Recruitment is the procedure of attracting and identifying 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 important possessions of an organization. The success or failure of a company is largely dependent on the quality of individuals working therein. Without favorable and innovative contributions from individuals, organizations can not progress and flourish.
In order to achieve the goals or perform the activities of an organization, for that reason, we require to hire individuals with requisite abilities, credentials and experience. While doing so, we have to keep the present as well as the future requirements of the company in mind.
Organizations have to hire individuals with requisite abilities, certifications and experience if they have to survive and flourish in a highly competitive environment.
Recruitment Definition
According to Edwin B Flippo, "Recruitment is the process of searching for prospective staff members and promoting them to get tasks in the company".
DeCenzo and Robbins define it as "Recruitment is the process of discovering potential candidates for real or expected organizational jobs. Or from another viewpoint, 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 capabilities and inclinations of the candidates have actually to be matched versus the need and benefits intrinsic in a given job or career pattern."
Recruitment Process
The major steps of the recruitment process are stated as:
Job Design
Opening Job Position
Collecting and Presenting Job Resumes
Job Interviews
Job Offer
Job Design
Job design is the most essential part of the recruitment procedure. The job design is a phase about the style of the job profile and a clear agreement in between the line manager and the HRM Function.
The Job Design has to do with the agreement about the profile of the perfect task prospect and the arrangement about the skills and competencies, which are important. The details collected can be used throughout other actions of the recruitment process to speed it up.
Opening Job Position
The Opening of the Job Position is usually the job of the HR Recruiter. Skilled and experienced HR Recruiter need to choose about the ideal mix of recruitment sources to find the finest prospects for the job position. This is another essential step 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 really crucial today as many companies lose a great deal of time in this step.
Today, the organization 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 action in the recruitment procedure, which need to be clearly created and agreed in between HRM and line management.
The task interview must discover the task 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 finalizes all the other actions and the winner of the task interviews gets the deal from the company to sign up with.
Recruitment Techniques
Recruitment strategies are the means or media by which management contacts potential workers or provide needed info or exchange concepts or promote them to request tasks.
Recruitment techniques are:
Internal Methods: They are for recruiting internal prospects. These consist of methods like:
( a) & Transfers
( b) Job Posting
( c) Employee Referrals
Direct Methods: These include sending out taking a trip employers to educational and employment expert organizations and employees' contacts with the public.
( a) Campus Recruitment
Nature of Recruitment
Recruitment includes the following functions:
- Recruitment is the initial step of consultation.
- It is a continuous procedure.
- It is a process of determining sources of human force, drawing in and encouraging them to make an application for tasks in companies.
- It is an advancement workforce or to operate at the last stage.
- It is a positive procedure.
- It fulfills needs, both the present, and the future.
Purpose of Recruitment
- Finding out and developing the source here needed number and sort of workers will be offered.
- Developing ideal strategies to bring in the preferable prospect.
- Employing the technique to attract staff members.
- Stimulating as lots of candidates as possible and asking to get jobs irrespective of the number of candidates needed 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 implies searching for sources of labor and promoting individuals to obtain jobs, whereas choice means picking of ideal type of individuals for various jobs.
- Recruitment is a favorable process whereas selection is an unfavorable process.
- It creates a big pool of candidates whereas choice leads to a screening of inappropriate candidates.
- Recruitment is an easy procedure, it involves contracting the various sources of labor whereas choice is a complex and lengthy procedure. The prospect has to clear a number of hurdles before they are picked for a job.
Sources of Recruitment
A source from where prospects are determined, brought in 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 consists of recruiting, developing and promoting the workers from within the organization. Internal recruitments are affordable, more reputable as the company understands the prospect's skillset and knowledge and it likewise encourages the staff members and increases their commitment towards the company. Internal sourcing can be done in the following methods:
Transfers
An employee might be moved from one job to another internally typically of the exact same level. The roles and responsibilities of the employees may change however not always the salary. This helps the workers to get encouraged and attempt something brand-new, assists them break the monotony of the old task and motivates them to grow by acquiring more understanding.
Promotions
As recognition of their efficiency and experience the employees are moved from a position to a higher position. There is a modification in their tasks and responsibilities 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 business for greener pastures.
Retired and Retrenched Employees
Retired and retrenched workers may also be hired back in case there is high demand and shortage of supply in the industry or there is unexpected increase in work load. These workers are currently knowledgeable about the processes, procedures and culture of the organization thus they show to be cost reliable.
Employee Referrals
In this case each worker of the business functions as a recruiter. The staff members are encouraged to advise the names of their buddies or loved ones working in other companies. For this they are even rewarded monetarily.
The benefit of employee recommendation is that the potential prospect gets first hand details about the job and organization culture from the already working worker. Since he understands what he is getting into he is expected to stay longer in the organization. Also because the credibility of those who advise is at stake, they tend to recommend those who are highly inspired and proficient.
Job Postings
The Company posts the current and expected vacancy on bulletin board system, electronic media and similar typical websites. This provides an opportunity to the employees to carry out career shift and assist them grow within the company.
Deceased and Disabled Employees
In order to make the households of the deceased and disabled workers self-sufficient their relatives or dependents might be offered a job in case of any job.
Advantage of Internal Sourcing
- Internal recruitment is less time consuming and affordable.
- It is trustworthy as the organization knows the employee's knowledge and ability.
- There is no requirement of induction and training as the staff member is currently knowledgeable about the processes, procedures and culture of the company.
- It increases the inspiration level of the employees as they eagerly anticipate getting a higher task in the company instead of looking for greener pastures outside.
- It increases the spirits of the staff members, enhances their relations with the organization and minimizes worker turnover.
- It establishes the spirit of loyalty in the employees, makes sure continuity of employment and organizational stability.
Disadvantage of Internal Sourcing
- Internal sourcing avoids new members, originality and ingenious concepts from entering the company.
- The scope is restricted as not all the vacancies can be filled by the limited pool of talent readily available in the company.
- The position of the person who is moved or promoted falls vacant.
- It can develop discontentment among the remainder of the staff members as there can be bias or partiality in promoting a worker in the company.
External Sources
New prospects are recruited from outside the company by different methods and techniques. It is more typically utilized than internal sources. External recruitments are practical in getting skills that are not possessed by the existing employees
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What is Recruitment?
Abbie Cairns edited this page 1 month ago