Recruitment is the procedure of drawing in and identifying a 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
Personnels are the most crucial possessions of an organization. The success or failure of an organization is mostly based on the caliber of individuals working therein. Without favorable and imaginative contributions from people, companies can not progress and flourish.
In order to achieve the goals or perform the activities of an organization, therefore, we need to recruit individuals with requisite skills, certifications and experience. While doing so, we need to keep the present in addition to the future requirements of the company in mind.
Organizations have to recruit people with requisite skills, credentials and experience if they have to make it through and grow in a highly competitive environment.
Recruitment Definition
According to Edwin B Flippo, "Recruitment is the process of looking for prospective staff members and promoting them to look for jobs in the company".
DeCenzo and Robbins specify it as "Recruitment is the process of discovering prospective candidates for real or anticipated organizational jobs. Or from another point of view, it is a connecting activity-bringing together those with tasks to fill and those seeking tasks."
According to Plumbley, "Recruitment is a matching process and the capacities and dispositions of the candidates need to be matched against the demand and rewards inherent in an offered task or career pattern."
Recruitment Process
The significant steps of the recruitment process are specified as:
Job Design
Opening Job Position
Collecting and Presenting Job Resumes
Job Interviews
Job Offer
Job Design
Job design is the most fundamental part of the recruitment process. The task style is a phase about the style of the task profile and a clear arrangement in between the line manager and the HRM Function.
The Job Design is about the arrangement about the profile of the ideal job candidate and the agreement about the skills and proficiencies, which are vital. The information gathered can be used during other actions of the recruitment process to speed it up.
Opening Job Position
The Opening of the Job Position is generally the job of the HR Recruiter. Skilled and knowledgeable HR Recruiter must decide about the right mix of recruitment sources to find the finest prospects for the task position. This is another crucial action in the recruitment procedure.
Collecting and Presenting Job Resumes
The next action is gathering of task resumes and their pre-selection. This step in the recruitment process is extremely essential today as many companies lose a lot of time in this action.
Today, the organization can not wait with the pre-selection of the job resumes. Generally, this ought to be the last step done simply by the HRM Function.
Job Interviews
The job interviews are the primary action in the recruitment process, which should be plainly developed and concurred between HRM and line management.
The job interview need to discover the task prospect, 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, which is done by the HRM Function, it settles all the other actions and the winner of the job interviews gets the offer from the company to sign up with.
Recruitment Techniques
Recruitment strategies are the means or media by which management contacts potential employees or supply essential info or exchange concepts or stimulate them to look for jobs.
Recruitment methods are:
Internal Methods: They are for recruiting internal prospects. These consist of methods like:
( a) Promotion & Transfers
( b) Job Posting
( c) Employee Referrals
Direct Methods: These include sending out taking a trip employers to instructional and professional institutions and workers' contacts with the public.
( a) Campus Recruitment
Nature of Recruitment
Recruitment includes the following functions:
- Recruitment is the initial step of visit.
- It is a continuous procedure.
- It is a procedure of determining sources of human force, bring in and encouraging them to look for tasks in organizations.
- It is an advancement manpower or to work at the last phase.
- It is a positive process.
- It fulfills needs, both the present, and the future.
Purpose of Recruitment
- Discovering and establishing the source here needed number and kind of staff members will be readily available.
- Developing suitable methods to attract the preferable prospect.
- Employing the technique to draw in staff members.
- Stimulating as numerous prospects as possible and asking to make an application for tasks regardless of the number of candidates 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 implies looking for sources of labor and promoting people to look for tasks, whereas selection indicates selecting of best kind of people for different tasks.
- Recruitment is a positive process whereas selection is an unfavorable process.
- It develops a large pool of applicants whereas choice results in a screening of unsuitable prospects.
- Recruitment is an easy process, it includes contracting the numerous sources of labor whereas choice is a complex and time-consuming process. The candidate has to clear a variety of hurdles before they are picked for a task.
Sources of Recruitment
A source from where prospects are determined, 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 approach includes recruiting, establishing and promoting the staff members from within the organization. Internal recruitments are economical, more reliable as the organization knows the prospect's skillset and understanding and it likewise encourages the workers and increases their dedication towards the organization. Internal sourcing can be carried out in the following ways:
Transfers
An employee might be moved from one task to another internally typically of the same level. The roles and duties of the workers might alter but not always the income. This assists the workers to get inspired and attempt something brand-new, assists them break the monotony of the old job 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 change in their responsibilities and duties accompanied with a change in salary and status. It helps the worker to grow vertically in the company. It refrains him from leaving the company for greener pastures.
Retired and Retrenched Employees
Retired and retrenched employees may also be recruited back in case there is high need and shortage of supply in the industry or there is abrupt increase in workload. These workers are already knowledgeable about the procedures, procedures and culture of the organization for this reason they prove to be cost effective.
Employee Referrals
In this case each staff member of the business functions as a recruiter. The workers are encouraged to recommend the names of their friends or loved ones working in other organizations. For this they are even rewarded monetarily.
The benefit of worker recommendation is that the possible prospect gets initially hand details about the task and organization culture from the currently working worker. Since he understands what he is entering into he is expected to stay longer in the organization. Also since the credibility of those who advise is at stake, they tend to recommend those who are extremely encouraged and competent.
Job Postings
The Company posts the current and expected job on bulletin board system, electronic media and similar common portals. This gives an opportunity to the employees to undertake career shift and assist them grow within the company.
Deceased and Disabled Employees
In order to make the households of the departed and handicapped employees self-sufficient their family members or dependents may be used a job in case of any job.
Advantage of Internal Sourcing
- Internal recruitment is less time consuming and cost-effective.
- It is reliable as the organization knows the worker's understanding and ability.
- There is no need of induction and training as the staff member is currently familiar with the processes, treatments and culture of the organization.
- It increases the inspiration level of the employees as they eagerly anticipate getting a greater job in the organization instead of looking for greener pastures outside.
- It enhances the spirits of the workers, enhances their relations with the company and minimizes staff member turnover.
- It develops the spirit of loyalty in the employees, ensures continuity of employment and organizational stability.
Disadvantage of Internal Sourcing
- Internal sourcing prevents new members, creativity and innovative concepts from getting in the organization.
- The scope is restricted as not all the jobs can be filled by the minimal swimming pool of talent available in the organization.
- The position of the individual 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 an employee in the organization.
External Sources
New candidates are recruited from outside the company by different means and approaches. It is more frequently utilized than internal sources. External recruitments are practical in acquiring abilities that are not had by the staff members
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What is Recruitment?
Cheryle Lawley edited this page 4 months ago