Recruitment is the procedure of drawing in and recognizing a pool of candidates, from which some will be chosen 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


Personnels are the most essential properties of an organization. The success or failure of an organization is largely depending on the caliber of individuals working therein. Without positive and imaginative contributions from people, organizations can not advance and succeed.

In order to accomplish the goals or perform the activities of a company, therefore, we need to hire people with requisite skills, qualifications and experience. While doing so, we need to keep the present along with the future requirements of the company in mind.

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

Recruitment Definition

According to Edwin B Flippo, “Recruitment is the process of browsing for potential workers and promoting them to make an application for tasks in the company”.

DeCenzo and Robbins specify it as “Recruitment is the procedure of finding potential candidates for actual or anticipated 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 matching process and the capacities and inclinations of the prospects have to be matched versus the demand and rewards intrinsic in a given task or profession 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 design is the most essential part of the recruitment procedure. The task style is a stage about the design of the job profile and a clear agreement between the line supervisor and the HRM Function.

The Job Design is about the arrangement about the profile of the ideal task prospect and the contract about the skills and proficiencies, which are essential. The information collected can be used during other actions of the recruitment procedure to speed it up.

Opening Job Position

The Opening of the Job Position is generally the job of the HR Recruiter. Skilled and knowledgeable HR Recruiter must choose about the ideal mix of recruitment sources to discover the very 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 task resumes and their pre-selection. This step in the recruitment procedure is really important today as numerous organizations lose a great deal of time in this step.

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

Job Interviews

The task interviews are the main step in the recruitment procedure, which should be clearly created and concurred between HRM and line management.

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

Job Offer

The task deal 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 company to sign up with.

Recruitment Techniques

Recruitment methods are the methods or media by which management contacts prospective staff members or supply needed info or exchange ideas or promote them to obtain tasks.

Recruitment techniques are:

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

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

Direct Methods: These consist of sending travelling recruiters to academic and expert organizations and staff members’ contacts with the general public.

( a) Campus Recruitment Nature of Recruitment

Recruitment includes the following functions:

- Recruitment is the initial step of appointment.

- It is a constant procedure.

- It is a process of recognizing sources of human force, attracting and inspiring them to obtain tasks in companies.

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

- It is a favorable procedure.

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

Purpose of Recruitment

- Learning and establishing the source here needed number and type of staff members will be offered.

- Developing appropriate methods to attract the desirable prospect.

- Employing the technique to draw in workers.

- Stimulating as lots of prospects as possible and inquiring to get tasks irrespective of the number of candidates needed in order to increase the choice ratio (i.e., variety of application per one job vacancy) due to lower yield ratio.

Difference Between Recruitment and Selection

- Recruitment indicates searching for sources of labor and stimulating people to obtain tasks, whereas selection implies selecting of ideal type of individuals for different jobs.

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

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

- Recruitment is a basic procedure, it includes contracting the numerous sources of labor whereas choice is a complex and lengthy procedure. The candidate has to clear a variety of obstacles before they are picked for a task.

Sources of Recruitment

A source from where candidates are determined, attracted and chose 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 technique consists of recruiting, establishing and promoting the staff members from within the company. Internal recruitments are cost-effective, more dependable as the company is aware of the prospect’s skillset and knowledge and it also motivates the workers and increases their commitment towards the company. Internal sourcing can be done in the following methods:

Transfers

An employee may be shifted from one task to another internally normally of the same level. The functions and duties of the workers may alter however not always the salary. This assists the staff members to get encouraged and attempt something new, assists them break the dullness of the old task and motivates them to grow by gaining more knowledge.

Promotions

As acknowledgment of their effectiveness and experience the employees are moved from a position to a higher position. There is a change in their duties and obligations accompanied with a modification in income and status. It helps the worker to grow vertically in the company. It refrains him from leaving the business for greener pastures.

Retired and Retrenched Employees

Retired and retrenched workers may likewise be hired back in case there is high need and lack of supply in the market or there is abrupt boost in workload. These employees are currently familiar with the processes, treatments and culture of the organization thus they show to be cost effective.

In this case each employee of the company functions as an employer. The employees are motivated to advise the names of their buddies or relatives working in other companies. For this they are even rewarded monetarily.

The advantage of worker recommendation is that the potential candidate gets first hand details about the task and organization culture from the currently working staff member. Since he knows what he is entering he is expected to stay longer in the organization. Also considering that the trustworthiness of those who recommend is at stake, they tend to suggest those who are highly inspired and skilled.

Job Postings

The Company posts the present and predicted job on publication boards, electronic media and similar common websites. This gives an opportunity to the staff members to carry out profession shift and help them grow within the company.

Deceased and Disabled Employees

In order to make the families of the deceased and handicapped staff members self-sufficient their loved ones 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 organization understands the staff member’s understanding and ability set.

- There is no need of induction and training as the staff member is already knowledgeable about the procedures, procedures and culture of the company.

- It increases the inspiration level of the staff members as they anticipate getting a greater task in the organization rather of trying to find greener pastures outside.

- It boosts the morale of the workers, enhances their relations with the organization and decreases worker turnover.

- It develops the spirit of commitment in the workers, guarantees connection of work and organizational stability.

Disadvantage of Internal Sourcing

- Internal sourcing prevents new members, creativity and innovative concepts from getting in the organization.

- The scope is limited as not all the jobs can be filled by the limited pool of talent available in the company.

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

- It can develop dissatisfaction among the rest of the staff members as there can be bias or partiality in promoting a staff member in the organization.

External Sources

New candidates are hired from outside the organization by different methods and techniques. It is more typically utilized than internal sources. External recruitments are handy in obtaining skills that are not had by the present staff members