Recruitment is the procedure of bring in and employment identifying a swimming pool of candidates, from which some will be picked for work.

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 crucial properties of an organization. The success or failure of a company is largely based on the quality of the individuals working therein. Without positive and imaginative contributions from people, companies can not advance and prosper.

In order to attain the goals or perform the activities of a company, for that reason, we require to hire individuals with requisite skills, qualifications and experience. While doing so, we have to keep today along with the future requirements of the company in mind.

Organizations need to hire people with requisite abilities, credentials and experience if they have to endure and thrive in a highly competitive environment.

Recruitment Definition

According to Edwin B Flippo, “Recruitment is the procedure of searching for prospective employees and promoting them to obtain jobs in the company”.

DeCenzo and Robbins define it as “Recruitment is the process of finding potential prospects for actual or anticipated organizational vacancies. Or from another viewpoint, it is a linking activity-bringing together those with jobs to fill and those looking for tasks.”

According to Plumbley, “Recruitment is a matching procedure and the capacities and inclinations of the prospects have actually to be matched versus the demand and rewards fundamental in an offered task 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 vital part of the recruitment process. The task design is a phase about the design of the job profile and employment a clear agreement between the line manager and the HRM Function.

The Job Design is about the contract about the profile of the ideal job candidate and employment the agreement about the abilities and competencies, which are important. The details collected can be used during other actions of the recruitment procedure to speed it up.

Opening Job Position

The Opening of the Job Position is generally the task of the HR Recruiter. Skilled and skilled HR Recruiter need to choose about the best mix of recruitment sources to find the very best prospects for the task position. This is another key step in the recruitment procedure.

Collecting and Presenting Job Resumes

The next step is collecting of job resumes and their pre-selection. This action in the recruitment process is extremely important today as lots of organizations lose a lot of time in this step.

Today, the organization can not wait with the pre-selection of the job resumes. Generally, this need to be the last action done simply by the HRM Function.

Job Interviews

The job interviews are the main step in the recruitment process, which should be plainly designed and agreed in between HRM and line management.

The job interview must discover the task prospect, who meets 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 settles all the other actions and the winner of the task interviews gets the offer from the company to join.

Recruitment Techniques

Recruitment techniques are the means or media by which management contacts potential staff members or offer needed info or exchange ideas or promote them to request tasks.

Recruitment strategies are:

Internal Methods: They are for recruiting internal candidates. These include methods like:

( a) Promotion & Transfers ( b) Job Posting ( c) Employee Referrals

Direct Methods: These consist of sending out taking a trip employers to instructional and professional organizations and workers’ contacts with the public.

( a) Campus Recruitment Nature of Recruitment

Recruitment includes the following features:

- Recruitment is the first step of consultation.

- It is a constant process.

- It is a process of identifying sources of human force, bring in and motivating them to request tasks in organizations.

- It is a development workforce or to work at the last phase.

- It is a positive procedure.

- It fulfills needs, both the present, and the future.

Purpose of Recruitment

- Finding out and developing the source here required number and type of staff members will be offered.

- Developing ideal methods to draw in the preferable prospect.

- Employing the technique to bring in workers.

- Stimulating as numerous prospects as possible and asking them to get tasks regardless of the number of prospects 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 stimulating people to obtain jobs, whereas choice means selecting of best kind of individuals for different tasks.

is a favorable procedure whereas choice is an unfavorable process.

- It produces a big pool of applicants whereas selection results in a screening of inappropriate prospects.

- Recruitment is a basic procedure, it includes contracting the various sources of labor whereas selection is a complex and time-consuming process. The candidate has to clear a variety of hurdles before they are chosen for a job.

Sources of Recruitment

A source from where candidates are determined, brought in and selected 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 staff members from within the organization. Internal recruitments are affordable, more trustworthy as the organization knows the candidate’s skillset and understanding and it likewise encourages the workers and increases their dedication towards the company. Internal sourcing can be performed in the following methods:

Transfers

A worker may be shifted from one job to another internally typically of the exact same level. The functions and duties of the workers might alter but not necessarily the income. This assists the staff members to get inspired and try something brand-new, helps them break the dullness of the old job and motivates them to grow by getting more understanding.

Promotions

As recognition of their effectiveness and experience the employees are moved from a position to a higher position. There is a modification in their tasks and obligations accompanied with a change in salary and status. It assists the worker 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 recruited back in case there is high need and lack of supply in the market or there is sudden boost in workload. These employees are currently mindful of the processes, treatments and culture of the organization hence they show to be cost efficient.

Employee Referrals

In this case each staff member of the business functions as a recruiter. The employees are motivated to recommend the names of their friends or relatives operating in other organizations. For this they are even rewarded monetarily.

The advantage of staff member recommendation is that the potential candidate gets initially hand info about the job and company culture from the already working worker. Since he knows what he is entering he is anticipated to stay longer in the company. Also because the credibility of those who advise is at stake, they tend to advise those who are highly encouraged and proficient.

Job Postings

The Company posts the existing and expected vacancy on bulletin board system, electronic media and comparable common websites. This gives a chance to the workers to undertake profession shift and help 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 task in case of any vacancy.

Advantage of Internal Sourcing

- Internal recruitment is less time consuming and economical.

- It is trusted as the company knows the worker’s understanding and capability.

- There is no requirement of induction and training as the staff member is already knowledgeable about the processes, treatments and culture of the company.

- It increases the motivation level of the workers as they eagerly anticipate getting a higher task in the company instead of searching for greener pastures outside.

- It improves the spirits of the workers, improves their relations with the organization and minimizes staff member turnover.

- It establishes the spirit of loyalty in the workers, makes sure connection of employment and organizational stability.

Disadvantage of Internal Sourcing

- Internal sourcing avoids new blood, originality and ingenious concepts from getting in the organization.

- The scope is limited as not all the jobs can be filled by the minimal pool of skill readily available in the company.

- The position of the individual who is transferred or promoted falls uninhabited.

- It can create dissatisfaction amongst the remainder of the workers 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 ways and approaches. It is more typically utilized than internal sources. External recruitments are valuable in obtaining skills that are not possessed by the existing employees