate and the contract about the skills and competencies, which are important. The information collected can be utilized during other steps of the recruitment process to speed it up.

Opening Job Position

The Opening of the Job Position is typically the task of the HR Recruiter. Skilled and knowledgeable HR Recruiter need to choose about the ideal mix of recruitment sources to discover the best prospects for the job position. This is another crucial action 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 crucial today as numerous organizations lose a lot of time in this action.

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

Job Interviews

The task interviews are the primary action in the recruitment process, which should be clearly designed and agreed in between HRM and line management.

The job interview need to find the task candidate, who satisfies the requirements and fits best the corporate culture and the department.

Job Offer

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

Recruitment Techniques

Recruitment methods are the methods or media by which management contacts prospective workers or provide required info or exchange ideas or promote them to get jobs.

Recruitment methods are:

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

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

Direct Methods: These consist of sending out travelling employers to educational and professional organizations and workers’ contacts with the general public.

( a) Campus Recruitment
Nature of Recruitment

Recruitment includes the following functions:

– Recruitment is the primary step of consultation.

– It is a continuous procedure.

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

– It is a development workforce or to operate at the last stage.

– It is a positive process.

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

Purpose of Recruitment

– Learning and establishing the source here needed number and kind of workers will be available.

– Developing suitable methods to draw in the preferable candidate.

– Employing the technique to draw in employees.

– Stimulating as lots of candidates as possible and asking to look for jobs irrespective of the variety 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 means browsing for sources of labor and stimulating individuals to apply for jobs, whereas choice suggests picking of best sort of people for different jobs.

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

– It produces 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 choice is a complex and lengthy process. The prospect has to clear a number of difficulties before they are selected for a job.

Sources of Recruitment

A source from where candidates are determined, attracted and selected can be classified into 2: Internal Sources and External Sources.

Modes of Recruitment are:

Transfers.
Promotions.
Retired and Retrenched Employees.
Employee Referrals.
Job Postings.
Deceased and Disabled Employees.
Campus Recruitments.
Management Consultants.
Advertisements.
Trade Associations.
Walk in Interview.
Job Fairs.
Internal Sources

This technique includes recruiting, establishing and promoting the staff members from within the company. Internal recruitments are cost-efficient, more dependable as the company is conscious of the prospect’s skillset and knowledge and it likewise inspires the staff members and increases their dedication towards the organization. Internal sourcing can be done in the following methods:

Transfers

An employee may be moved from one task to another internally generally of the exact same level. The roles and obligations of the employees might alter but not necessarily the salary. This assists the staff members to get inspired and try something brand-new, assists them break the monotony of the old task and encourages them to grow by acquiring more knowledge.

Promotions

As acknowledgment of their performance and experience the employees are moved from a position to a greater position. There is a modification in their responsibilities and duties accompanied with a modification in salary 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 might likewise be recruited back in case there is high demand and scarcity of supply in the market or there is abrupt increase in workload. These employees are already mindful of the processes, procedures and culture of the company thus they prove to be cost reliable.

Employee Referrals

In this case each employee of the company functions as an employer. The workers are motivated to advise the names of their pals or family members operating in other organizations. For this they are even rewarded monetarily.

The benefit of worker referral is that the possible prospect gets initially hand information about the task and organization culture from the already working worker. Since he knows what he is getting into he is anticipated to remain longer in the organization. Also because the credibility of those who recommend is at stake, they tend to recommend those who are highly inspired and skilled.

Job Postings

The Company posts the present and anticipated vacancy on bulletin board system, electronic media and similar common portals. This offers a chance to the staff members to undertake career shift and help them grow within the business.

Deceased and Disabled Employees

In order to make the families of the deceased and disabled employees self-dependent their family members 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 reliable as the organization knows the staff member’s understanding and capability.

– There is no requirement of induction and training as the employee is currently conscious of the procedures, procedures and culture of the organization.

– It increases the inspiration level of the staff members as they anticipate getting a greater job in the organization instead of trying to find greener pastures outside.

– It increases the morale of the staff members, improves their relations with the organization and lowers worker turnover.

– It develops the spirit of commitment in the employees, ensures connection of work and organizational stability.

Disadvantage of Internal Sourcing

– Internal sourcing prevents brand-new blood, originality and ingenious ideas from going into the organization.

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

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

– It can develop frustration among the remainder of the staff members as there can be predisposition or partiality in promoting a staff member in the organization.

External Sources

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

Campus Recruitments

When companies are in search of fresh skills and are concentrating on understanding, interaction ability and talent than experience, they approach management colleges, technical institutes etc. The company makes a discussion about its organization in order to bring in the trainees.

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

Management Consultants

Management specialists serve as representatives of the company. They perform the recruitment function on behalf of the client business by charging them charges or commissions. These specialists have the ability to tailor their services according to the particular requirements of the customers thus eliminating the line managers from their recruitment function.

Advertisements

This media of recruitment is preferred and frequently utilized as it reaches out a wide variety of individuals. It can likewise be targeted at a particular group or a specific geographic location by picking a particular newspaper, radio channel and so on e.g Business journal.

In certain advertisements company name, job description and wage packages are mentioned. There are blind advertisements as well where no recognition of the firm is offered. These ads are released mostly when the company wants to fill an internal job or planning to displace an existing worker.

Trade Associations

There are associations that develop a database of task hunters and offer it to its members during local or nationwide conventions. They likewise release classified ads for companies thinking about recruiting their members.

Walk in Interview

Another upcoming technique of recruitment is walk-in interviews. There is no time at all and conference schedule for each person. An ad concerning the time and the location of the interview is given in the newspaper. The prospects are required to bring their CVs and directly appear for the interview. It is a really common mode of recruitment amongst BPOs and call centres.

Job Fairs

Job fairs are an effective method of getting in touch with prospective staff members and prospects. There are HR hiring managers of different companies under one roofing. Information and business cards can be exchanged and resumes can be submitted by the prospects.

Employers can spot the ideal candidates, similarly the candidates can use in lots of companies together, any place they feel the offer is best and suits 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 offers a broader swimming pool for choice. Companies can pick up prospects with requisite qualification.

– It develops a competitive environment as it helps the existing staff members to work harder in order to match the standard that the new workers bring in.

– It leads to long term benefits to the company. Talented pools of individuals bring in addition to them new methods of working and brand-new approaches to scenarios that assists the organization to stay abreast with the competitive world outside.

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 duplicated once again and once again.

– This process proves to be very pricey for the organization as the business have to resort to ads, employing consultants and so on for bring in the right pool of talent.

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

– It is less reputable than internal sourcing. Since the companies hire prospects on the basis of their resumes, tests, interviews and so on they might not turn out to be as expected. It might wind up hiring someone who winds up being a misfit and might not have the ability to adjust in the new established.

Alternatives to Recruitment

Recruitment and choice 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 based on the requirement or if there is overstaffing due to less work due to market need fluctuations.

Hence to eliminate back the short-lived phases of high market need for firm’s products, companies might turn to alternatives to recruitment that are stated listed below:

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

In order to satisfy the additional need of the firm’s products which result in excess workload, some staff members are asked to work overtime under some conditions. Overtime is the quantity of time that somebody works beyond the working hours.

In such a case worker gets extra incomes according to the contract signed between the worker and the company. The drawback is that the employee may not work to his full capacity throughout the day in order to make overtime.

Temporary Employees

A short-term staff member is appointed for a duration that does not last for long. It is to fill a brief term position which is scheduled to be ended within several years for factors as the conclusion of a specific task or peak work.

This assists the company in preventing expenditures of recruitment, saves time involved, and assist prevent the negative impact of labor turnover etc. However short-lived staff members may not be really faithful to the company, their lack of experience might affect the work output and they tend to require time to adjust.

Sub-contracting

To finish a particular job or meet an unexpected short-lived boost in the demand of the business’s items, the company may resort to subcontracting. It is the practice of assigning part of the responsibilities, tasks and obligations to another party under an agreement referred to as subcontractor.

Hiring an outdoors professional agency to undertake part of the work causes mutual benefits in such cases as the business want to expand by itself just when the increased need lasts for a specific amount of time.

Employee Leasing

A worker leasing company specializes in recruitment, training, human resource management, payroll accounting and danger administration. The leasing company likewise looks after the work supervision, everyday duties and other routine aspects of work.

For instance a nursing services firm employs lots of nurses and offers them to health centers on an agreement basis. It provides a benefit to the organization to alter its employees without actual layoffs.

Outsourcing

Under contracting out a service process is contracted out to a 3rd party, the reason behind outsourcing are numerous. It lowers the requirement to hire and train customized staff as it is sourced out to somebody concentrating on that location possessing the resources and know-how that causes competitive superiority over time.

It also assists to minimize capital and operating expenditures and assists avoid difficult regulations, high taxes, labour union agreements and so on.

Role Profiles for Recruitment Purposes

Role profiles, define the total function of the function, its reporting relationships and crucial result locations. They may likewise include the list of competencies required. They may be technical (skills and understanding required to do a specific task) and behavioral proficiencies connected to the role.

The profile also includes the terms (pay, benefits, hours of work, movement, travelling, transfers, training, advancement and profession chances). The recruitment role provides the basis for person requirements.

Person Specifications

An individual requirements also called recruitment, task or personnel spec is the vital component on which the selection treatment is based. It is the amount overall of education, training, experience, qualification a person needs to perform the task designated to him.

When the job requirement have been specified, they need to be categories under appropriate heads. The fundamental categories include qualification, technical and behavioural competencies.

There are also a number of conventional plans. The most popular consist of the seven-point strategy developed by Alec Rodgers in 1952 and the five-point grading system developed by Munro Fraser in 1954. These give specific headings under which characteristics of an ideal candidate can be classified.

Seven Point Plan

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

– Attainments: Education, qualifications, employment experience

– General intelligence: Fundamental intellectual capability

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

– Interest: Social, intellectual, physically active, constructional

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

– Circumstances: Domestic situations, occupations of family.

Five-fold Grading System

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

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

Innate capabilities: Natural speed of comprehension and ability for finding out

Motivation: The type of goals set by the person, his or her consistency and decision in following them up, and success in accomplishing them

Adjustment: Emotional stability, capability to stand tension and ability to proceed with people.

Attracting Candidates

Attracting candidates is mainly a matter of determining, evaluating and using the most suitable sources of applicants. However, where ideal sources of recruitment are not there, then the analysis of factors adding to the recruitment in a company requirement to be analyzed. 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 & fame

External Factors

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

Recruitment must be quick, but a cautious procedure. An incorrect move can have a devastating influence on the endeavor. A few procedures can be required to decrease the negative impact. They are:

Brand Image Creation
Stating clear Definition of Employee Requirements
Applications Receiving Sources
Screening of Applications
Selection Process
a Candidate Pool
Recruitment Policy
Internal and External Sources
Human Resources Tutorial

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Personnel Management

Human Resource Planning

Employee Induction

Types 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
Human Resource Planning

Human Resource 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
Human Resource 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 Human Resource 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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