What is Recruitment?
Recruitment is the procedure of attracting and determining a swimming pool of candidates, 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
Human resources are the most crucial properties of a company. The success or failure of a company is mostly based on the quality of individuals working therein. Without positive and innovative contributions from individuals, organizations can not advance and flourish.
In order to accomplish the objectives or carry out the activities of a company, therefore, we require to recruit individuals with requisite skills, qualifications and experience. While doing so, we need to keep the present 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 make it through and employment flourish in a highly competitive environment.
Recruitment Definition
According to Edwin B Flippo, “Recruitment is the process of looking for potential staff members and stimulating them to request jobs in the organization”.
DeCenzo and Robbins specify it as “Recruitment is the procedure of discovering prospective prospects for real 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 coordinating process and the capabilities and dispositions of the candidates have to be matched against the demand and rewards fundamental in a given task or profession pattern.”
Recruitment Process
The major actions of the recruitment procedure are specified as:
Job Design
Opening Job Position
Collecting and Presenting Job Resumes
Job Interviews
Job Offer
Job Design
Job style is the most fundamental part of the recruitment process. The job style is a phase about the style 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 arrangement about the profile of the perfect task prospect and the contract about the skills and competencies, which are essential. The info collected can be utilized throughout other actions of the recruitment procedure to speed it up.
Opening Job Position
The Opening of the Job Position is generally the job of the HR Recruiter. Skilled and experienced HR Recruiter must decide about the ideal mix of recruitment sources to discover the best candidates for the task position. This is another crucial action in the recruitment procedure.
Collecting and Presenting Job Resumes
The next step is collecting of task resumes and their pre-selection. This action in the recruitment procedure is really essential today as numerous 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 need to be the last step done simply by the HRM Function.
Job Interviews
The job interviews are the main action in the recruitment procedure, which should be clearly developed and concurred in between HRM and line management.
The job interview should find the job candidate, who fulfills the requirements and fits best the corporate culture and the department.
Job Offer
The job deal is the last action of the recruitment procedure, 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 organization to join.
Recruitment Techniques
Recruitment methods are the ways or media by which management contacts potential staff members or supply essential details or exchange concepts or promote them to request jobs.
Recruitment techniques are:
Internal Methods: They are for hiring internal candidates. These include approaches like:
( a) Promotion & Transfers
( b) Job Posting
( c) Employee Referrals
Direct Methods: These consist of sending out travelling employers to academic and professional organizations and employees’ contacts with the public.
( a) Campus Recruitment
Nature of Recruitment
Recruitment involves the following functions:
– Recruitment is the primary step of visit.
– It is a constant procedure.
– It is a procedure of determining sources of human force, drawing in and motivating them to use for jobs in companies.
– It is an advancement workforce or to work at the last phase.
– It is a favorable process.
– It fulfills requirements, employment both today, and the future.
Purpose of Recruitment
– Finding out and developing the source here required number and type of staff members will be readily available.
– Developing suitable techniques to bring in the desirable prospect.
– Employing the technique to attract employees.
– Stimulating as many candidates as possible and inquiring to apply for jobs regardless of the number of prospects needed 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 browsing for sources of labor and promoting individuals to get jobs, whereas choice implies selecting of ideal sort of individuals for numerous jobs.
– Recruitment is a positive process whereas choice is an unfavorable procedure.
– It produces a large pool of candidates whereas selection leads to a screening of inappropriate prospects.
– Recruitment is a simple process, it includes contracting the numerous sources of labor whereas choice is a complex and lengthy procedure. The prospect has to clear a variety of hurdles before they are picked for a task.
Sources of Recruitment
A source from where prospects are identified, drew in 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 employees from within the company. Internal recruitments are economical, more reputable as the organization is aware of the prospect’s skillset and knowledge and it also motivates 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 usually of the exact same level. The functions and duties of the employees might alter but not necessarily the wage. This assists the workers to get motivated and attempt something new, helps them break the uniformity of the old task and motivates them to grow by acquiring more knowledge.
Promotions
As recognition of their efficiency and experience the workers are moved from a position to a greater position. There is a change in their duties and obligations accompanied with a modification in income and status. It assists the staff member 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 recruited back in case there is high need and scarcity of supply in the market or there is unexpected boost in workload. These employees are currently knowledgeable about the procedures, treatments and culture of the company hence they show to be cost effective.
In this case each worker of the company serves as an employer. The employees are motivated to suggest the names of their friends or loved ones operating in other companies. For this they are even rewarded monetarily.
The benefit of worker referral is that the possible prospect gets initially hand info about the job and organization culture from the currently working staff member. Since he understands what he is entering he is expected to remain longer in the company. Also because the trustworthiness of those who suggest is at stake, they tend to suggest those who are highly encouraged and proficient.
Job Postings
The Company posts the current and expected vacancy on publication boards, electronic media and similar common websites. This offers an opportunity to the workers to carry out career 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 relatives or dependents may be used a job in case of any vacancy.
Advantage of Internal Sourcing
– Internal recruitment is less time consuming and economical.
– It is dependable as the company understands the staff member’s understanding and ability set.
– There is no requirement of induction and training as the employee is currently knowledgeable about the processes, treatments and culture of the company.
– It increases the motivation level of the workers as they look forward to getting a higher task in the company rather of trying to find greener pastures outside.
– It increases the spirits of the employees, improves their relations with the organization and lowers staff member turnover.
– It develops the spirit of loyalty in the staff members, makes sure connection of employment and organizational stability.
Disadvantage of Internal Sourcing
– Internal sourcing prevents new members, originality and innovative ideas from entering the company.
– The scope is restricted as not all the vacancies can be filled by the limited pool of skill readily available in the organization.
– The position of the person who is transferred or promoted falls vacant.
– It can produce frustration amongst the remainder of the staff members as there can be bias or partiality in promoting a worker in the company.
External Sources
New candidates are recruited from outside the organization by different methods and approaches. It is more frequently used than internal sources. External recruitments are helpful in obtaining abilities that are not had by the existing workers; it also assists to bring onboard employees from various backgrounds that get a diversity of ideas on the table.
Campus Recruitments
When companies are in search of fresh skills and are concentrating on understanding, interaction ability and skill than experience, they approach management colleges, technical institutes etc. The company makes a discussion about its organization in order to attract the trainees.
Whoever finds it matching with their career strategies makes an application for the job. These applicants are then made to go through series of choice procedures like analytical and mental tests, employment seminar, interviews etc before the last selection is done.
Management Consultants
Management consultants function as representatives of the employer. They perform the recruitment function on behalf of the client business by charging them fees or commissions. These consultants are able to customize their services according to the particular requirements of the clients hence relieving the line managers from their recruitment function.
Advertisements
This media of recruitment is very popular and frequently used as it connects a broad variety of individuals. It can also be targeted at a specific group or a particular geographic location by choosing a particular newspaper, radio channel and so on e.g Business journal.
In specific ads company name, job description and income plans are mentioned. There are blind ads also where no recognition of the company is given. These advertisements are released primarily when the company desires to fill an internal vacancy or planning to displace an existing staff member.
Trade Associations
There are associations that create a database of job candidates and supply it to its members throughout regional or national conventions. They also release classified ads for employers thinking about recruiting their members.
Walk in Interview
Another upcoming technique of recruitment is walk-in interviews. There is no time and meeting schedule for each individual. An ad regarding the time and the area of the interview is given up the paper. The candidates are needed to carry their CVs and straight stand for the interview. It is a really typical mode of recruitment among BPOs and call centres.
Job Fairs
Job fairs are an effective way of getting in touch with potential employees and candidates. There are HR hiring managers of various companies under one roof. Information and business cards can be exchanged and resumes can be submitted by the prospects.
Employers can find the ideal candidates, likewise the applicants can use in numerous organizations together, anywhere they feel the offer is finest and suits their interest.
Advantage of External Sourcing
– New and young blood goes into the organization, which have innovative ideas, employment new approaches that can assist to stimulate the existing employees.
– It uses a larger swimming pool for choice. Companies can get candidates with requisite credentials.
– It produces a competitive environment as it helps the existing staff members to work harder in order to match the requirement that the new staff members generate.
– It results in long term advantages to the organization. Talented swimming pools of individuals bring together with them new techniques of working and new methods to circumstances that helps the company to stay abreast with the competitive world outside.
Disadvantage of External Sourcing
– It is a time consuming procedure as it includes attracting the right prospects, screening them, going through a series of tests and interviews etc. When appropriate candidates are not readily available this procedure has actually to be repeated once again and once again.
– This procedure shows to be very expensive for the company as the business need to turn to advertisements, employing specialists etc for attracting the best pool of talent.
– It can lower the morale and demotivate the existing workers as they can feel that their services have not been acknowledged.
– It is less trustworthy than internal sourcing. Since the companies hire prospects on the basis of their resumes, tests, interviews etc they might not end up being as expected. It might end up working with someone who ends up being a misfit and might not be able to adjust in the brand-new set up.
Alternatives to Recruitment
Recruitment and selection is a costly and time-consuming procedure. Moreover, it gets onboard long-term workers which are hard to be in case they do not carry out based on the requirement or if there is overstaffing due to less work due to market need changes.
Hence to eliminate back the short-lived phases of high market need for firm’s products, companies may turn to options to recruitment that are mentioned listed below:
Overtime.
Temporary Employees.
Sub-contracting.
Employee Leasing.
Outsourcing.
Overtime
In order to fulfill the extra need of the firm’s products which result in excess work load, some workers are asked to work overtime under some terms. Overtime is the amount 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 worker and the employer. The downside is that the worker might not work to his complete capacity throughout the day in order to earn overtime.
Temporary Employees
A short-term staff member is appointed for a period that does not last for long. It is to fill a short term position which is arranged to be terminated within one or more years for factors as the conclusion of a specific project or peak work.
This helps the business in preventing expenditures of recruitment, saves time involved, and assist avoid the negative effect of labor turnover etc. However short-lived employees might not be very faithful to the business, their inexperience might impact the work output and they tend to take some time to adjust.
Sub-contracting
To finish a particular job or fulfill an abrupt short-lived increase in the need of the business’s products, the business might resort to subcontracting. It is the practice of designating part of the responsibilities, jobs and responsibilities to another celebration under an agreement understood as subcontractor.
Hiring an outside expert company to undertake part of the work leads to shared advantages in such cases as the company want to expand by itself just when the increased need lasts for a specific time period.
Employee Leasing
A worker leasing company focuses on recruitment, training, human resource management, payroll accounting and danger administration. The leasing firm likewise takes care of the work supervision, everyday tasks and other regular elements of work.
For instance a nursing services firm employs many nurses and offers them to healthcare facilities on an agreement basis. It provides an advantage to the company to alter its staff members without actual layoffs.
Outsourcing
Under outsourcing a business process is contracted out to a 3rd party, the reason behind outsourcing are lots of. It lowers the requirement to employ and train specific personnel as it is sourced out to someone concentrating on that area having the resources and expertise that leads to competitive superiority gradually.
It also assists to lower capital and operating costs and helps prevent challenging guidelines, high taxes, labour union agreements etc.
Role Profiles for Recruitment Purposes
Role profiles, define the general purpose of the role, its reporting relationships and key result locations. They might also consist of the list of proficiencies needed. They may be technical (skills and knowledge needed to do a specific job) and behavioral proficiencies connected to the role.
The profile also consists of the terms (pay, benefits, hours of work, mobility, travelling, transfers, training, advancement and profession opportunities). The recruitment function provides the basis for individual spec.
Person Specifications
An individual specification also called recruitment, task or personnel requirements is the necessary aspect on which the selection treatment is based. It is the amount overall of education, training, experience, qualification an individual needs to carry out the job designated to him.
When the job requirement have actually been defined, they should be classifications under suitable heads. The basic categories consist of credentials, technical and behavioural competencies.
There are also a number of standard plans. The most popular consist of the seven-point plan developed by Alec Rodgers in 1952 and the five-point grading system developed by Munro Fraser in 1954. These provide specific headings under which qualities of a perfect candidate can be classified.
Seven Point Plan
– Physical make up: Health, physique, appearance, bearing and speech
– Attainments: Education, qualifications, experience
– General intelligence: Fundamental intellectual capacity
– Special aptitudes: Mechanical, manual dexterity, facility in use of words or figures
– Interest: Social, intellectual, physically active, constructional
– Disposition: Acceptability, impact over others, steadiness, dependability, selfreliance
– Circumstances: Domestic situations, professions of family.
Five-fold Grading System
Impact on others: Physical makeup, appearance, speech and manner
Acquired knowledge or qualification: Education, trade training, work experience
Innate capabilities: Natural speed of understanding and aptitude for finding out
Motivation: The type of goals set by the individual, his/her consistency and decision in following them up, and success in achieving them
Adjustment: Emotional stability, capability to stand tension and ability to get on with individuals.
Attracting Candidates
Attracting prospects is mostly a matter of determining, assessing and utilizing the most suitable sources of candidates. However, where ideal sources of recruitment are not there, then the analysis of elements adding to the recruitment in an organization need to be evaluated. Various aspects to be taken under factor to consider are as follows:
Internal Factors
– Company’s pay plan
– 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 & fame
External Factors
1. Socio-economic aspects
2. Supply and demand factors
3. Employment rate
4. Labour market condition
5. Political, Legal & Govt. aspects
6. Information System
Recruitment needs to be quick, however a careful procedure. An incorrect relocation can have a devastating influence on the endeavor. A few steps can be taken to lower the negative effect. 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
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