Recruitment Process can be defined as "it is a method to attract and discover possible workforce to fill up the uninhabited post in the company". The HR Recruitment Process helps to work with candidates based on their ability to work and attitude which is important for accomplishment of organizational objectives.
The Recruitment Process in personnel management starts with recognition of task vacancy in the company, later the HR department evaluates the job requirement, review the job application, screen and shortlist the desirable prospects and the ends with hiring of right and best candidate for the job.
What is Recruitment Process in HRM?
The recruitment process is the most essential function of HRM department. The Personnel Manager use different strategies to reach the potential prospect. The recruitment approach used to contact the candidates differs based upon the source of recruitment.
The Recruitment In-charge typically gets the job done analysis to learn the skills and ability to perform the task. Once the abilities and abilities needed are clear they begin looking for people with such specialties. The HRM department discusses the possible candidate about their job profile and the benefits (rewards) they can gain from the organization. The prospects interested in the job are further screened, interviewed by HR and finally best fit prospects are chosen for the job. In other words, a great hiring procedure involves the following:
1. Identify the Recruitment Needs through Job analysis
2. Recruitment or Manpower Planning
3. Writing or Creating a Right Job Description/li >
4. Advertisement for Open Job Vacancies
5. Screening of Job Applications
6. Initial Short- Listing of the Candidates
7. Conducting Interviews
8. Assessment of the Applicant
9. Reference/ Background Check
10. Issuance of Job Offer Letter
11. Joining & On-boarding
Methods of Recruitment
There are three considerable techniques of recruitment which are frequently utilized in the business world particularly:
1. Direct Recruitment Methods
2. Indirect Recruitment Methods
3. Third Party Recruitment Methods
The major difference between direct and indirect approach of recruitment is that the company send a representative to call the possible candidate (which suggests direct contact) when it comes to direct recruitment approach while in the case of indirect recruitment approaches the candidates are informed about job vacancy through different channel of ad.
1. Direct Recruitment Methods:
The school recruitment is a huge part of recruitment carried out utilizing direct approach. The organization sends out a representative from HRM department in academic institutes to connect with possible prospects. The candidates who are seeking for jobs are discussed about the job vacancy in the company and the skills which are needed to carry out the job. The representative connects with the prospects with the aid of placement cells of the institutions. A rundown session is carried out before the actual screening and interview procedure.
The Organization (Employer) gets information about the academic records of the candidates through the placement cell. Once the company is guaranteed about the presence of excellent working skills in the candidate the Personnel Representative is sent to the institution to carry out recruitment procedure. The organization use numerous recruitment techniques like performing seminars, taking part in conventions, task reasonable to hire the prospects utilizing direct technique. Through this technique the prospects from the academic background of engineering, management and medical science are mainly recruited by the organization.
1. Indirect Recruitment Methods:
In the indirect method of recruitment the organization use the advertisement channel such as news papers, radio, job sites, radio, television, publications and professional journals to reach the possible prospects. The advertisement supplies information about the job requirement, the series of wage offered, the kind of job (complete time or part-time) and task location. The prospects who have an interest in the task look for it and share their resume with the organization.
The Human Resource Management (HRM) Department of an organization uses indirect approach of recruitment in 3 situations:
1. When organization doesn't have an appropriate employee who can be promoted to carry out the greater position tasks.
2. When the organization is new to the work territory and want to connect new talent in the market
3. This technique is often utilized to fill the vacancy in clinical, technical and professional department.
To fill the higher position in the company the commonly dispersed advertisement is really beneficial as it helps the business to reach various suitable prospects. Many organizations also use blind ad to reach out prospects in which the identity of the company is not exposed.
1. 3rd Party Recruitment Methods:
The 3rd party approach of recruitment includes the helping hands which are outside the company. The Recruitment Consultant or Employment Agencies, Search & Select Companies, Employee Referral, Voluntary Organization, Data Banks, Trade Unions and Labor Contractors are different channels which help the organization to develop contact with the prospective prospects.
Recruitment Process Steps
Broadly, there are 5 actions of recruitment procedure in HRM which is utilized by numerous business in business world to increase the effectiveness of employing. The 5 Recruitment Process Steps make sure that recruitment takes place with no disturbance and within the designated period. It also assists to preserve compliance and consistency in the recruitment process.
Five Best Recruitment Process Steps:
1. Recruitment Planning
2. Strategy advancement
3. Searching
4. Screening
5. Evaluation and control
Recruitment Planning
It is the first action of HR Recruitment Process in which the job vacancies in the company are examined and appropriate job description is prepared. It likewise includes preparation of job specification and information about certification and skills needed to carry out the task.
This step is very crucial for recruitment process as it helps in drawing in the right and ideal candidates for the task. Based upon the education and experience requirement described in the recruitment strategy a swimming pool of interested candidate can be produced.
Strategy Development
After the task description and job spec is prepared the company chooses the number of recruits needed to work on the profile to close the job as quickly as possible. The recruiter chooses the technique that must be adopted for successful recruitment of staff member. The strategic draft consists of the list below point:-
1. Sources of Recruitment- Based on the job position and abilities needed to carry out the job the recruiter select the source of recruitment. The internal and external are the 2 categories of the recruitment source. This decision is critical as remainder of the recruitment technique is based upon this step of recruitment.
2. Methods of Recruitment- The HRM department chooses on the approach of recruitment whether the company desires to recruit the candidate using direct or indirect technique. A great deal of companies now are using third party recruitment approach and outsourcing some part of recruitment process to the knowledgeable consulting companies.
3. Geographical Area- The area of job is repaired and hence recruitment team needs to decide the location from which they can browse prospects who wish to join the job. The location in which large quantity of certified candidates are situated is picked to browse the appropriate staff member for the organization.
4. Make Employees or Buy Employees- The financial investment required for recruitment is depending upon this choice. The organization can select to select the competent workers and pay them proper wage or can selected less qualified individuals and trained them to carry out much better.
Searching
The searching action is divided into two parts that is:
Source activation
Selling.
The activation happened when the department which has job verifies it to the HR supervisor about the requirement
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What is Recruitment Process in HRM?
Adolph Brinkman edited this page 4 months ago