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Recruitment Process can be specified as "it is a method to bring in and find prospective workforce to fill the vacant post in the business". The HR Recruitment Process assists to hire candidates based on their ability to work and attitude which is necessary for achievement of organizational goals.

The Recruitment Process in personnel management starts with recognition of job vacancy in the company, later on the HR department examines the job requirement, review the task application, screen and shortlist the preferable prospects and the procedure ends with hiring of right and best candidate for the job.

What is Recruitment Process in HRM?

The recruitment process is the most essential function of HRM department. The Personnel Manager use various strategies to reach the prospective candidate. The recruitment technique utilized to contact the prospects differs based upon the source of recruitment.

The Recruitment In-charge typically does the task analysis to find out the skills and ability to carry out the task. Once the skills and capabilities required are clear they begin looking for individuals with such specialties. The HRM department explains the possible prospect about their job profile and the benefits (rewards) they can get from the company. The prospects interested in the job are more screened, talked to by HR and finally finest healthy candidates are selected for the task. In brief, a great hiring procedure involves the following:

1. Identify the Recruitment Needs through Job analysis

2. Recruitment or Manpower Planning

3. Writing or Creating a Right Job Description/li >

4. Advertisement for Open Job Vacancies

5. Screening of Job Applications

6. Initial Short- Listing of the Candidates

7. Conducting Interviews

8. Assessment of the Applicant

9. Reference/ Background Check

10. Issuance of Job Offer Letter

11. Joining & On-boarding

Methods of Recruitment

There are 3 considerable techniques of recruitment which are regularly used in the business world namely:

1. Direct Recruitment Methods

2. Indirect Recruitment Methods

3. Third Party Recruitment Methods

The major distinction in between direct and indirect approach of recruitment is that the company send a representative to get in touch with the potential candidate (which implies direct contact) in the case of direct recruitment technique while when it comes to indirect recruitment methods the candidates are informed about task vacancy through different channel of ad.

1. Direct Recruitment Methods:

The campus recruitment is a huge part of recruitment performed using direct technique. The company sends an agent from HRM department in educational institutes to engage with potential prospects. The candidates who are seeking for jobs are described about the job vacancy in the organization and the skills which are required to perform the task. The representative connects with the candidates with the assistance of placement cells of the institutions. A briefing session is performed before the actual screening and interview procedure.

The Organization (Employer) gets details about the scholastic records of the candidates through the placement cell. Once the company is ensured about the existence of excellent working abilities in the prospect the Human Resource Representative is sent to the organization to perform recruitment procedure. The company usage different recruitment techniques like performing workshops, getting involved in conventions, job reasonable to recruit the prospects utilizing direct method. Through this method the candidates from the academic background of engineering, management and medical science are mostly hired by the company.

1. Indirect Recruitment Methods:

In the indirect technique of recruitment the organization use the such as news papers, radio, task sites, radio, television, magazines and expert journals to reach the possible prospects. The advertisement supplies info about the task requirement, the series of wage offered, the kind of job (full-time or part time) and task location. The prospects who have an interest in the task obtain it and share their resume with the organization.

The Human Resource Management (HRM) Department of an organization utilizes indirect method of recruitment in three circumstances:

1. When organization doesn't have an ideal staff member who can be promoted to perform the higher position jobs.

2. When the organization is new to the work area and want to reach out new skill in the market

3. This technique is often utilized to fill up the job in clinical, technical and professional department.

To fill the higher position in the organization the extensively dispersed advertisement is extremely useful as it helps the company to reach numerous appropriate prospects. Many organizations likewise use blind ad to connect candidates in which the identity of the company is not exposed.

1. Third Party Recruitment Methods:

The third celebration approach of recruitment consists of the assisting hands which are outside the company. The Recruitment Consultant or Employment Agencies, Search & Select Companies, Employee Referral, Voluntary Organization, Data Banks, Trade Unions and Labor Contractors are different channels which assist the company to communicate with the possible prospects.

Recruitment Process Steps

Broadly, there are five steps of recruitment process in HRM which is used by numerous business in business world to increase the efficiency of employing. The five Recruitment Process Steps ensure that recruitment takes place with no disturbance and within the designated period. It likewise helps to maintain compliance and consistency in the recruitment process.

Five Best Recruitment Process Steps:

1. Recruitment Planning

2. Strategy development

3. Searching

4. Screening

5. Evaluation and control

Recruitment Planning

It is the primary step of HR Recruitment Process in which the job vacancies in the company are analyzed and pertinent task description is prepared. It likewise consists of preparation of job specification and details about certification and skills required to carry out the task.

This step is very essential for recruitment procedure as it assists in attracting the right and ideal candidates for the job. Based upon the education and experience requirement described in the recruitment strategy a swimming pool of interested candidate can be created.

Strategy Development

After the task description and job spec is prepared the organization decides the variety of employees required to work on the profile to close the vacancy as soon as possible. The recruiter chooses the strategy that needs to be embraced for effective recruitment of staff member. The tactical draft includes the list below point:-

1. Sources of Recruitment- Based upon the task position and skills needed to carry out the job the employer pick the source of recruitment. The internal and external are the two classifications of the recruitment source. This choice is crucial as remainder of the recruitment strategy is based on this action of recruitment.

2. Methods of Recruitment- The HRM department decides on the technique of recruitment whether the company wishes to hire the prospect utilizing direct or indirect method. A lot of business now are using 3rd party recruitment approach and outsourcing some part of recruitment process to the knowledgeable consulting firms.

3. Geographical Area- The location of task is fixed and hence recruitment team needs to choose the area from which they can search candidates who wish to sign up with the task. The location in which big amount of qualified candidates are situated is picked to browse the suitable worker for the organization.

4. Make Employees or Buy Employees- The investment needed for recruitment is depending on this choice. The organization can choose to pick the experienced staff members and pay them suitable income or can selected less qualified individuals and trained them to perform much better.

Searching

The browsing action is divided into 2 parts that is:

Source activation

Selling.

The activation happened when the department which has vacancy validates it to the HR manager about the requirement