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Recruitment Process can be defined as "it is a method to attract and find prospective manpower to fill up the uninhabited post in the business". The HR Recruitment Process helps to employ prospects based upon their capability to work and attitude which is vital for achievement of organizational objectives.

The Recruitment Process in human resource management starts with recognition of job vacancy in the organization, later the HR department examines the task requirement, evaluate the task application, screen and shortlist the preferable candidates and the procedure ends with hiring of right and finest prospect for the job.

What is Recruitment Process in HRM?

The recruitment process is the most important function of HRM department. The Human Resource Manager utilize various techniques to reach the potential prospect. The recruitment approach utilized to get in touch with the candidates differs based on the source of recruitment.

The Recruitment In-charge typically does the task analysis to learn the skills and ability to carry out the task. Once the skills and abilities required are clear they begin looking for individuals with such specializeds. The HRM department explains the potential prospect about their job profile and the benefits (benefits) they can get from the company. The prospects interested in the task are further evaluated, talked to by HR and lastly finest fit candidates are picked for the job. In other words, an excellent hiring process 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 3 considerable approaches of recruitment which are regularly utilized in the business world namely:

1. Direct Recruitment Methods

2. Indirect Recruitment Methods

3. 3rd Party Recruitment Methods

The major difference in between direct and indirect method of recruitment is that the company send out an agent to get in touch with the possible prospect (which indicates direct contact) when it comes to direct recruitment approach while in the case of indirect recruitment techniques the candidates are notified about job vacancy through various channel of ad.

1. Direct Recruitment Methods:

The campus recruitment is a huge part of recruitment performed utilizing direct method. The organization sends a representative from HRM department in instructional institutes to connect with prospective candidates. The candidates who are seeking for tasks are discussed about the task vacancy in the organization and the skills which are required to carry out the job. The representative communicates with the candidates with the aid of positioning cells of the institutions. A briefing session is carried out before the real screening and interview process.

The Organization (Employer) gets info about the scholastic records of the prospects through the placement cell. Once the organization is made sure about the existence of excellent working abilities in the candidate the Personnel Representative is sent to the institution to carry out recruitment process. The organization use different recruitment methods like carrying out workshops, participating in conventions, job reasonable to hire the candidates utilizing direct method. Through this method the prospects from the scholastic background of engineering, management and medical science are primarily hired by the organization.

1. Indirect Recruitment Methods:

In the indirect approach of recruitment the organization utilize the ad channel such as news documents, radio, job websites, radio, television, magazines and expert journals to reach the potential prospects. The advertisement provides info about the task requirement, the series of salary provided, the type of task (full time or part time) and task location. The candidates who have an interest in the task apply for it and share their resume with the company.

The Human Resource Management (HRM) Department of an organization uses indirect approach of recruitment in three circumstances:

1. When organization doesn't have a suitable staff member who can be promoted to perform the higher position jobs.

2. When the company is new to the work area and wish to reach out brand-new skill in the market

3. This technique is typically used to fill the job in clinical, technical and professional department.

To fill up the higher position in the company the commonly dispersed ad is very helpful as it helps the company to reach numerous appropriate prospects. Many companies also utilize blind advertisement to reach out prospects in which the identity of the company is not revealed.

1. Third Party Recruitment Methods:

The 3rd party method of recruitment includes the assisting hands which are outside the organization. The Recruitment Consultant or Employment Agencies, Search & Select Companies, Employee Referral, Voluntary Organization, Data Banks, Trade Unions and Labor Contractors are various channels which assist the organization to communicate with the prospective prospects.

Recruitment Process Steps

Broadly, there are 5 steps of recruitment procedure in HRM which is used by numerous business in business world to increase the performance of working with. The five Recruitment Process Steps ensure that recruitment occurs with no disruption and within the designated time duration. It also helps to keep compliance and consistency in the recruitment procedure.

Five Best Recruitment Process Steps:

1. Recruitment Planning

2. Strategy advancement

3. Searching

4. Screening

5. Evaluation and control

Recruitment Planning

It is the primary step of HR Recruitment Process in which the job vacancies in the company are examined and appropriate job description is prepared. It also consists of preparation of job specification and details about credentials and abilities needed to perform the task.

This step is extremely important for recruitment procedure as it helps in bring in the right and ideal prospects for the task. Based on the education and experience requirement explained in the recruitment strategy a pool of interested prospect can be created.

Strategy Development

After the task description and task spec is prepared the company decides the number of recruits needed to deal with the profile to close the job as soon as possible. The recruiter chooses the strategy that ought to be embraced for effective recruitment of employee. The tactical draft consists of the following point:-

1. Sources of Recruitment- Based on the task position and skills needed to perform the task the recruiter pick the source of recruitment. The internal and external are the two classifications of the recruitment source. This choice is critical as rest of the recruitment strategy is based on this action of recruitment.

2. Methods of Recruitment- The HRM department selects the method of recruitment whether the company wishes to recruit the prospect using direct or indirect technique. A lot of companies now are using 3rd party recruitment method and outsourcing some part of recruitment procedure to the knowledgeable consulting firms.

3. Geographical Area- The location of task is repaired and thus recruitment group has to decide the area from which they can browse prospects who desire to sign up with the job. The location in which big amount of qualified candidates are located is selected to browse the ideal worker for the company.

4. Make Employees or Buy Employees- The financial investment required for recruitment is depending on this choice. The organization can pick to pick the experienced workers and pay them proper wage or can selected less qualified people and trained them to carry out much better.

Searching

The searching step is divided into 2 parts that is:

Source activation

Selling.

The activation took place when the department which has vacancy confirms it to the HR manager about the requirement