Recruitment Process can be defined as “it is a way to attract and find possible manpower to fill the vacant post in the company”. The HR Recruitment Process helps to hire prospects based upon their ability to work and attitude which is necessary for achievement of organizational goals.

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

What is Recruitment Process in HRM?

The recruitment procedure is the most essential function of HRM department. The Personnel Manager utilize different methods to reach the potential candidate. The recruitment method utilized to call the candidates varies based upon the source of recruitment.

The Recruitment In-charge often does the task analysis to learn the abilities and ability to perform the task. Once the skills and capabilities required are clear they start looking for individuals with such specialties. The HRM department explains the possible prospect about their task profile and the benefits (rewards) they can gain from the company. The candidates interested in the task are more screened, spoken with by HR and lastly best fit prospects are picked for the job. In brief, a great 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 frequently used in the business world namely:

1. Direct Recruitment Methods

2. Indirect Recruitment Methods

3. 3rd Party Recruitment Methods

The significant distinction between direct and indirect approach of recruitment is that the company send an agent to contact the potential candidate (which means direct contact) in the case of direct recruitment approach while when it comes to indirect recruitment approaches the candidates are notified about job vacancy through various channel of advertisement.

1. Direct Recruitment Methods:

The school recruitment is a significant part of brought out using direct technique. The organization sends a representative from HRM department in educational institutes to engage with prospective prospects. The candidates who are seeking for tasks are explained about the task vacancy in the company and the abilities which are needed to carry out the task. The representative interacts with the prospects with the assistance of positioning cells of the organizations. An instruction session is performed before the actual screening and interview procedure.

The Organization (Employer) gets details about the scholastic records of the prospects through the positioning cell. Once the organization is guaranteed about the existence of excellent working skills in the prospect the Personnel Representative is sent to the institution to perform recruitment procedure. The company use various recruitment methods like conducting seminars, taking part in conventions, task fair to hire the candidates using direct method. Through this technique the prospects from the academic background of engineering, management and medical science are mostly recruited by the company.

1. Indirect Recruitment Methods:

In the indirect approach of recruitment the company utilize the advertisement channel such as news documents, radio, employment task sites, radio, tv, magazines and professional journals to reach the potential prospects. The ad supplies details about the task requirement, the range of wage offered, the kind of task (full time or part-time) and task location. The candidates who have an interest in the task request it and share their resume with the company.

The Human Resource Management (HRM) Department of a company uses indirect method of recruitment in three circumstances:

1. When organization doesn’t have an ideal staff member who can be promoted to perform the greater position tasks.

2. When the organization is new to the work territory and desire to reach out new skill in the market

3. This method is frequently utilized to fill the job in clinical, technical and professional department.

To fill the greater position in the company the extensively dispersed ad is really beneficial as it helps the business to reach numerous suitable prospects. Many companies also utilize blind ad to reach out candidates in which the identity of the organization is not exposed.

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 company to establish contact with the prospective candidates.

Recruitment Process Steps

Broadly, there are 5 actions of recruitment procedure in HRM which is utilized by many business in corporate world to increase the performance of employing. The 5 Recruitment Process Steps guarantee that recruitment takes location with no disturbance and within the allotted time period. It also assists 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 very first step of HR Recruitment Process in which the task vacancies in the company are examined and pertinent job description is prepared. It likewise consists of preparation of task spec and information about qualification and skills needed to carry out the task.

This action is very crucial for recruitment procedure as it helps in drawing in the right and suitable prospects for the task. Based on the education and experience requirement described in the recruitment strategy a swimming pool of interested prospect can be created.

Strategy Development

After the job description and job spec is prepared the organization chooses the variety of recruits required to work on the profile to close the job as soon as possible. The employer decides the technique that should be embraced for successful recruitment of staff member. The strategic draft consists of the following point:-

1. Sources of Recruitment- Based on the task position and abilities required to carry out the job the recruiter choose the source of recruitment. The internal and external are the 2 categories of the recruitment source. This choice is vital as rest of the recruitment technique is based on this action of recruitment.

2. Methods of Recruitment- The HRM department picks 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 third celebration recruitment technique and contracting out some part of recruitment process to the knowledgeable consulting companies.

3. Geographical Area- The location of task is repaired and employment therefore recruitment team needs to decide the location from which they can browse candidates who wish to join the task. The area in which large amount of qualified prospects lie is selected to browse the ideal worker for the company.

4. Make Employees or Buy Employees- The financial investment required for recruitment is depending upon this choice. The organization can select to pick the proficient employees and pay them appropriate income or can chosen less certified people and trained them to carry out much better.

Searching

The browsing step is divided into 2 parts that is:

Source activation

Selling.

The activation occurred when the department which has vacancy validates it to the HR supervisor about the requirement