Recruitment Process can be defined as “it is a way to bring in and find prospective manpower to fill up the vacant post in the business”. The HR Recruitment Process assists to employ prospects based upon their capability to work and mindset which is important for accomplishment of organizational objectives.

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

What is Recruitment Process in HRM?

The recruitment process is the most essential function of HRM department. The Personnel Manager use various strategies to reach the possible candidate. The recruitment technique utilized to get in touch with the candidates differs based upon the source of recruitment.

The Recruitment In-charge often does the task analysis to learn the abilities and capability to perform the job. Once the skills and capabilities required are clear they start browsing for individuals with such specialties. The HRM department discusses the possible prospect about their job profile and the benefits (rewards) they can get from the company. The candidates thinking about the task are further screened, interviewed by HR and finally best fit candidates are chosen for the job. In other words, 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 three significant methods of recruitment which are frequently used in the corporate world namely:

1. Direct Recruitment Methods

2. Indirect Recruitment Methods

3. Third Party Recruitment Methods

The major difference in between direct and indirect method of recruitment is that the organization send a representative to call the prospective candidate (which suggests direct contact) in the case of direct recruitment approach while in the case of indirect recruitment techniques the prospects are informed about task vacancy through different channel of advertisement.

1. Direct Recruitment Methods:

The campus recruitment is a huge part of recruitment performed using direct approach. The organization sends an agent from HRM department in academic institutes to engage with possible candidates. The prospects who are seeking for jobs are explained about the job vacancy in the organization and the skills which are needed to carry out the task. The representative interacts with the prospects with the aid of positioning cells of the institutions. A briefing session is conducted before the real screening and interview procedure.

The Organization (Employer) gets information about the scholastic records of the prospects through the positioning cell. Once the company is made sure about the presence of excellent working skills in the prospect the Human Resource Representative is sent to the organization to carry out recruitment procedure. The organization usage numerous recruitment methods like conducting seminars, taking part in conventions, job fair to recruit the candidates using direct method. Through this approach the candidates from the scholastic background of engineering, management and medical science are primarily hired by the company.

1. Indirect Recruitment Methods:

In the indirect approach of recruitment the company use the ad channel such as news documents, radio, job websites, radio, tv, publications and expert journals to reach the potential prospects. The advertisement supplies information about the task requirement, the variety of wage offered, the type of task (full-time or part time) and job location. The candidates who have an interest in the task look for it and share their resume with the organization.

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

1. When company doesn’t have a suitable employee who can be promoted to perform the higher position tasks.

2. When the organization is brand-new to the work area and desire to reach out brand-new talent in the market

3. This technique is typically utilized to fill up the job in clinical, technical and expert department.

To fill the higher position in the organization the extensively dispersed ad is very beneficial as it assists the business to reach different ideal prospects. Many organizations also use blind advertisement to reach out prospects in which the identity of the company is not exposed.

1. 3rd Party Recruitment Methods:

The 3rd party technique of recruitment includes the assisting 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 potential candidates.

Recruitment Process Steps

Broadly, there are 5 steps of recruitment procedure in HRM which is used by numerous companies in business world to increase the performance of employing. The five Recruitment Process Steps guarantee that recruitment occurs without any disruption and within the designated time duration. It also helps to keep compliance and consistency in the recruitment process.

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 task vacancies in the company are analyzed and relevant task description is prepared. It also includes preparation of job spec and information about certification and employment skills needed to perform the task.

This action is really essential for recruitment process as it helps in bring in the right and appropriate candidates for the task. Based upon the education and experience requirement described in the recruitment plan a swimming pool of interested candidate can be created.

Strategy Development

After the job description and job specification is prepared the company decides the number of recruits needed to work on the profile to close the vacancy as soon as possible. The recruiter decides the technique that ought to be embraced for effective recruitment of worker. The strategic draft consists of the list below point:-

1. Sources of Recruitment- Based upon the task position and skills needed to perform the task the recruiter pick the source of recruitment. The internal and external are the 2 categories of the recruitment source. This choice is crucial as rest of the recruitment method is based on this step of recruitment.

2. Methods of Recruitment- The HRM department picks the approach of recruitment whether the company wants to hire the prospect using direct or indirect technique. A lot of business now are utilizing 3rd celebration recruitment approach and contracting out some part of recruitment process to the skilled consulting companies.

3. Geographical Area- The place of task is fixed and thus recruitment group needs to choose the location from which they can search candidates who wish to sign up with the task. The location in which large amount of certified candidates lie is picked to browse the for the organization.

4. Make Employees or Buy Employees- The financial investment needed for recruitment is depending on this choice. The organization can choose to select the knowledgeable workers and pay them appropriate wage or can chosen less qualified individuals and trained them to carry out better.

Searching

The searching action is divided into two parts that is:

Source activation

Selling.

The activation happened when the department which has job validates it to the HR supervisor about the requirement