Recruitment is the process of bring in and determining a swimming 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 essential possessions of an organization. The success or failure of a company is mainly reliant on the caliber of the individuals working therein. Without positive and creative contributions from people, organizations can not progress and prosper.

In order to attain the or carry out the activities of a company, for that reason, we need to recruit individuals with requisite abilities, qualifications and experience. While doing so, we have to keep the present in addition to the future requirements of the company in mind.

Organizations need to recruit individuals with requisite skills, credentials and experience if they have to endure and flourish in an extremely competitive environment.

Recruitment Definition

According to Edwin B Flippo, “Recruitment is the procedure of looking for prospective staff members and promoting them to look for jobs in the organization”.

DeCenzo and Robbins define it as “Recruitment is the process of discovering prospective prospects for real or awaited organizational jobs. Or from another perspective, it is a linking activity-bringing together those with jobs to fill and those looking for tasks.”

According to Plumbley, “Recruitment is a coordinating procedure and the capacities and dispositions of the prospects need to be matched against the need and benefits intrinsic in a provided job or profession pattern.”

Recruitment Process

The major actions of the recruitment process are mentioned 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 job design is a phase about the style of the job profile and a clear agreement in between the line manager and the HRM Function.

The Job Design is about the agreement about the profile of the perfect task prospect and the agreement about the abilities and proficiencies, which are necessary. The details collected can be utilized during other steps of the recruitment process to speed it up.

Opening Job Position

The Opening of the Job Position is generally the job of the HR Recruiter. Skilled and skilled HR Recruiter should choose about the ideal mix of recruitment sources to discover the very best candidates for the task position. This is another essential step in the recruitment procedure.

Collecting and Presenting Job Resumes

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

Today, the company can not wait with the pre-selection of the task resumes. Generally, this must be the last step done simply by the HRM Function.

Job Interviews

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

The task interview need to find the task prospect, who satisfies the requirements and fits finest the business culture and the department.

Job Offer

The job offer is the last action of the recruitment procedure, which is done by the HRM Function, it finalizes all the other steps and the winner of the job interviews gets the offer from the organization to sign up with.

Recruitment Techniques

Recruitment techniques are the means or media by which management contacts prospective workers or offer essential info or exchange ideas or stimulate them to request tasks.

Recruitment techniques are:

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

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

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

( a) Campus Recruitment Nature of Recruitment

Recruitment involves the following functions:

- Recruitment is the primary step of appointment.

- It is a constant process.

- It is a procedure of recognizing sources of human force, attracting and inspiring them to get jobs in companies.

- It is an advancement workforce or to operate at the last phase.

- It is a favorable process.

- It satisfies needs, both today, and the future.

Purpose of Recruitment

- Discovering and establishing the source here required number and kind of workers will be available.

- Developing ideal strategies to bring in the desirable prospect.

- Employing the technique to bring in staff members.

- Stimulating as many prospects as possible and asking to get tasks regardless of the number of candidates needed in order to increase the selection ratio (i.e., number of application per one task vacancy) due to lower yield ratio.

Difference Between Recruitment and Selection

- Recruitment suggests looking for sources of labor and promoting individuals to request jobs, whereas selection suggests selecting of best type of people for numerous tasks.

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

- It develops a large swimming pool of candidates whereas choice causes a screening of unsuitable candidates.

- Recruitment is a basic process, it involves contracting the numerous sources of labor whereas selection is a complex and lengthy process. The prospect has to clear a variety of obstacles before they are chosen for a task.

Sources of Recruitment

A source from where candidates are determined, drew in and chose 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, establishing and promoting the employees from within the organization. Internal recruitments are economical, more dependable as the organization is mindful of the prospect’s skillset and understanding and it also motivates the employees and increases their dedication towards the organization. Internal sourcing can be carried out in the following methods:

Transfers

A worker may be shifted from one job to another internally normally of the same level. The functions and duties of the workers may alter however not necessarily the salary. This helps the employees to get motivated and try something new, assists them break the monotony of the old task and encourages them to grow by getting more knowledge.

Promotions

As acknowledgment of their performance and experience the workers are moved from a position to a higher position. There is a modification in their duties and obligations accompanied with a change in income and status. It assists the staff member 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 likewise be recruited back in case there is high need and shortage of supply in the market or there is abrupt increase in work load. These workers are already familiar with the procedures, procedures and culture of the organization thus they show to be cost effective.

Employee Referrals

In this case each staff member of the company acts as a recruiter. The staff members are motivated to advise the names of their friends or family members operating in other companies. For this they are even rewarded monetarily.

The benefit of employee recommendation is that the potential candidate gets first hand info about the task and organization culture from the currently working worker. Since he understands what he is getting into he is anticipated to stay longer in the organization. Also since the trustworthiness of those who suggest is at stake, they tend to recommend those who are extremely motivated and proficient.

Job Postings

The Company posts the existing and expected job on bulletin boards, electronic media and comparable typical portals. This provides an opportunity to the employees to undertake career shift and help them grow within the business.

Deceased and Disabled Employees

In order to make the households of the deceased and handicapped staff members self-sufficient their relatives or dependents may be provided a task in case of any job.

Advantage of Internal Sourcing

- Internal recruitment is less time consuming and affordable.

- It is dependable as the organization understands the staff member’s knowledge and capability.

- There is no need of induction and training as the staff member is currently familiar with the processes, procedures and culture of the organization.

- It increases the motivation level of the employees as they anticipate getting a greater task in the organization instead of looking for greener pastures outside.

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

- It establishes the spirit of commitment in the employees, ensures connection of employment and organizational stability.

Disadvantage of Internal Sourcing

- Internal sourcing avoids new blood, creativity and innovative concepts from getting in the organization.

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

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

- It can produce frustration among the rest of the employees as there can be predisposition or partiality in promoting an employee in the company.

External Sources

New prospects are hired from outside the company by different methods and techniques. It is more typically utilized than internal sources. External recruitments are helpful in getting abilities that are not possessed by the current staff members