Recruitment is the procedure of drawing in and identifying a pool of candidates, from which some will be selected 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 assets of a company. The success or failure of an organization is mainly based on the caliber of the individuals working therein. Without favorable and innovative contributions from people, companies can not progress and flourish.

In order to accomplish the goals or carry out the activities of a company, therefore, we need to hire individuals with requisite abilities, qualifications and experience. While doing so, we have to keep the present in addition to the future requirements of the organization in mind.

Organizations need to recruit individuals with requisite abilities, certifications 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 looking for prospective workers and promoting them to use for jobs in the company”.

DeCenzo and Robbins specify it as “Recruitment is the procedure of discovering prospective candidates for real or awaited organizational vacancies. Or from another perspective, it is a connecting activity-bringing together those with jobs to fill and those seeking jobs.”

According to Plumbley, “Recruitment is a coordinating process and the capabilities and inclinations of the prospects have to be matched against the need and rewards fundamental in a provided task or career pattern.”

Recruitment Process

The significant steps of the recruitment process are mentioned as:

Job Design Opening Job Position Collecting and Presenting Job Resumes Job Interviews Job Offer Job Design

Job style is the most important part of the recruitment procedure. The job style is a phase about the style of the task profile and a clear contract in between the line supervisor and the HRM Function.

The Job Design has to do with the contract about the profile of the perfect task candidate and the arrangement about the skills and proficiencies, which are vital. The info gathered can be used throughout other actions of the recruitment process to speed it up.

Opening Job Position

The Opening of the Job Position is normally the job of the HR Recruiter. Skilled and experienced HR Recruiter ought to decide about the ideal mix of recruitment sources to discover the finest candidates for the task position. This is another essential action in the recruitment procedure.

Collecting and Presenting Job Resumes

The next step is gathering of job resumes and their pre-selection. This action in the recruitment procedure is extremely essential today as many companies lose a great deal of time in this action.

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

Job Interviews

The task interviews are the primary step in the recruitment process, which need to be clearly developed and agreed between HRM and line management.

The job interview need to discover the task candidate, who satisfies the requirements and fits best the business culture and the department.

Job Offer

The job offer is the last action of the recruitment process, which is done by the HRM Function, it completes all the other actions and the winner of the job interviews gets the offer from the company to join.

Recruitment Techniques

Recruitment methods are the ways or media by which management contacts prospective workers or provide needed info or exchange concepts or promote them to request jobs.

Recruitment strategies are:

Internal Methods: They are for recruiting internal candidates. These consist of techniques like:

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

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

( a) Campus Recruitment Nature of Recruitment

Recruitment includes the following functions:

- Recruitment is the initial step of appointment.

- It is a constant process.

- It is a procedure of recognizing sources of human force, attracting and motivating them to request tasks in companies.

- It is a development manpower or to work at the last stage.

- It is a favorable procedure.

- It fulfills requirements, both today, and the future.

Purpose of Recruitment

- Discovering and developing the source here needed number and type of workers will be offered.

- Developing suitable strategies to draw in the desirable prospect.

- Employing the technique to draw in workers.

- Stimulating as numerous candidates as possible and wiki.team-glisto.com inquiring to apply for jobs regardless of the variety of candidates required in order to increase the selection ratio (i.e., variety of application per one task vacancy) due to lower yield ratio.

Difference Between Recruitment and Selection

- Recruitment implies looking for sources of labor and stimulating people to obtain jobs, whereas choice indicates selecting of best kind of people for different tasks.

- Recruitment is a favorable procedure whereas choice is a negative process.

- It creates a big swimming pool of candidates whereas selection results in a screening of unsuitable candidates.

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

Sources of Recruitment

A source from where candidates are determined, brought in and selected can be categorized 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 includes recruiting, establishing and promoting the employees from within the organization. Internal recruitments are cost-effective, more reputable as the company knows the prospect’s skillset and understanding and it likewise motivates the employees and increases their commitment towards the organization. Internal sourcing can be carried out in the following methods:

Transfers

A worker might be shifted from one task to another internally usually of the same level. The roles and obligations of the staff members might change but not necessarily the wage. This helps the employees to get inspired and attempt something new, helps them break the monotony of the old task and motivates them to grow by getting more knowledge.

Promotions

As acknowledgment of their efficiency and experience the staff members are moved from a position to a higher position. There is a change in their tasks and obligations accompanied with a modification in wage and status. It assists the employee to grow vertically in the organization. It refrains him from leaving the company for greener pastures.

Retired and Retrenched Employees

Retired and retrenched staff members might likewise be recruited back in case there is high demand and shortage of supply in the industry or there is unexpected increase in workload. These employees are already knowledgeable about the processes, treatments and culture of the organization thus they prove to be cost effective.

Employee Referrals

In this case each staff member of the company acts as an employer. The staff members are encouraged to suggest the names of their buddies or loved ones working in other organizations. For this they are even rewarded monetarily.

The advantage of worker referral is that the possible candidate gets first hand details about the job and company culture from the currently working employee. Since he knows what he is entering he is anticipated to remain longer in the organization. Also because the reliability of those who suggest is at stake, they tend to suggest those who are extremely encouraged and qualified.

Job Postings

The Company posts the present and predicted job on publication boards, electronic media and comparable common websites. This offers an opportunity to the employees to undertake career shift and assist them grow within the company.

Deceased and Disabled Employees

In order to make the families of the deceased and disabled staff members self-sufficient their loved ones or dependents may be offered a job in case of any job.

Advantage of Internal Sourcing

- Internal recruitment is less time consuming and economical.

- It is trustworthy as the company knows the employee’s understanding and skill set.

- There is no need of induction and training as the employee is already mindful of the processes, procedures and culture of the company.

- It increases the motivation level of the employees as they anticipate getting a higher job in the organization instead of searching for greener pastures outside.

- It improves the spirits of the staff members, improves their relations with the organization and reduces employee turnover.

- It develops the spirit of loyalty in the employees, guarantees connection of work and organizational stability.

Disadvantage of Internal Sourcing

- Internal sourcing avoids new blood, creativity and demo.qkseo.in ingenious ideas from getting in the organization.

- The scope is limited as not all the vacancies can be filled by the minimal swimming pool of talent readily available in the organization.

- The position of the person who is moved or promoted falls vacant.

- It can produce discontentment among the remainder of the employees as there can be predisposition or partiality in promoting a worker in the company.

External Sources

New prospects are hired from outside the organization by various ways and techniques. It is more commonly used than internal sources. External recruitments are valuable in obtaining skills that are not possessed by the current employees