Recruitment is the process of bring in and determining a pool of candidates, from which some will be selected 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 a company is mainly depending on the caliber of individuals working therein. Without favorable and innovative contributions from individuals, companies can not advance and prosper.

In order to accomplish the objectives or carry out the activities of a company, for that reason, we need to recruit individuals with requisite skills, credentials and experience. While doing so, we need to keep the present along with the future requirements of the company in mind.

Organizations have to recruit people with requisite skills, certifications and experience if they have to survive and flourish in a highly competitive environment.

Recruitment Definition

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

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

According to Plumbley, “Recruitment is a matching procedure and the capacities and inclinations of the candidates have to be matched versus the demand and benefits fundamental in an offered 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 task style is a phase about the design of the job profile and a clear contract in between the line supervisor and the HRM Function.

The Job Design is about the contract about the profile of the ideal job prospect and the contract about the skills and competencies, which are vital. The information collected can be utilized throughout other actions of the recruitment process to speed it up.

Opening Job Position

The Opening of the Job Position is typically the task of the HR Recruiter. Skilled and knowledgeable HR Recruiter ought to choose about the right mix of recruitment sources to find the very best prospects for the job position. This is another essential step in the recruitment procedure.

Collecting and Presenting Job Resumes

The next step is collecting of task resumes and their pre-selection. This step in the recruitment process is extremely important today as many companies lose a lot of time in this step.

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

Job Interviews

The job interviews are the main action in the recruitment process, which need to be clearly developed and concurred between HRM and line management.

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

Job Offer

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

Recruitment Techniques

Recruitment methods are the means or media by which management contacts potential staff members or offer essential info or exchange ideas or stimulate them to request jobs.

Recruitment methods are:

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

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

Direct Methods: These include sending travelling employers to academic and expert organizations and workers’ contacts with the general public.

( a) Campus Recruitment Nature of Recruitment

Recruitment involves the following features:

- Recruitment is the primary step of visit.

- It is a constant procedure.

- It is a procedure of identifying sources of human force, bring in and encouraging them to look for jobs in companies.

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

- It is a favorable process.

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

Purpose of Recruitment

- Finding out and establishing the source here required number and kind of staff members will be available.

- Developing ideal methods to bring in the desirable prospect.

- Employing the strategy to bring in employees.

- Stimulating as many candidates as possible and asking to make an application for jobs irrespective of the number of prospects needed 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 implies searching for sources of labor and promoting individuals to get tasks, whereas selection indicates picking of right type of people for various tasks.

- Recruitment is a favorable procedure whereas selection is an unfavorable procedure.

- It creates a big pool of candidates whereas choice leads to a screening of unsuitable prospects.

- Recruitment is a simple process, it includes contracting the different sources of labor whereas selection is a complex and lengthy process. The prospect needs to clear a variety of difficulties before they are chosen for a job.

Sources of Recruitment

A source from where candidates are recognized, drew 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 method consists of recruiting, developing and promoting the staff members from within the company. Internal recruitments are affordable, more reputable as the company understands the prospect’s skillset and knowledge and it likewise motivates the staff members and increases their dedication towards the company. Internal sourcing can be done in the following ways:

Transfers

A worker may be shifted from one job to another internally generally of the same level. The functions and obligations of the employees may change but not necessarily the income. This helps the staff members to get motivated and attempt something new, helps them break the uniformity of the old job and encourages them to grow by gaining more knowledge.

Promotions

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

Retired and Retrenched Employees

Retired and retrenched staff members might also be hired back in case there is high demand and shortage of supply in the industry or there is sudden increase in work load. These staff members are currently knowledgeable about the processes, procedures and culture of the company thus they show to be cost reliable.

In this case each worker of the company acts as a recruiter. The workers are motivated to suggest the names of their pals or family members working in other organizations. For this they are even rewarded monetarily.

The advantage of employee referral is that the potential candidate gets initially hand information about the job and company culture from the already working worker. Since he understands what he is entering into he is anticipated to remain longer in the organization. Also since the reliability of those who recommend is at stake, they tend to advise those who are extremely motivated and qualified.

Job Postings

The Company posts the current and expected vacancy on bulletin boards, electronic media and similar common portals. This offers an opportunity to the staff members to carry out profession shift and help them grow within the business.

Deceased and Disabled Employees

In order to make the households of the departed and handicapped employees self-sufficient their family members or dependents may be used a task in case of any job.

Advantage of Internal Sourcing

- Internal recruitment is less time consuming and employment affordable.

- It is trusted as the organization knows the staff member’s understanding and ability.

- There is no need of induction and training as the staff member is already mindful of the procedures, treatments and culture of the organization.

- It increases the inspiration level of the workers as they look forward to getting a higher job in the company instead of trying to find greener pastures outside.

- It enhances the morale of the staff members, enhances their relations with the company and reduces employee turnover.

- It develops the spirit of commitment in the staff members, ensures continuity of work and organizational stability.

Disadvantage of Internal Sourcing

- Internal sourcing avoids new members, originality and ingenious ideas from entering the company.

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

- 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 predisposition or partiality in a worker in the organization.

External Sources

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