This company has no active jobs
0 Review
Rate This Company ( No reviews yet )
About Us
What is Recruitment?
Recruitment is the process of bring in and identifying a swimming pool of candidates, from which some will be picked 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 essential possessions of an organization. The success or failure of a company is largely reliant on the quality of individuals working therein. Without favorable and imaginative contributions from people, organizations can not advance and flourish.
In order to accomplish the goals or carry out 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 abilities, qualifications and experience if they need to make it through and thrive in an extremely competitive environment.
Recruitment Definition
According to Edwin B Flippo, «Recruitment is the process of looking for prospective workers and promoting them to get tasks in the organization».
DeCenzo and Robbins define it as «Recruitment is the procedure of finding possible prospects for real or anticipated organizational jobs. Or from another point of view, it is a linking activity-bringing together those with jobs to fill and those seeking jobs.»
According to Plumbley, «Recruitment is a matching process and the capacities and dispositions of the prospects need to be matched against the need and benefits inherent in a provided task or profession pattern.»
Recruitment Process
The major actions of the recruitment process are specified as:
Job Design
Opening Job Position
Collecting and Presenting Job Resumes
Job Interviews
Job Offer
Job Design
Job style is the most vital part of the recruitment procedure. The task design is a stage about the style of the task profile and a clear agreement in between the line supervisor and the HRM Function.
The Job Design has to do with the contract about the profile of the perfect task prospect and the contract about the abilities and proficiencies, which are vital. The info gathered can be used during other actions of the recruitment procedure to speed it up.
Opening Job Position
The Opening of the Job Position is usually the job of the HR Recruiter. Skilled and knowledgeable HR Recruiter should decide about the best mix of recruitment sources to find the very best prospects for employment the task position. This is another key action in the recruitment procedure.
Collecting and Presenting Job Resumes
The next step is collecting of task resumes and their pre-selection. This step in the recruitment procedure is very essential today as numerous organizations lose a lot 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 action done simply by the HRM Function.
Job Interviews
The job interviews are the primary step in the recruitment procedure, which need to be clearly designed and agreed in between HRM and line management.
The task interview ought to find the job prospect, who fulfills the requirements and fits finest the corporate culture and the department.
Job Offer
The job offer 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 deal from the organization to sign up with.
Recruitment Techniques
Recruitment strategies are the ways or media by which management contacts prospective workers or offer essential details or exchange concepts or stimulate them to make an application for tasks.
Recruitment strategies are:
Internal Methods: They are for recruiting internal prospects. These include techniques like:
( a) Promotion & Transfers
( b) Job Posting
( c) Employee Referrals
Direct Methods: These include sending out travelling employers to academic and expert organizations and staff members’ contacts with the general public.
( a) Campus Recruitment
Nature of Recruitment
Recruitment includes the following functions:
— Recruitment is the primary step of appointment.
— It is a continuous procedure.
— It is a procedure of recognizing sources of human force, drawing in and motivating them to get tasks in companies.
— It is a development manpower or to operate at the last stage.
— It is a favorable procedure.
— It satisfies needs, both the present, and the future.
Purpose of Recruitment
— Learning and establishing the source here required number and type of staff members will be available.
— Developing suitable techniques to draw in the desirable prospect.
— Employing the technique to attract employees.
— Stimulating as many prospects as possible and asking to look for jobs irrespective of the variety of prospects needed in order to increase the choice ratio (i.e., number of application per one job vacancy) due to lower yield ratio.
Difference Between Recruitment and Selection
— Recruitment suggests searching for sources of labor and stimulating individuals to make an application for tasks, whereas selection suggests selecting of best kind of people for numerous jobs.
— Recruitment is a favorable process whereas choice is a negative procedure.
— It develops a big swimming pool of applicants whereas selection results in a screening of unsuitable candidates.
— Recruitment is a simple process, it includes contracting the numerous sources of labor whereas selection is a complex and time-consuming process. The prospect has to clear a number of obstacles before they are picked for a job.
Sources of Recruitment
A source from where prospects are identified, 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 workers from within the company. Internal recruitments are cost-effective, more trustworthy as the organization understands the candidate’s skillset and understanding and it likewise motivates the staff members and increases their commitment towards the organization. Internal sourcing can be done in the following ways:
Transfers
A worker may be moved from one job to another internally typically of the exact same level. The functions and obligations of the employees might alter however not necessarily the income. This helps the workers to get motivated and attempt something new, assists them break the dullness of the old job and motivates them to grow by getting more understanding.
Promotions
As acknowledgment of their effectiveness and experience the employees are moved from a position to a greater position. There is a change in their duties and responsibilities 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 employment retrenched employees may also be hired back in case there is high demand and lack of supply in the industry or there is sudden increase in work load. These employees are currently mindful of the procedures, treatments and culture of the organization thus they show to be cost effective.
In this case each staff member of the company serves as an employer. The employees are encouraged to advise the names of their good friends or relatives operating in other companies. For this they are even rewarded monetarily.
The benefit of staff member referral is that the possible prospect gets first hand information about the task and organization culture from the already working worker. Since he knows what he is entering into he is anticipated to remain longer in the organization. Also considering that the trustworthiness of those who advise is at stake, they tend to suggest those who are extremely inspired and qualified.
Job Postings
The Company posts the current and predicted vacancy on bulletin board system, electronic media and similar typical portals. This provides a chance to the workers to carry out career shift and assist them grow within the business.
Deceased and Disabled Employees
In order to make the families of the departed and disabled employees 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 cost-effective.
— It is trusted as the company knows the staff member’s understanding and ability.
— There is no requirement 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 higher task in the organization instead of trying to find greener pastures outside.
— It increases the spirits of the staff members, improves their relations with the organization and lowers worker turnover.
— It develops the spirit of commitment in the workers, ensures continuity of employment and organizational stability.
Disadvantage of Internal Sourcing
— Internal sourcing avoids new blood, originality and innovative ideas from going into the company.
— The scope is restricted as not all the vacancies can be filled by the minimal swimming pool of talent available in the company.
— The position of the individual who is moved or promoted falls vacant.
— It can develop discontentment amongst the remainder of the employees as there can be bias or partiality in promoting a worker in the organization.
External Sources
New candidates are recruited from outside the organization by various ways and approaches. It is more typically used than internal sources. External recruitments are valuable in obtaining abilities that are not possessed by the present staff members; it also assists to bring onboard staff members from different backgrounds that get a diversity of ideas on the table.
Campus Recruitments
When business are in search of fresh talents and are focusing on understanding, interaction skill and talent than experience, they approach management colleges, technical institutes etc. The business makes a presentation about its company in order to bring in the students.
Whoever finds it matching with their profession plans makes an application for the job. These candidates are then made to go through series of selection procedures like analytical and mental tests, seminar, interviews and so on before the last selection is done.
Management Consultants
Management consultants act as agents of the company. They carry out the recruitment function on behalf of the client business by charging them charges or commissions. These experts have the ability to customize their services according to the specific needs of the customers therefore relieving the line supervisors from their recruitment function.
Advertisements
This media of recruitment is very popular and typically used as it reaches out a vast array of people. It can also be targeted at a particular group or a particular geographical location by choosing a specific paper, radio channel etc e.g Business journal.
In specific ads company name, job description and income packages are mentioned. There are blind ads as well where no identification of the company is given. These advertisements are released mainly when the organization desires to fill an internal vacancy or planning to displace an existing worker.
Trade Associations
There are associations that create a database of task candidates and supply it to its members during local or national conventions. They also release classified advertisements for employers thinking about hiring their members.
Walk in Interview
Another upcoming method of recruitment is walk-in interviews. There is no time and conference schedule for each person. An advertisement relating to the time and the area of the interview is offered in the paper. The prospects are required to bring their CVs and directly stand for the interview. It is an extremely common mode of recruitment amongst BPOs and call centres.
Job Fairs
Job fairs are an effective method of connecting with potential staff members and prospects. There are HR hiring managers of different companies under one roofing system. Information and business cards can be exchanged and resumes can be sent by the prospects.
Employers can find the best candidates, similarly the applicants can apply in many companies together, wherever they feel the offer is best and matches their interest.
Advantage of External Sourcing
— New and young blood enters the company, which have innovative ideas, new approaches that can assist to stimulate the existing staff members.
— It provides a wider pool for selection. Companies can choose up 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 leads to long term advantages to the organization. Talented pools of people bring in addition to them new techniques of working and new to situations that assists the company to stay informed with the competitive world exterior.
Disadvantage of External Sourcing
— It is a time consuming process as it includes attracting the ideal candidates, screening them, going through a series of tests and interviews and so on. When suitable prospects are not available this process has actually to be repeated once again and again.
— This process proves to be extremely expensive for the organization as the companies need to resort to ads, hiring specialists etc for drawing in the ideal pool of skill.
— It can lower the spirits and demotivate the existing staff members as they can feel that their services have not been recognized.
— It is less trusted than internal sourcing. Since the companies hire candidates on the basis of their resumes, tests, interviews etc they may not turn out to be as anticipated. It might end up hiring someone who ends up being a misfit and may not have the ability to change in the new established.
Alternatives to Recruitment
Recruitment and choice is an expensive and time-consuming procedure. Moreover, it gets onboard permanent employees which are difficult to be separated in case they do not perform as per the requirement or if there is overstaffing due to less work due to market need variations.
Hence to combat back the short-lived phases of high market need for firm’s products, business may turn to alternatives to recruitment that are mentioned listed below:
Overtime.
Temporary Employees.
Sub-contracting.
Employee Leasing.
Outsourcing.
Overtime
In order to fulfill the extra demand of the company’s products which cause excess workload, some staff members are asked to work overtime under some terms and employment conditions. Overtime is the amount of time that someone works beyond the working hours.
In such a case employee gets extra salaries based on the agreement signed between the staff member and the employer. The downside is that the staff member may not work to his complete potential throughout the day in order to make overtime.
Temporary Employees
A momentary worker is designated for a period that does not last for long. It is to fill a short-term position which is arranged to be ended within one or more years for reasons as the conclusion of a particular project or peak work.
This helps the business in preventing costs of recruitment, conserves time involved, and help avoid the negative impact of labor turnover etc. However short-lived employees might not be very faithful to the business, their lack of experience might impact the work output and they tend to take time to change.
Sub-contracting
To complete a particular task or satisfy an unexpected temporary increase in the need of the company’s products, the company might turn to subcontracting. It is the practice of assigning part of the commitments, jobs and duties to another celebration under an agreement called subcontractor.
Hiring an outdoors specialist company to undertake part of the work causes mutual benefits in such cases as the company wish to broaden on its own only when the increased need lasts for a specific duration of time.
Employee Leasing
A staff member leasing company concentrates on recruitment, training, personnel management, payroll accounting and danger administration. The leasing firm also looks after the work supervision, everyday responsibilities and other regular aspects of work.
For example a nursing services firm employs many nurses and offers them to hospitals on an agreement basis. It provides an advantage to the company to alter its staff members without real layoffs.
Outsourcing
Under contracting out a service process is contracted out to a 3rd party, the factor behind outsourcing are many. It lowers the requirement to employ and train customized staff as it is sourced out to somebody concentrating on that location possessing the resources and proficiency that causes competitive supremacy over time.
It also assists to minimize capital and business expenses and employment helps avoid difficult policies, high taxes, labour union contracts and so on.
Role Profiles for Recruitment Purposes
Role profiles, define the general purpose of the role, its reporting relationships and key outcome locations. They might also include the list of proficiencies needed. They might be technical (skills and knowledge required to do a specific job) and behavioral competencies attached to the function.
The profile also consists of the conditions (pay, advantages, hours of work, movement, travelling, transfers, training, development and career opportunities). The recruitment role offers the basis for person specification.
Person Specifications
A person spec likewise known as recruitment, task or workers requirements is the important component on which the choice treatment is based. It is the amount total of education, training, experience, employment credentials a person needs to carry out the task designated to him.
When the job requirement have been specified, they need to be classifications under suitable heads. The fundamental classifications include qualification, technical and behavioural proficiencies.
There are also a number of standard schemes. The most popular include the seven-point plan developed by Alec Rodgers in 1952 and the five-point grading system established by Munro Fraser in 1954. These provide certain headings under which characteristics of an ideal prospect can be categorized.
Seven Point Plan
— Physical comprise: Health, body, look, bearing and speech
— Attainments: Education, certifications, 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, reliability, selfreliance
— Circumstances: Domestic situations, professions of household.
Five-fold Grading System
Influence on others: Physical make-up, look, speech and way
Acquired understanding or certification: Education, employment training, work experience
Innate capabilities: Natural quickness of understanding and ability for discovering
Motivation: The sort of goals set by the person, his/her consistency and decision in following them up, and success in achieving them
Adjustment: Emotional stability, capability to stand up stress and ability to proceed with people.
Attracting Candidates
Attracting prospects is mostly a matter of determining, evaluating and utilizing the most suitable sources of applicants. However, where suitable sources of recruitment are not there, then the analysis of elements adding to the recruitment in an organization requirement to be analyzed. Various elements to be taken under consideration 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 growth rate
— Role of trade union
— Cost of recruitment
— Company’s name & popularity
External Factors
1. Socio-economic elements
2. Supply and demand aspects
3. Employment rate
4. Labour market condition
5. Political, Legal & Govt. aspects
6. Information System
Recruitment needs to be quick, but a mindful procedure. A wrong move can have a disastrous influence on the endeavor. A few steps can be taken 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
( Click Topic to Read)
Human Resource Management
Human Resource Planning
Employee Induction
Types 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
Human Resource Planning Process
Personnel 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 Human Resource 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 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
Kinds 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
Go On, Share & Help your Friend
Did we miss something in BCOM/BBA Study Material or You desire something More? Come on! Tell us what you believe about our post on What is Recruitment in the remarks section and Share this post with your friends.