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What is Recruitment?

Recruitment is the process of attracting and identifying a swimming pool of prospects, employment 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 employment 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 an organization is mainly based on the quality of individuals working therein. Without favorable and imaginative contributions from individuals, organizations can not advance and flourish.

In order to achieve the objectives or perform the activities of an organization, for that reason, we need to hire individuals with requisite skills, credentials and experience. While doing so, we need to keep the present as well as the future requirements of the organization in mind.

Organizations need to recruit individuals with requisite skills, certifications and experience if they have to survive and thrive in an extremely competitive environment.

Recruitment Definition

According to Edwin B Flippo, “Recruitment is the process of browsing for potential staff members and stimulating them to make an application for tasks in the company”.

DeCenzo and Robbins specify it as “Recruitment is the procedure of finding potential candidates for actual or expected organizational jobs. Or from another viewpoint, it is a connecting activity-bringing together those with jobs to fill and those looking for tasks.”

According to Plumbley, “Recruitment is a coordinating procedure and the capacities and inclinations of the candidates need to be matched versus the demand and benefits intrinsic in a given task or profession pattern.”

Recruitment Process

The major actions of the recruitment procedure are stated 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 design 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 agreement about the profile of the ideal job candidate and the contract about the abilities and competencies, which are essential. The info gathered can be used throughout other steps of the recruitment procedure to speed it up.

Opening Job Position

The Opening of the Job Position is typically the task of the HR Recruiter. Skilled and knowledgeable HR Recruiter need to decide about the right mix of recruitment sources to find the very best candidates for the job position. This is another key step in the recruitment procedure.

Collecting and Presenting Job Resumes

The next action is collecting of task resumes and their pre-selection. This step in the recruitment process is extremely important today as lots of 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 ought to be the last action done purely by the HRM Function.

Job Interviews

The task interviews are the main step in the recruitment process, which must be clearly designed and concurred in between HRM and line management.

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

Job Offer

The job offer is the last action of the recruitment process, which is done by the HRM Function, it finalizes all the other steps and the winner of the job interviews gets the offer from the company to sign up with.

Recruitment Techniques

Recruitment methods are the means or media by which management contacts potential workers or offer required info or exchange concepts or stimulate them to obtain tasks.

Recruitment methods 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 taking a trip recruiters to instructional and expert organizations and workers’ contacts with the general public.

( a) Campus Recruitment
Nature of Recruitment

Recruitment includes the following features:

– Recruitment is the very first step of consultation.

– It is a constant procedure.

– It is a procedure of recognizing sources of human force, attracting and encouraging them to make an application for jobs in organizations.

– It is a development workforce or to work at the last phase.

– It is a positive process.

– It fulfills requirements, both the present, and the future.

Purpose of Recruitment

– Finding out and developing the source here needed number and type of employees will be available.

– Developing suitable methods to bring in the desirable prospect.

– Employing the technique to attract staff members.

– Stimulating as numerous candidates as possible and asking them to obtain tasks irrespective of the number of prospects required in order to increase the choice ratio (i.e., number of application per one task vacancy) due to lower yield ratio.

Difference Between Recruitment and Selection

– Recruitment suggests looking for sources of labor and promoting individuals to look for tasks, whereas selection suggests picking of ideal type of individuals for different tasks.

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

– It produces a big swimming pool of candidates whereas selection results in a screening of unsuitable prospects.

– Recruitment is a simple procedure, it involves contracting the various sources of labor whereas selection is a complex and time-consuming procedure. The prospect has to clear a variety of obstacles before they are picked for a task.

Sources of Recruitment

A source from where candidates are determined, attracted and picked 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 approach includes recruiting, developing and promoting the employees from within the organization. Internal recruitments are economical, more reputable as the organization is conscious of the candidate’s skillset and understanding and it also encourages the workers and increases their commitment towards the organization. Internal sourcing can be carried out in the following ways:

Transfers

A staff member may be shifted from one job to another internally typically of the same level. The roles and obligations of the employees might change but not always the income. This assists the employees to get encouraged and attempt something new, assists them break the monotony of the old task and motivates them to grow by gaining more understanding.

Promotions

As recognition of their effectiveness and experience the employees are moved from a position to a greater position. There is a change in their tasks and obligations accompanied with a change in income and status. It helps the worker to grow vertically in the company. It refrains him from leaving the business for greener pastures.

Retired and Retrenched Employees

Retired and retrenched employees may likewise be recruited back in case there is high demand and lack of supply in the market or there is sudden boost in workload. These employees are currently familiar with the procedures, procedures and culture of the company for this reason they prove to be cost reliable.

In this case each employee of the company acts as an employer. The workers are motivated to recommend the names of their good friends or family members working in other companies. For this they are even rewarded monetarily.

The advantage of employee recommendation is that the potential candidate gets first hand information about the task and organization culture from the already working worker. Since he understands what he is entering he is anticipated to remain longer in the company. Also because the trustworthiness of those who recommend is at stake, they tend to recommend those who are highly motivated and skilled.

Job Postings

The Company posts the present and anticipated vacancy on bulletin boards, electronic media and similar common websites. This offers a chance to the staff members to undertake 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-sufficient their loved ones or dependents might be used a job in case of any job.

Advantage of Internal Sourcing

– Internal recruitment is less time consuming and cost-effective.

– It is trustworthy as the company knows the staff member’s understanding and capability.

– There is no requirement of induction and training as the worker is already familiar with the processes, procedures and culture of the company.

– It increases the motivation level of the employees as they look forward to getting a greater job in the organization rather of looking for greener pastures outside.

– It improves the spirits of the staff members, improves their relations with the organization and minimizes employee turnover.

– It establishes the spirit of commitment in the workers, guarantees connection of employment and organizational stability.

Disadvantage of Internal Sourcing

– Internal sourcing prevents new members, originality and ingenious ideas from getting in the company.

– The scope is limited as not all the jobs can be filled by the minimal pool of talent offered in the organization.

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

– It can develop discontentment amongst the rest of the employees as there can be bias or partiality in promoting a staff member in the organization.

External Sources

New prospects are hired from outside the company by various methods and approaches. It is more typically utilized than internal sources. External recruitments are valuable in obtaining skills that are not possessed by the current workers; it also assists to bring onboard workers from various backgrounds that get a variety of ideas on the table.

Campus Recruitments

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

Whoever discovers it matching with their career plans gets the task. These candidates are then made to go through series of choice procedures like analytical and mental tests, seminar, interviews etc before the final choice is done.

Management Consultants

Management specialists act as representatives of the employer. They perform the recruitment function on behalf of the customer business by charging them costs or commissions. These consultants have the ability to tailor their services according to the particular needs of the clients hence relieving the line supervisors from their recruitment function.

Advertisements

This media of recruitment is preferred and typically utilized as it connects a large range of people. It can likewise be targeted at a specific group or a specific geographical area by choosing a specific newspaper, radio channel and so on e.g Business journal.

In certain advertisements business name, job description and wage packages are pointed out. There are blind advertisements also where no recognition of the firm is provided. These advertisements are released mainly when the organization wants to fill an internal vacancy or planning to displace an existing worker.

Trade Associations

There are associations that produce a database of job candidates and supply it to its members during local or nationwide conventions. They likewise publish classified advertisements for employers thinking about recruiting their members.

Walk in Interview

Another upcoming technique of recruitment is walk-in interviews. There is no time at all and meeting schedule for each individual. An ad relating to the time and the area of the interview is given up the newspaper. The candidates are required to carry their CVs and straight stand for the interview. It is an extremely common mode of recruitment among BPOs and call centres.

Job Fairs

Job fairs are an effective method of contacting prospective staff members and prospects. There are HR hiring supervisors of different companies under one roof. Information and organization cards can be exchanged and resumes can be submitted by the candidates.

Employers can find the best applicants, similarly the candidates can apply in numerous organizations together, anywhere they feel the deal is best and matches their interest.

Advantage of External Sourcing

– New and young blood enters the organization, which have innovative concepts, new methods that can help to stimulate the existing workers.

– It offers a wider pool for choice. Companies can choose up prospects with requisite qualification.

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

– It causes long term benefits to the company. Talented swimming pools of people bring together with them brand-new methods of working and new techniques to circumstances that helps the organization to remain informed with the competitive world outside.

Disadvantage of External Sourcing

– It is a time consuming process as it involves bring in the right prospects, screening them, going through a series of tests and interviews and so on. When appropriate candidates are not available this procedure needs to be repeated again and once again.

– This procedure shows to be very pricey for the organization as the business need to resort to ads, hiring consultants etc for drawing in the ideal swimming pool of skill.

– It can decrease the morale and demotivate the existing workers as they can feel that their services have actually not been acknowledged.

– It is less trustworthy than internal sourcing. Since the organizations work with candidates on the basis of their resumes, tests, interviews etc they may not end up being as anticipated. It might end up employing somebody who ends up being a misfit and might not have the ability 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 permanent employees which are difficult to be separated in case they do not carry out according to the requirement or if there is overstaffing due to less work due to market demand changes.

Hence to combat back the temporary phases of high market demand for company’s items, business may turn to alternatives to recruitment that are specified below:

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

In order to satisfy the additional demand of the company’s products which result in excess work load, some employees are asked to work overtime under some terms and conditions. Overtime is the quantity of time that someone works beyond the working hours.

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

Temporary Employees

A short-lived worker is selected for a duration that does not last for long. It is to fill a short-term position which is scheduled to be ended within one or more years for factors as the conclusion of a specific project or peak work.

This assists the company in preventing costs of recruitment, conserves time involved, and help prevent the negative impact of labor turnover etc. However short-lived workers might not be really loyal to the business, their inexperience might affect the work output and they tend to require time to adjust.

Sub-contracting

To complete a particular project or fulfill an abrupt momentary boost in the demand of the company’s products, employment the business may resort to subcontracting. It is the practice of appointing part of the commitments, tasks and duties to another celebration under an agreement known as subcontractor.

Hiring an outdoors specialist agency to carry out part of the work leads to mutual advantages in such cases as the company want to broaden by itself just when the increased need lasts for a specific time period.

Employee Leasing

A staff member leasing company specializes in recruitment, training, personnel management, payroll accounting and threat administration. The leasing firm likewise looks after the work supervision, everyday responsibilities and other routine elements of work.

For instance a nursing services firm hires numerous nurses and provides them to healthcare facilities on a contract basis. It supplies an advantage to the company to alter its workers without real layoffs.

Outsourcing

Under contracting out an organization procedure is contracted out to a third party, the reason behind outsourcing are numerous. It decreases the need to hire and train specific staff as it is sourced out to somebody focusing on that location having the resources and competence that results in competitive supremacy with time.

It also assists to reduce capital and operating expenses and assists prevent challenging guidelines, high taxes, labour union agreements and so on.

Role Profiles for Recruitment Purposes

Role profiles, specify the general function of the function, its reporting relationships and key outcome areas. They might likewise consist of the list of proficiencies needed. They might be technical (abilities and understanding needed to do a specific task) and behavioral proficiencies attached to the function.

The profile likewise consists of the terms and conditions (pay, advantages, hours of work, movement, travelling, transfers, training, advancement and profession opportunities). The recruitment function provides the basis for individual specification.

Person Specifications

A person specification also called recruitment, task or personnel specification is the essential aspect on which the choice procedure is based. It is the amount total of education, training, experience, qualification a person needs to perform the job designated to him.

When the job requirement have been specified, they must be classifications under suitable heads. The standard categories consist of qualification, technical and behavioural competencies.

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

Seven Point Plan

– Physical comprise: Health, body, look, bearing and speech

– Attainments: Education, qualifications, experience

– General intelligence: Fundamental intellectual capability

– Special aptitudes: Mechanical, manual dexterity, center in usage of words or figures

– Interest: Social, intellectual, physically active, constructional

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

– Circumstances: Domestic scenarios, professions of family.

Five-fold Grading System

Impact on others: Physical makeup, look, speech and way

Acquired understanding or certification: Education, occupation training, work experience

Innate capabilities: Natural quickness 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 accomplishing them

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

Attracting Candidates

Attracting candidates is primarily a matter of recognizing, assessing and utilizing the most proper sources of candidates. However, where suitable sources of recruitment are not there, then the analysis of aspects 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 development rate
– Role of trade union
– Cost of recruitment
– Company’s name & popularity

External Factors

1. Socio-economic factors
2. Supply and demand aspects
3. Employment rate
4. Labour market condition
5. Political, Legal & Govt. factors
6. Information System

Recruitment must be rapid, but a mindful procedure. A wrong relocation can have a devastating effect on the endeavor. A few steps can be taken to lower the unfavorable 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

Types 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
Personnel Planning

Personnel Planning Process

Human Resource 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 Personnel Management

Cross Cultural Theories

Dimensions of Culture

HRM Practices
International Selection Process

Expatriate Training

International Compensation
Personnel 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

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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