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What is Recruitment?

Recruitment is the process of bring in and recognizing a swimming pool of prospects, from which some will be selected 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 crucial assets of a company. The success or failure of an organization is largely depending on the caliber of individuals working therein. Without favorable and imaginative contributions from individuals, companies can not advance and prosper.

In order to achieve the goals or carry out the activities of an organization, for that reason, we need to hire people with requisite abilities, credentials and experience. While doing so, we need to keep the present along with the future requirements of the organization in mind.

Organizations need to recruit individuals with requisite abilities, qualifications and experience if they have to survive and flourish in an extremely competitive environment.

Recruitment Definition

According to Edwin B Flippo, “Recruitment is the process of looking for prospective staff members and stimulating them to obtain tasks in the company”.

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

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

Recruitment Process

The major actions of the recruitment procedure are mentioned as:

Job Design
Opening Job Position
Collecting and employment Presenting Job Resumes
Job Interviews
Job Offer
Job Design

Job design is the most vital part of the recruitment procedure. The task style is a phase about the style of the job profile and a clear contract between the line manager and the HRM Function.

The Job Design has to do with the contract about the profile of the perfect job prospect and the agreement about the abilities and proficiencies, which are necessary. The information gathered can be used during other steps of the recruitment procedure 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 should decide about the ideal mix of recruitment sources to discover the best prospects for the task position. This is another crucial action in the recruitment process.

Collecting and Presenting Job Resumes

The next step is gathering of task resumes and their pre-selection. This action in the recruitment procedure is extremely important today as numerous companies lose a lot of time in this step.

Today, the company can not wait with the pre-selection of the task resumes. Generally, this ought to be the last step done purely by the HRM Function.

Job Interviews

The job interviews are the main action in the recruitment process, which must be plainly created and agreed in between HRM and line management.

The task interview need to find the task prospect, who meets the requirements and fits finest the business culture and employment the department.

Job Offer

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

Recruitment Techniques

Recruitment techniques are the methods or media by which management contacts prospective staff members or offer essential info or exchange concepts or stimulate them to look for jobs.

Recruitment methods are:

Internal Methods: They are for recruiting internal candidates. These consist of techniques like:

( a) Promotion & Transfers
( b) Job Posting
( c) Employee Referrals

Direct Methods: These include sending travelling employers to educational and expert organizations and workers’ contacts with the public.

( a) Campus Recruitment
Nature of Recruitment

Recruitment involves the following features:

– Recruitment is the initial step of appointment.

– It is a constant process.

– It is a procedure of determining sources of human force, drawing in and inspiring them to obtain jobs in organizations.

– It is an advancement manpower or to operate at the last stage.

– It is a positive process.

– It satisfies requirements, both today, and the future.

Purpose of Recruitment

– Finding out and developing the source here required number and kind of workers will be readily available.

– Developing suitable techniques to bring in the preferable candidate.

– Employing the method to attract staff members.

– Stimulating as many candidates as possible and asking to apply for jobs regardless of the number of candidates required in order to increase the selection ratio (i.e., variety of application per one job vacancy) due to lower yield ratio.

Difference Between Recruitment and Selection

– Recruitment means searching for sources of labor and stimulating people to apply for jobs, whereas selection suggests selecting of ideal type of individuals for different jobs.

– Recruitment is a positive process whereas choice is an unfavorable procedure.

– It creates a big pool of applicants whereas selection leads to a screening of unsuitable prospects.

– Recruitment is an easy process, it includes contracting the numerous sources of labor whereas choice is a complex and lengthy process. The prospect needs to clear a number of hurdles before they are picked for a task.

Sources of Recruitment

A source from where prospects are determined, brought 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, developing and promoting the workers from within the organization. Internal recruitments are cost-effective, more reliable as the organization is mindful of the prospect’s skillset and understanding and it also inspires the workers and increases their dedication towards the company. Internal sourcing can be done in the following ways:

Transfers

A staff member may be moved from one job to another internally normally of the very same level. The roles and duties of the workers might change however not always the income. This assists the workers to get encouraged and try something brand-new, assists them break the uniformity of the old task and encourages them to grow by gaining more understanding.

Promotions

As recognition of their effectiveness and experience the employees are moved from a position to a higher position. There is a change in their tasks and responsibilities accompanied with a change in salary and status. It assists the staff member to grow vertically in the organization. It refrains him from leaving the company for greener pastures.

Retired and Retrenched Employees

Retired and retrenched workers might likewise be recruited back in case there is high demand and scarcity of supply in the market or there is sudden increase in workload. These staff members are currently knowledgeable about the processes, treatments and culture of the organization for this reason they show to be cost efficient.

In this case each worker of the company serves as a recruiter. The workers are encouraged to recommend the names of their good friends or family members operating in other companies. For this they are even rewarded monetarily.

The benefit of employee recommendation is that the potential candidate gets initially hand details about the job and company culture from the currently working employee. Since he knows what he is entering he is expected to remain longer in the organization. Also since the trustworthiness of those who recommend is at stake, they tend to recommend those who are highly motivated and qualified.

Job Postings

The Company posts the present and expected vacancy on bulletin board system, media and similar typical portals. This provides an opportunity to the workers to carry out profession shift and assist them grow within the company.

Deceased and Disabled Employees

In order to make the families of the departed and disabled workers self-dependent their relatives or dependents might be provided a task in case of any vacancy.

Advantage of Internal Sourcing

– Internal recruitment is less time consuming and economical.

– It is reliable as the company knows the worker’s understanding and capability.

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

– It increases the motivation level of the workers as they anticipate getting a higher job in the organization rather of searching for greener pastures outside.

– It boosts the morale of the employees, improves their relations with the organization and decreases staff member turnover.

– It develops the spirit of commitment in the workers, makes sure connection of employment and organizational stability.

Disadvantage of Internal Sourcing

– Internal sourcing prevents brand-new blood, originality and innovative concepts from going into the company.

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

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

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

External Sources

New candidates are recruited from outside the organization by various ways and techniques. It is more typically utilized than internal sources. External recruitments are valuable in getting skills that are not possessed by the current employees; it also helps to bring onboard staff members from various backgrounds that get a diversity of concepts on the table.

Campus Recruitments

When companies are in search of fresh talents and are focusing on knowledge, communication 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 trainees.

Whoever discovers it matching with their profession strategies makes an application for the job. These candidates are then made to go through series of choice processes like analytical and psychological tests, seminar, interviews etc before the last choice is done.

Management Consultants

Management consultants function as representatives of the company. They carry out the recruitment function on behalf of the customer business by charging them fees or commissions. These experts are able to tailor their services according to the specific needs of the customers thus alleviating the line supervisors from their recruitment function.

Advertisements

This media of recruitment is preferred and typically utilized as it reaches out a large range of people. It can likewise be targeted at a particular group or a particular geographical area by picking a particular paper, radio channel etc e.g Business journal.

In specific advertisements business name, task description and income plans are pointed out. There are blind ads too where no identification of the firm is provided. These ads are released primarily when the company wishes to fill an internal job or preparing to displace an existing worker.

Trade Associations

There are associations that produce a database of task applicants and supply it to its members during local or nationwide conventions. They likewise release classified ads for employers thinking about recruiting their members.

Walk in Interview

Another upcoming approach of recruitment is walk-in interviews. There is no time and conference schedule for each person. An ad concerning the time and the location of the interview is offered in the paper. The candidates are required to bring their CVs and straight appear for the interview. It is a really typical mode of recruitment among BPOs and call centres.

Job Fairs

Job fairs are an effective method of contacting potential staff members and candidates. There are HR hiring supervisors of different business under one roofing system. Information and company cards can be exchanged and resumes can be submitted by the candidates.

Employers can find the ideal candidates, similarly the applicants can use in lots of companies together, any place they feel the offer is finest and fits their interest.

Advantage of External Sourcing

– New and young blood goes into the company, which have ingenious concepts, brand-new approaches that can assist to stimulate the existing employees.

– It provides a broader swimming pool for choice. Companies can choose up candidates with requisite certification.

– It creates a competitive environment as it assists the existing staff members to work harder in order to match the standard that the new staff members bring in.

– It causes long term advantages to the company. Talented pools of individuals bring in addition to them new techniques of working and new approaches to situations that helps the organization to stay informed with the competitive world outside.

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 etc. When ideal prospects are not offered this process needs to be repeated again and once again.

– This procedure shows to be very expensive for the organization as the companies have to turn to ads, employing consultants etc for drawing in the best swimming pool of talent.

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

– It is less trustworthy 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 expected. It may end up hiring someone who winds 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 pricey and time-consuming procedure. Moreover, it gets onboard long-term employees which are tough 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 momentary stages of high market demand for company’s items, companies may turn to alternatives to recruitment that are mentioned listed below:

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

In order to satisfy the additional need of the company’s products which lead to excess workload, some staff members 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 incomes as per the contract signed between the employee and the employer. The drawback is that the employee may not work to his complete potential throughout the day in order to make overtime.

Temporary Employees

A short-term staff member is designated 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 particular project or peak work.

This helps the company in avoiding costs of recruitment, saves time involved, and help avoid the negative effect of labor turnover etc. However short-term staff members might not be very devoted to the business, their lack of experience might impact the work output and they tend to require time to change.

Sub-contracting

To finish a specific task or satisfy an unexpected short-lived boost in the need of the business’s items, the company might turn to subcontracting. It is the practice of designating part of the commitments, tasks and duties to another party under a contract referred to as subcontractor.

Hiring an outside expert company to undertake part of the work causes shared benefits in such cases as the company wish to broaden on its own only when the increased demand lasts for a specific amount of time.

Employee Leasing

An employee leasing company specializes in recruitment, training, personnel management, payroll accounting and employment threat administration. The leasing company also looks after the work supervision, day-to-day duties and other regular aspects of work.

For example a nursing services firm works with lots of nurses and offers them to health centers on an agreement basis. It supplies a benefit to the organization to alter its employees without actual layoffs.

Outsourcing

Under outsourcing a business process is contracted out to a third celebration, the reason behind outsourcing are lots of. It minimizes the requirement to employ and train customized personnel as it is sourced out to someone focusing on that location having the resources and competence that causes competitive superiority with time.

It also assists to minimize capital and operating expenditures and helps prevent troublesome policies, high taxes, labour union contracts and so on.

Role Profiles for Recruitment Purposes

Role profiles, define the general function of the function, its reporting relationships and crucial result locations. They might also include the list of proficiencies required. They might be technical (skills and knowledge needed to do a particular job) and behavioral competencies attached to the function.

The profile also includes the conditions (pay, benefits, hours of work, movement, travelling, transfers, training, development and profession opportunities). The recruitment role offers the basis for person specification.

Person Specifications

A person specification also understood as recruitment, task or personnel specification is the important component on which the selection procedure is based. It is the sum total of education, training, experience, qualification an individual needs to carry out the task appointed to him.

When the task requirement have been defined, employment they must be classifications under suitable heads. The standard 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 developed by Munro Fraser in 1954. These give certain headings under which qualities of an ideal candidate can be classified.

Seven Point Plan

– Physical comprise: Health, physique, appearance, bearing and speech

– Attainments: Education, certifications, experience

– General intelligence: Fundamental intellectual capability

– Special abilities: Mechanical, manual dexterity, facility in usage of words or figures

– Interest: Social, intellectual, physically active, constructional

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

– Circumstances: Domestic situations, professions of family.

Five-fold Grading System

Effect on others: Physical makeup, look, speech and manner

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

Innate abilities: Natural quickness of understanding and aptitude for learning

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

Adjustment: Emotional stability, capability to stand up stress and ability to proceed with individuals.

Attracting Candidates

Attracting prospects is mainly a matter of determining, assessing and using the most appropriate sources of candidates. However, where suitable sources of recruitment are not there, then the analysis of factors contributing to the recruitment in an organization requirement to be analyzed. Various aspects to be taken under factor to consider 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 growth rate
– Role of trade union
– Cost of recruitment
– Company’s name & fame

External Factors

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

Recruitment must be quick, however a careful procedure. A wrong move can have a devastating impact on the endeavor. A couple of steps can be required to lower the unfavorable impact. They are:

Brand Image Creation
Stating clear Definition of Employee Requirements
Applications Receiving Sources
Screening of Applications
Selection Process
Maintain a Prospect Pool
Recruitment Policy
Internal and External Sources
Human Resources Tutorial

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Personnel Planning

Employee Induction

Kinds of Training

Importance of Training

Training Process

Personnel Accounting

Methods of Human Resource Accounting

HR Audit

How to Create Training Program
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Performance Appraisal Process

Performance Appraisal Problems

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Human Resource Planning Process

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Methods of Performance Appraisal
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Recruitment Meaning

Effective Recruiting

Selection Process

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Dimensions of Culture

HRM Practices
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International Compensation
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Challenges of Personnel Development

Methods of Human Resource Development

Steps for Designing HRD Intervention

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Realistic Job Review

360 Degree Assessment
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