Recruitment Process can be specified as “it is a method to attract and find possible workforce to fill the uninhabited post in the business”. The HR Recruitment Process assists to employ prospects based on their capability to work and attitude which is important for achievement of organizational objectives.

The Recruitment Process in human resource management starts with identification of task vacancy in the company, later the HR department evaluates the job requirement, review the job application, screen and shortlist the preferable candidates and the process ends with hiring of right and best candidate for the task.

What is Recruitment Process in HRM?

The recruitment process is the most crucial function of HRM department. The Human Resource Manager use different techniques to reach the possible candidate. The recruitment method utilized to contact the candidates differs based on the source of recruitment.

The Recruitment In-charge often gets the job done analysis to discover out the skills and capability to perform the task. Once the abilities and capabilities needed are clear they start searching for people with such specializeds. The HRM department discusses the prospective candidate about their task profile and the benefits (rewards) they can acquire from the organization. The candidates thinking about the job are more evaluated, spoken with by HR and lastly finest fit candidates are chosen for the job. Simply put, a great hiring process includes 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 methods of recruitment which are regularly utilized in the business world particularly:

1. Direct Recruitment Methods

2. Indirect Recruitment Methods

3. Third Party Recruitment Methods

The major distinction between direct and indirect method of recruitment is that the company send an agent to get in touch with the potential prospect (which suggests direct contact) in the case of direct recruitment method while in the case of indirect recruitment methods the candidates are informed about job vacancy through different channel of advertisement.

1. Direct Recruitment Methods:

The school recruitment is a major part of recruitment performed using direct approach. The organization sends a representative from HRM department in educational institutes to interact with possible candidates. The candidates who are seeking for tasks are described about the task vacancy in the company and the abilities which are required to carry out the task. The representative connects with the candidates with the aid of placement cells of the institutions. A rundown session is conducted before the actual screening and interview procedure.

The Organization (Employer) gets details about the academic records of the candidates through the placement cell. Once the company is ensured about the existence of outstanding working abilities in the candidate the Personnel Representative is sent out to the institution to carry out recruitment procedure. The company usage various recruitment approaches like conducting workshops, taking part in conventions, job reasonable to recruit the candidates utilizing direct technique. Through this method the prospects from the academic background of engineering, management and medical science are primarily hired by the company.

1. Indirect Recruitment Methods:

In the indirect method of recruitment the company utilize the ad channel such as news documents, radio, task websites, radio, tv, publications and professional journals to reach the potential prospects. The ad offers details about the task requirement, the range of income offered, the type of job (full time or part-time) and task location. The prospects who have an interest in the job obtain it and share their resume with the organization.

The (HRM) Department of an organization utilizes indirect method of recruitment in 3 scenarios:

1. When organization does not have an appropriate staff member who can be promoted to carry out the greater position jobs.

2. When the company is brand-new to the work territory and wish to connect new talent in the market

3. This approach is often utilized to fill the job in clinical, technical and expert department.

To fill the greater position in the organization the commonly dispersed ad is really helpful as it helps the company to reach various ideal candidates. Many organizations also use blind advertisement to connect prospects in which the identity of the organization is not exposed.

1. Third Party Recruitment Methods:

The third celebration technique 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 establish contact with the possible prospects.

Recruitment Process Steps

Broadly, there are five steps of recruitment process in HRM which is used by many companies in corporate world to increase the effectiveness of hiring. The 5 Recruitment Process Steps guarantee that recruitment takes place without any disruption and within the designated period. It likewise assists to maintain compliance and consistency in the recruitment process.

Five Best Recruitment Process Steps:

1. Recruitment Planning

2. Strategy development

3. Searching

4. Screening

5. Evaluation and control

Recruitment Planning

It is the first step of HR Recruitment Process in which the task vacancies in the organization are analyzed and pertinent task description is prepared. It also includes preparation of task specification and details about credentials and skills required to perform the job.

This step is really crucial for recruitment procedure as it assists in bring in the right and ideal candidates for the job. Based upon the education and experience requirement explained in the recruitment plan a pool of interested candidate can be developed.

Strategy Development

After the task description and task spec is prepared the company chooses the number of employees required to deal with the profile to close the vacancy as quickly as possible. The recruiter chooses the technique that ought to be adopted for successful recruitment of staff member. The tactical draft consists of the list below point:-

1. Sources of Recruitment- Based upon the job position and abilities required to perform the task the employer pick the source of recruitment. The internal and external are the two categories of the recruitment source. This decision is critical as remainder of the recruitment technique is based upon this action of recruitment.

2. Methods of Recruitment- The HRM department chooses the technique of recruitment whether the company wishes to recruit the prospect utilizing direct or indirect technique. A great deal of companies now are utilizing 3rd celebration recruitment method and outsourcing some part of recruitment procedure to the experienced consulting companies.

3. Geographical Area- The place of task is repaired and thus recruitment group has to decide the location from which they can browse candidates who wish to sign up with the task. The area in which big amount of certified candidates are located is chosen to browse the appropriate worker for the organization.

4. Make Employees or Buy Employees- The investment required for recruitment is depending upon this choice. The company can select to choose the proficient employees and pay them proper income or can selected less competent people and trained them to perform better.

Searching

The searching action is divided into two parts that is:

Source activation

Selling.

The activation happened when the department which has vacancy confirms it to the HR supervisor about the requirement