Recruitment is the procedure of attracting and recognizing a swimming pool of candidates, from which some will be picked for employment.

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


Personnels are the most important assets of a company. The success or failure of an organization is largely depending on the quality of the people working therein. Without favorable and imaginative contributions from people, companies can not advance and flourish.

In order to achieve the goals or perform the activities of an organization, therefore, we need to recruit people with requisite skills, qualifications and experience. While doing so, we need to keep today in addition to the future requirements of the company in mind.

Organizations have to recruit individuals with requisite abilities, certifications and experience if they have to survive and thrive in a highly competitive environment.

Recruitment Definition

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

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

According to Plumbley, “Recruitment is a matching process and the capacities and dispositions of the candidates have to be matched against the demand and benefits fundamental in an offered job or career pattern.”

Recruitment Process

The major steps of the recruitment procedure are mentioned as:

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

Job style is the most vital part of the recruitment procedure. The job style is a phase about the style of the job profile and a clear agreement between the line manager and the HRM Function.

The Job Design has to do with the arrangement about the profile of the ideal job candidate and the contract about the abilities and competencies, which are vital. The information collected can be utilized throughout 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 experienced HR Recruiter should decide about the best mix of recruitment sources to find the best candidates for the task position. This is another crucial step in the recruitment procedure.

Collecting and Presenting Job Resumes

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

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

Job Interviews

The job interviews are the primary step in the recruitment procedure, which must be plainly created and agreed in between HRM and line management.

The job interview should discover the task candidate, who fulfills the requirements and fits finest the business culture and the department.

Job Offer

The task offer is the last step of the recruitment procedure, which is done by the HRM Function, it settles all the other steps and the winner of the task interviews gets the deal from the company to sign up with.

Recruitment Techniques

Recruitment methods are the means or media by which management contacts potential staff members or supply necessary information or exchange ideas or promote them to use for jobs.

Recruitment techniques 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 travelling recruiters to educational and expert institutions and staff members’ contacts with the public.

( a) Campus Recruitment Nature of Recruitment

Recruitment involves the following features:

- Recruitment is the first action of visit.

- It is a constant procedure.

- 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 process.

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

Purpose of Recruitment

- Learning and developing the source here required number and kind of employees will be readily available.

- Developing suitable to draw in the preferable candidate.

- Employing the technique to bring in workers.

- Stimulating as numerous prospects as possible and asking to look for tasks regardless of the number of candidates required in order to increase the selection ratio (i.e., number of application per one job vacancy) due to lower yield ratio.

Difference Between Recruitment and Selection

- Recruitment means browsing for sources of labor and stimulating individuals to use for tasks, whereas selection suggests selecting of ideal kind of individuals for various jobs.

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

- It develops a big pool of candidates whereas choice causes a screening of unsuitable prospects.

- Recruitment is a simple process, it involves contracting the various sources of labor whereas choice is a complex and time-consuming process. The prospect needs to clear a number of difficulties before they are chosen for a task.

Sources of Recruitment

A source from where prospects are determined, attracted 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, developing and promoting the employees from within the company. Internal recruitments are cost-effective, more dependable as the company knows the candidate’s skillset and understanding and it also motivates the staff members and increases their commitment towards the organization. Internal sourcing can be carried out in the following ways:

Transfers

An employee might be moved from one task to another internally normally of the very same level. The roles and responsibilities of the workers might alter however not necessarily the wage. This assists the workers to get inspired and try something brand-new, helps them break the dullness of the old task and encourages them to grow by gaining more knowledge.

Promotions

As acknowledgment of their performance and experience the staff members are moved from a position to a greater position. There is a change in their tasks and obligations accompanied with a modification in income and status. It helps the staff member to grow vertically in the company. It refrains him from leaving the business for greener pastures.

Retired and Retrenched Employees

Retired and retrenched staff members may also be recruited back in case there is high need and lack of supply in the industry or there is sudden increase in work load. These employees are already knowledgeable about the processes, procedures and culture of the organization hence they prove to be cost reliable.

In this case each employee of the business functions as an employer. The workers are motivated to recommend the names of their friends or loved ones operating in other organizations. For this they are even rewarded monetarily.

The advantage of staff member recommendation is that the possible prospect gets initially hand info about the job and organization culture from the currently working employee. Since he understands what he is entering he is anticipated to stay longer in the company. Also given that the credibility of those who advise is at stake, they tend to recommend those who are extremely inspired and competent.

Job Postings

The Company posts the existing and predicted vacancy on bulletin board system, electronic media and similar common websites. This provides an opportunity to the staff members to carry out career shift and assist them grow within the business.

Deceased and Disabled Employees

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

Advantage of Internal Sourcing

- Internal recruitment is less time consuming and affordable.

- It is trustworthy as the company knows the staff member’s knowledge and ability.

- There is no need of induction and training as the staff member is currently aware of the procedures, procedures and culture of the company.

- It increases the motivation level of the staff members as they anticipate getting a higher job in the organization rather of trying to find greener pastures outside.

- It increases the morale of the workers, improves their relations with the company and lowers worker turnover.

- It develops the spirit of loyalty in the staff members, makes sure connection of work and organizational stability.

Disadvantage of Internal Sourcing

- Internal sourcing avoids new members, creativity and ingenious concepts from going into the company.

- The scope is restricted as not all the vacancies can be filled by the restricted pool of skill offered in the organization.

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

- It can create dissatisfaction among the remainder of the staff members as there can be bias or partiality in promoting a staff member in the company.

External Sources

New candidates are hired from outside the organization by various ways and methods. It is more commonly utilized than internal sources. External recruitments are useful in getting abilities that are not possessed by the current employees