Overview

  • Founded Date December 3, 1940
  • Sectors Traffic Engineer
  • Posted Jobs 0
  • Viewed 8

Company Description

What is Recruitment?

Recruitment is the process of drawing in and identifying a pool of candidates, 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 assets of a company. The success or failure of an organization is mainly based on the caliber of individuals working therein. Without favorable and innovative contributions from people, companies can not progress and flourish.

In order to attain the objectives or perform the activities of a company, for that reason, employment we need to hire individuals with requisite abilities, qualifications and experience. While doing so, we need to keep today in addition to the future requirements of the organization in mind.

Organizations have to hire individuals with requisite abilities, certifications and experience if they have to endure and grow in an extremely competitive environment.

Recruitment Definition

According to Edwin B Flippo, “Recruitment is the process of looking for prospective workers and stimulating them to make an application for tasks in the organization”.

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

According to Plumbley, “Recruitment is a coordinating procedure and the capacities and dispositions of the prospects have to be matched against the demand and benefits inherent in an offered task or profession pattern.”

Recruitment Process

The significant steps 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 procedure. The task style is a phase about the style of the task profile and a clear arrangement 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 competencies, which are important. The details gathered can be used during other steps of the recruitment process to speed it up.

Opening Job Position

The Opening of the Job Position is normally the job of the HR Recruiter. Skilled and experienced HR Recruiter must decide about the ideal 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 crucial today as numerous companies lose a great deal of time in this step.

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

Job Interviews

The task interviews are the main step in the recruitment procedure, which must be clearly developed and agreed between HRM and line management.

The task interview should find the job candidate, who meets the requirements and fits best the business culture and the department.

Job Offer

The task deal is the last action of the recruitment process, which is done by the HRM Function, it completes all the other steps and the winner of the task interviews gets the deal from the organization to sign up with.

Recruitment Techniques

Recruitment methods are the means or media by which management contacts prospective employees or offer needed information or exchange concepts or promote them to look for employment tasks.

Recruitment strategies are:

Internal Methods: They are for recruiting 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 institutions and workers’ contacts with the general public.

( a) Campus Recruitment
Nature of Recruitment

Recruitment involves the following functions:

– Recruitment is the primary step of consultation.

– It is a continuous procedure.

– It is a procedure of determining sources of human force, drawing in and motivating them to make an application for jobs in companies.

– It is a development manpower or to work at the last stage.

– It is a favorable process.

– It satisfies needs, both today, employment and the future.

Purpose of Recruitment

– Finding out and establishing the source here needed number and kind of staff members will be available.

– Developing ideal strategies to draw in the preferable prospect.

– Employing the method to bring in employees.

– Stimulating as numerous candidates as possible and inquiring to request jobs irrespective of the number of prospects needed in order to increase the selection ratio (i.e., number of application per one task vacancy) due to lower yield ratio.

Difference Between Recruitment and Selection

– Recruitment implies looking for sources of labor and stimulating people to apply for tasks, whereas selection indicates selecting of best sort of individuals for different jobs.

– Recruitment is a favorable procedure whereas selection is an unfavorable procedure.

– It produces a large pool of applicants whereas selection results in a screening of inappropriate candidates.

– Recruitment is a simple procedure, it involves contracting the various sources of labor whereas choice is a complex and lengthy procedure. The candidate has to clear a variety of difficulties before they are picked for a task.

Sources of Recruitment

A source from where prospects are recognized, drew in and picked 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 technique includes recruiting, establishing and promoting the employees from within the organization. Internal recruitments are affordable, more trustworthy as the company knows the candidate’s skillset and understanding and it also inspires the staff members and increases their dedication towards the organization. Internal sourcing can be performed in the following ways:

Transfers

A staff member may be moved from one job to another internally typically of the very same level. The functions and duties of the staff members may alter however not always the salary. This assists the staff members to get encouraged and attempt something brand-new, assists them break the monotony of the old task and motivates them to grow by gaining more understanding.

Promotions

As acknowledgment of their performance and experience the workers are moved from a position to a higher position. There is a change in their tasks and obligations accompanied with a change in salary and status. It helps the staff member to grow vertically in the organization. It refrains him from leaving the company for greener pastures.

Retired and Retrenched Employees

and retrenched employees may also be recruited back in case there is high demand and shortage of supply in the market or there is abrupt boost in workload. These staff members are currently aware of the procedures, treatments and culture of the company for this reason they prove to be cost efficient.

In this case each staff member of the company functions as an employer. The staff members are encouraged to advise the names of their pals or loved ones operating in other organizations. For this they are even rewarded monetarily.

The benefit of staff member referral is that the possible candidate gets initially hand details about the job and organization culture from the already working staff member. Since he understands what he is entering he is expected to remain longer in the organization. Also given that the trustworthiness of those who suggest is at stake, they tend to recommend those who are extremely encouraged and qualified.

Job Postings

The Company posts the current and anticipated vacancy on bulletin boards, electronic media and similar common websites. This gives an opportunity to the workers to carry out career shift and help them grow within the company.

Deceased and Disabled Employees

In order to make the families of the deceased and disabled staff members self-sufficient their family members or dependents might be used a task 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 employee’s knowledge and skill set.

– There is no need of induction and training as the staff member is already knowledgeable about the procedures, treatments and culture of the company.

– It increases the inspiration level of the employees as they look forward to getting a higher job in the organization instead of looking for greener pastures outside.

– It boosts the morale of the workers, improves their relations with the organization and employment minimizes worker turnover.

– It establishes the spirit of loyalty in the staff members, guarantees continuity of work and organizational stability.

Disadvantage of Internal Sourcing

– Internal sourcing avoids new members, creativity and innovative ideas from getting in the organization.

– The scope is restricted as not all the vacancies can be filled by the limited swimming pool of skill readily available in the organization.

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

– It can create frustration among the remainder of the employees as there can be predisposition or partiality in promoting an employee in the organization.

External Sources

New prospects are hired from outside the company by various means and techniques. It is more typically used than internal sources. External recruitments are handy in acquiring skills that are not had by the existing staff members; it also assists to bring onboard workers from various backgrounds that get a diversity of ideas on the table.

Campus Recruitments

When companies are in search of fresh skills and are focusing on knowledge, interaction skill and skill than experience, they approach management colleges, technical institutes etc. The company makes a discussion about its organization in order to attract the students.

Whoever finds it matching with their career strategies makes an application for the task. These applicants are then made to go through series of selection procedures like analytical and mental tests, seminar, interviews etc before the final choice is done.

Management Consultants

Management consultants function as representatives of the company. They carry out the recruitment function on behalf of the customer company by charging them costs or commissions. These experts have the ability to tailor their services according to the particular needs of the customers therefore eliminating the line supervisors from their recruitment function.

Advertisements

This media of recruitment is popular and commonly used as it connects a wide variety of people. It can likewise be targeted at a specific group or a specific geographic area by choosing a particular paper, radio channel and so on e.g Business journal.

In certain advertisements company name, task description and income plans are pointed out. There are blind advertisements too where no identification of the firm is provided. These advertisements are published primarily when the company wants to fill an internal job or preparing to displace an existing staff member.

Trade Associations

There are associations that develop a database of task applicants and supply it to its members throughout regional or nationwide conventions. They likewise publish classified ads for companies interested in recruiting their members.

Walk in Interview

Another upcoming approach of recruitment is walk-in interviews. There is no time at all and meeting schedule for each individual. An ad regarding the time and the place of the interview is given in the newspaper. The candidates are needed to bring their CVs and directly stand for the interview. It is an extremely typical mode of recruitment amongst BPOs and call centres.

Job Fairs

Job fairs are a reliable way of getting in touch with possible workers and candidates. There are HR hiring supervisors of different business under one roof. Information and service cards can be exchanged and resumes can be submitted by the prospects.

Employers can spot the right applicants, likewise the candidates can use in many companies together, any place they feel the offer is best and matches their interest.

Advantage of External Sourcing

– New and young blood goes into the company, which have innovative ideas, brand-new methods that can help to stimulate the existing workers.

– It uses a larger swimming pool for selection. Companies can pick up prospects with requisite qualification.

– It develops a competitive environment as it helps the existing employees to work harder in order to match the requirement that the brand-new staff members bring in.

– It leads to long term advantages to the company. Talented pools of people bring along with them new methods of working and new methods to circumstances that assists the company to stay informed with the competitive world exterior.

Disadvantage of External Sourcing

– It is a time consuming procedure as it includes bring in the right prospects, screening them, going through a series of tests and interviews etc. When suitable candidates are not available this procedure needs to be duplicated once again and again.

– This procedure proves to be really costly for the organization as the business need to resort to ads, hiring experts and so on for bring in the best pool of skill.

– It can lower the spirits and demotivate the existing staff members as they can feel that their services have actually not been acknowledged.

– It is less reliable than internal sourcing. Since the organizations employ prospects on the basis of their resumes, tests, interviews etc they may not turn out to be as anticipated. It may end up hiring someone who ends up being a misfit and may not have the ability to adjust in the new set up.

Alternatives to Recruitment

Recruitment and choice is a costly and time-consuming procedure. Moreover, it gets onboard long-term staff members which are hard to be separated in case they do not carry out as per the requirement or if there is overstaffing due to less work due to market demand changes.

Hence to combat back the short-lived phases of high market demand for firm’s products, companies may resort to alternatives to recruitment that are mentioned below:

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

In order to satisfy the extra demand of the company’s products which result in excess workload, some workers are asked to work overtime under some terms. Overtime is the amount of time that somebody works beyond the working hours.

In such a case employee gets extra salaries according to the agreement signed in between the staff member and the employer. The downside is that the worker might not work to his full capacity throughout the day in order to earn overtime.

Temporary Employees

A short-lived staff member is appointed for a period that does not last for long. It is to fill a short-term position which is set up to be terminated within one or more years for factors as the conclusion of a specific job or peak workload.

This helps the business in avoiding expenses of recruitment, saves time involved, and help avoid the unfavorable effect of labor turnover etc. However short-term workers might not be very devoted to the business, their lack of experience might affect the work output and they tend to take some time to change.

Sub-contracting

To complete a specific project or meet an abrupt short-lived boost in the need of the business’s products, the business may turn to subcontracting. It is the practice of appointing part of the responsibilities, tasks and obligations to another party under an agreement understood as subcontractor.

Hiring an outside professional company to carry out part of the work results in shared advantages in such cases as the company wish to expand on its own only when the increased demand lasts for a given time period.

Employee Leasing

A staff member leasing company focuses on recruitment, training, human resource management, payroll accounting and threat administration. The leasing firm likewise takes care of the work supervision, day-to-day responsibilities and employment other routine aspects of work.

For instance a nursing services firm hires numerous nurses and provides them to medical facilities on an agreement basis. It offers an advantage to the organization to alter its employees without real layoffs.

Outsourcing

Under contracting out a business process is contracted out to a third party, the reason behind outsourcing are many. It lowers the requirement to work with and train customized staff as it is sourced out to somebody focusing on that location having the resources and knowledge that causes competitive superiority with time.

It also helps to decrease capital and employment operating expenses and helps prevent challenging guidelines, high taxes, labour union agreements etc.

Role Profiles for Recruitment Purposes

Role profiles, define the general purpose of the function, its reporting relationships and crucial result locations. They might also consist of the list of competencies required. They may be technical (skills and understanding needed to do a particular job) and behavioral competencies connected to the function.

The profile also consists of the conditions (pay, advantages, hours of work, mobility, travelling, transfers, training, development and career opportunities). The recruitment role supplies the basis for person requirements.

Person Specifications

An individual specification also referred to as recruitment, job or workers specification is the essential component on which the choice procedure is based. It is the amount total of education, training, experience, credentials a person has to perform the task appointed to him.

When the task requirement have actually been specified, they need to be categories under ideal heads. The standard categories include credentials, technical and behavioural competencies.

There are likewise a number of traditional plans. The most popular consist of the seven-point plan developed by Alec Rodgers in 1952 and the five-point grading system established by Munro Fraser in 1954. These provide particular headings under which characteristics of a perfect candidate can be categorized.

Seven Point Plan

– Physical make up: Health, body, look, bearing and speech

– Attainments: Education, credentials, experience

– General intelligence: Fundamental intellectual capability

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

– Interest: Social, intellectual, physically active, constructional

– Disposition: Acceptability, influence over others, steadiness, dependability, selfreliance

– Circumstances: employment Domestic scenarios, professions of household.

Five-fold Grading System

Influence on others: Physical make-up, look, speech and way

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

Innate abilities: Natural speed of understanding and ability for discovering

Motivation: The type of objectives set by the individual, his or her consistency and decision in following them up, and success in achieving them

Adjustment: Emotional stability, ability to stand up tension and ability to get on with people.

Attracting Candidates

Attracting candidates is mostly a matter of recognizing, evaluating and using the most proper sources of applicants. However, where ideal sources of recruitment are not there, then the analysis of elements adding to the recruitment in an organization requirement to be examined. Various aspects to be taken under consideration are as follows:

Internal Factors

– Company’s pay bundle
– 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 factors
3. Employment rate
4. Labour market condition
5. Political, Legal & Govt. factors
6. Information System

Recruitment should be speedy, however a mindful procedure. An incorrect move can have a dreadful impact on the undertaking. A few measures can be required to decrease 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
Human Resources Tutorial

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Personnel Management

Personnel Planning

Employee Induction

Kinds of Training

Importance of Training

Training Process

Personnel 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
Human Resource Planning

Personnel 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
Personnel Development

Challenges of Human Resource 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 Personnel 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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