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What is Recruitment?

Recruitment is the procedure of attracting and determining a swimming pool of prospects, from which some will be selected 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 important properties of a company. The success or failure of an organization is mainly dependent on the quality of the people working therein. Without favorable and imaginative contributions from individuals, companies can not advance and succeed.

In order to accomplish the objectives or perform the activities of a company, for that reason, we need to hire individuals with requisite skills, qualifications and experience. While doing so, we have to keep the present as well as the future requirements of the company in mind.

Organizations need to recruit people with requisite skills, credentials and experience if they need to make it through and grow in a highly competitive environment.

Recruitment Definition

According to Edwin B Flippo, “Recruitment is the procedure of looking for potential workers and promoting them to use for tasks in the organization”.

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

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 task or career pattern.”

Recruitment Process

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

The Job Design has to do with the arrangement about the profile of the ideal task candidate and the arrangement about the skills and proficiencies, which are vital. The information collected can be utilized during other actions of the recruitment process to speed it up.

Opening Job Position

The Opening of the Job Position is usually the task of the HR Recruiter. Skilled and knowledgeable HR Recruiter must decide about the best mix of recruitment sources to find the very best candidates for the job position. This is another essential action in the recruitment procedure.

Collecting and Presenting Job Resumes

The next step is gathering of task resumes and their pre-selection. This step in the recruitment procedure is extremely essential today as lots of organizations lose a great deal of time in this action.

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

Job Interviews

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

The job interview should discover the job candidate, who fulfills the requirements and fits best the corporate culture and the department.

Job Offer

The task 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 deal from the organization to sign up with.

Recruitment Techniques

Recruitment techniques are the methods or media by which management contacts prospective workers or supply necessary info or exchange concepts or stimulate them to obtain tasks.

Recruitment strategies are:

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

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

Direct Methods: These consist of sending taking a trip employers to academic and expert institutions and staff members’ contacts with the public.

( a) Campus Recruitment
Nature of Recruitment

Recruitment includes the following functions:

– Recruitment is the very first step of consultation.

– It is a continuous procedure.

– It is a process of recognizing sources of human force, bring in and encouraging them to apply for tasks in organizations.

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

– It is a favorable procedure.

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

Purpose of Recruitment

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

– Developing suitable techniques to bring in the preferable prospect.

– Employing the technique to members.

– Stimulating as numerous candidates as possible and asking them to get tasks regardless of the variety of prospects required 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 indicates looking for sources of labor and stimulating people to make an application for tasks, employment whereas choice means picking of best sort of people for numerous tasks.

– Recruitment is a positive procedure whereas selection is an unfavorable process.

– It creates a large swimming pool of candidates whereas choice causes a screening of inappropriate candidates.

– Recruitment is a simple process, it involves contracting the numerous sources of labor whereas choice is a complex and time-consuming procedure. The candidate has to clear a variety of obstacles before they are selected for a job.

Sources of Recruitment

A source from where candidates are recognized, brought in 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 includes recruiting, establishing and promoting the employees from within the organization. Internal recruitments are affordable, more reputable as the company knows the candidate’s skillset and understanding and it likewise encourages the employees and increases their dedication towards the company. Internal sourcing can be performed in the following ways:

Transfers

An employee may be moved from one job to another internally typically of the exact same level. The roles and responsibilities of the workers might change however not always the income. This assists the workers to get motivated and try something brand-new, assists them break the dullness of the old task and encourages them to grow by acquiring 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 modification in their responsibilities and obligations accompanied with a modification in wage and status. It assists the worker 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 scarcity of supply in the industry or there is unexpected boost in work load. These employees are already mindful of the processes, procedures and culture of the organization thus they show to be cost effective.

Employee Referrals

In this case each worker of the business serves as a recruiter. The staff members are encouraged to recommend the names of their buddies or family members working in other organizations. For this they are even rewarded monetarily.

The advantage of staff member referral is that the possible prospect gets initially hand info about the job and company culture from the already working employee. Since he knows what he is getting into he is anticipated to remain longer in the organization. Also because the trustworthiness of those who suggest is at stake, they tend to suggest those who are highly encouraged and qualified.

Job Postings

The Company posts the present and anticipated vacancy on bulletin board system, electronic media and comparable typical portals. This offers an opportunity to the employees to carry out profession shift and assist them grow within the business.

Deceased and Disabled Employees

In order to make the households of the deceased and handicapped workers self-dependent their family members or dependents may be provided a job in case of any job.

Advantage of Internal Sourcing

– Internal recruitment is less time consuming and affordable.

– It is reliable as the company knows the employee’s understanding and ability.

– There is no requirement of induction and training as the staff member is already familiar with the procedures, procedures and culture of the organization.

– It increases the motivation level of the staff members as they eagerly anticipate getting a greater task in the organization rather of looking for greener pastures outside.

– It increases the morale of the staff members, enhances their relations with the organization and minimizes employee turnover.

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

Disadvantage of Internal Sourcing

– Internal sourcing prevents new blood, originality and innovative concepts from getting in the organization.

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

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

– It can develop dissatisfaction amongst the rest of the workers as there can be bias or partiality in promoting a staff member in the company.

External Sources

New prospects are hired from outside the company by various ways and techniques. It is more commonly utilized than internal sources. External recruitments are helpful in acquiring abilities that are not had by the existing staff members; it likewise assists to bring onboard staff members from various backgrounds that get a variety of ideas on the table.

Campus Recruitments

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

Whoever finds it matching with their career plans looks for the job. These candidates are then made to go through series of selection procedures like analytical and psychological tests, group discussions, interviews and so on before the final selection is done.

Management Consultants

Management specialists function as agents of the company. They perform the recruitment function on behalf of the customer company by charging them fees or commissions. These consultants have the ability to customize 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 reaches out a vast array of people. It can likewise be targeted at a particular group or a particular geographic location by selecting a specific newspaper, radio channel etc e.g Business journal.

In particular advertisements company name, task description and wage bundles are pointed out. There are blind ads as well where no identification of the firm is offered. These advertisements are released mainly when the organization wishes to fill an internal job or planning to displace an existing employee.

Trade Associations

There are associations that create a database of job seekers and provide it to its members during local or nationwide conventions. They also publish classified advertisements for 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 meeting schedule for each person. An ad concerning the time and the area of the interview is offered in the newspaper. The prospects are needed to bring 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 a reliable way of contacting prospective employees and prospects. There are HR hiring supervisors of numerous companies under one roof. Information and service cards can be exchanged and resumes can be sent by the prospects.

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

Advantage of External Sourcing

– New and young blood goes into the company, which have innovative concepts, new approaches that can assist to stimulate the existing workers.

– It uses a wider swimming pool for selection. Companies can get candidates with requisite certification.

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

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

Disadvantage of External Sourcing

– It is a time consuming process as it includes attracting the best candidates, screening them, going through a series of tests and interviews etc. When appropriate candidates are not available this procedure needs to be repeated again and again.

– This procedure shows to be extremely costly for the company as the companies need to resort to ads, employing consultants etc for bring in the best pool of talent.

– 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 trusted than internal sourcing. Since the companies employ candidates on the basis of their resumes, tests, interviews and employment so on they might not end up being as anticipated. It may end up working with someone who winds up being a misfit and might not be able to adjust in the brand-new established.

Alternatives to Recruitment

Recruitment and choice is an expensive and lengthy process. Moreover, it gets onboard irreversible staff members which are tough to be separated in case they do not carry out according to the requirement or if there is overstaffing due to less work due to market demand fluctuations.

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

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

In order to meet the extra need of the company’s products which lead to excess work load, some staff members are asked to work overtime under some terms and conditions. Overtime is the quantity of time that somebody works beyond the working hours.

In such a case worker gets extra earnings according to the contract signed between the employee and the company. The drawback is that the staff member might not work to his full potential throughout the day in order to make overtime.

Temporary Employees

A momentary worker is designated for a duration that does not last for long. It is to fill a short term position which is set up to be ended within one or more years for factors as the completion of a specific task or peak workload.

This assists the company in avoiding expenditures of recruitment, conserves time involved, and help prevent the unfavorable effect of labor turnover etc. However short-lived staff members might not be really loyal to the business, their lack of experience might impact the work output and they tend to take time to adjust.

Sub-contracting

To complete a particular project or satisfy an unexpected momentary increase in the demand of the company’s products, the business might turn to subcontracting. It is the practice of appointing part of the responsibilities, jobs and responsibilities to another party under a contract called subcontractor.

Hiring an outdoors expert firm to carry out part of the work leads to shared advantages in such cases as the business wish to expand by itself only when the increased demand lasts for a specific amount of time.

Employee Leasing

An employee leasing company concentrates on recruitment, training, human resource management, payroll accounting and danger administration. The leasing firm likewise takes care of the work guidance, everyday duties and other regular aspects of work.

For example a nursing services firm works with numerous nurses and provides them to medical facilities on a contract basis. It offers a benefit to the organization to alter its workers without actual layoffs.

Outsourcing

Under contracting out a service procedure is contracted out to a third celebration, the reason behind outsourcing are numerous. It reduces the requirement to work with and train customized staff as it is sourced out to someone focusing on that area having the resources and competence that causes competitive supremacy gradually.

It also helps to minimize capital and operating costs and assists avoid difficult regulations, high taxes, labour union agreements etc.

Role Profiles for Recruitment Purposes

Role profiles, specify the total purpose of the role, its reporting relationships and key result areas. They might likewise consist of the list of competencies required. They may be technical (skills and understanding required to do a particular task) and behavioral proficiencies connected to the function.

The profile also includes the terms (pay, advantages, hours of work, mobility, travelling, transfers, training, advancement and career chances). The recruitment role provides the basis for individual spec.

Person Specifications

A person specification likewise called recruitment, task or personnel specification is the vital aspect on which the choice treatment is based. It is the sum overall of education, training, experience, credentials an individual needs to carry out the job designated to him.

When the task requirement have actually been defined, they must be classifications under suitable heads. The fundamental categories include qualification, technical and behavioural competencies.

There are likewise a number of traditional schemes. The most popular include the seven-point strategy established by Alec Rodgers in 1952 and the five-point grading system developed by Munro Fraser in 1954. These provide particular headings under which attributes of an ideal candidate can be categorized.

Seven Point Plan

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

– Attainments: Education, credentials, experience

– General intelligence: Fundamental intellectual capacity

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

– Interest: Social, intellectual, physically active, constructional

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

– Circumstances: Domestic scenarios, professions of household.

Five-fold Grading System

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

Acquired knowledge or qualification: Education, trade training, work experience

Innate capabilities: Natural quickness of comprehension and aptitude for learning

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

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

Attracting Candidates

Attracting candidates is mostly a matter of recognizing, examining and using the most proper sources of applicants. However, where appropriate sources of recruitment are not there, then the analysis of elements adding to the recruitment in a company requirement to be analyzed. 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 planning & growth
– Company’s size
– Company’s products/services
– Company’s development rate
– Role of trade union
– Cost of recruitment
– Company’s name & fame

External Factors

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

Recruitment needs to be speedy, however a careful procedure. A wrong move can have a devastating impact on the endeavor. A few measures can be required 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 Prospect Pool
Recruitment Policy
Internal and External Sources
Human Resources Tutorial

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Personnel Management

Human Resource Planning

Employee Induction

Kinds of Training

Importance of Training

Training Process

Human Resource 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
Personnel 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 Personnel 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 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

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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?

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Modern and Others Schools of Management Thought

What is Selection?

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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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