
Completemarts
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Founded Date November 26, 1934
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Sectors Health Care
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Company Description
What is Recruitment?
Recruitment is the process of bring in and identifying a 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
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 important possessions of a company. The success or failure of a company is mostly based on the quality of individuals working therein. Without positive and innovative contributions from people, organizations can not advance and flourish.
In order to attain the objectives or perform the activities of an organization, therefore, we require to recruit people with requisite skills, qualifications and experience. While doing so, we need to keep the present in addition to the future requirements of the company in mind.
Organizations need to hire individuals with requisite abilities, qualifications and experience if they need to endure and flourish in a highly competitive environment.
Recruitment Definition
According to Edwin B Flippo, “Recruitment is the process of looking for prospective employees and stimulating them to request tasks in the organization”.
DeCenzo and Robbins specify it as “Recruitment is the process of finding potential candidates for real or expected organizational jobs. Or from another point of view, it is a connecting activity-bringing together those with tasks to fill and those looking for tasks.”
According to Plumbley, “Recruitment is a coordinating process and the capabilities and inclinations of the prospects need to be matched against the need and rewards intrinsic in a provided job or career pattern.”
Recruitment Process
The major actions of the recruitment procedure are mentioned as:
Job Design
Opening Job Position
Collecting and Presenting Job Resumes
Job Interviews
Job Offer
Job Design
Job design is the most fundamental part of the recruitment procedure. The job design is a phase about the design of the job profile and a clear contract between the line manager and the HRM Function.
The Job Design is about the arrangement about the profile of the ideal task prospect and the arrangement about the skills and competencies, which are essential. The info collected can be utilized during other actions of the recruitment process to speed it up.
Opening Job Position
The Opening of the Job Position is usually the task of the HR Recruiter. Skilled and knowledgeable HR Recruiter should decide about the right mix of recruitment sources to discover the best prospects for the job position. This is another key step in the recruitment process.
Collecting and Presenting Job Resumes
The next step is gathering of job resumes and their pre-selection. This step in the recruitment procedure is very essential today as lots of organizations lose a lot of time in this action.
Today, the organization can not wait with the pre-selection of the task resumes. Generally, this ought to be the last action done simply by the HRM Function.
Job Interviews
The task interviews are the main step in the recruitment procedure, which ought to be clearly created and concurred between HRM and line management.
The job interview ought to find the job candidate, who fulfills the requirements and fits best the business culture and the department.
Job Offer
The job offer is the last step of the recruitment process, 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 organization to join.
Recruitment Techniques
Recruitment methods are the methods or media by which management contacts prospective employees or provide necessary information or exchange ideas or stimulate them to look for tasks.
Recruitment strategies are:
Internal Methods: They are for hiring internal prospects. These include methods like:
( a) Promotion & Transfers
( b) Job Posting
( c) Employee Referrals
Direct Methods: These include sending out taking a trip employers to academic and expert organizations and workers’ contacts with the general public.
( a) Campus Recruitment
Nature of Recruitment
Recruitment involves the following functions:
– Recruitment is the primary step of consultation.
– It is a continuous process.
– It is a process of recognizing sources of human force, drawing in and employment inspiring them to request tasks in companies.
– It is an advancement workforce or to operate at the last phase.
– It is a positive procedure.
– It satisfies needs, both the present, and the future.
Purpose of Recruitment
– Discovering and establishing the source here required number and kind of staff members will be available.
– Developing appropriate strategies to draw in the desirable prospect.
– Employing the method to attract employees.
– Stimulating as numerous candidates as possible and asking to request tasks regardless of the variety of candidates required 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 searching for sources of labor and stimulating individuals to get jobs, whereas choice implies selecting of ideal sort of people for various tasks.
– Recruitment is a positive process whereas choice is an unfavorable procedure.
– It creates a big swimming pool of candidates whereas choice leads to a screening of inappropriate prospects.
– Recruitment is an easy process, it includes contracting the various sources of labor whereas selection is a complex and lengthy procedure. The prospect needs to clear a variety of obstacles before they are chosen for a task.
Sources of Recruitment
A source from where prospects are determined, attracted 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 approach consists of recruiting, developing and promoting the staff members from within the company. Internal recruitments are economical, more reputable as the company understands the candidate’s skillset and knowledge and it likewise inspires the staff members and increases their dedication towards the company. Internal sourcing can be done in the following methods:
Transfers
A worker might be shifted from one job to another internally usually of the exact same level. The roles and responsibilities of the employees may change however not necessarily the income. This assists the workers to get motivated and try something brand-new, assists them break the uniformity of the old job and encourages them to grow by acquiring more understanding.
Promotions
As recognition of their efficiency and experience the staff members are moved from a position to a greater position. There is a modification in their duties and obligations accompanied with a modification in wage and status. It assists the employee to grow vertically in the organization. It refrains him from leaving the company 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 industry or there is sudden boost in work load. These employees are already mindful of the procedures, treatments and culture of the organization thus they prove to be cost efficient.
In this case each employee of the company functions as a recruiter. The workers are encouraged to advise the names of their friends or relatives working in other organizations. For this they are even rewarded monetarily.
The advantage of staff member recommendation is that the possible prospect gets first hand information about the job and organization culture from the already working worker. Since he understands what he is entering he is expected to remain longer in the company. Also considering that the trustworthiness of those who advise is at stake, they tend to suggest those who are extremely encouraged and qualified.
Job Postings
The Company posts the existing and anticipated vacancy on bulletin boards, electronic media and similar typical portals. This offers a chance to the staff members to undertake career shift and assist them grow within the business.
Deceased and Disabled Employees
In order to make the families of the deceased and handicapped workers self-dependent their family members or dependents might be provided a job in case of any job.
Advantage of Internal Sourcing
– Internal recruitment is less time consuming and cost-effective.
– It is reputable as the company is mindful of the worker’s knowledge and capability.
– There is no need of induction and employment training as the employee is already aware of the processes, treatments and culture of the company.
– It increases the motivation level of the staff members as they eagerly anticipate getting a greater task in the organization rather of searching for greener pastures outside.
– It enhances the spirits of the staff members, improves their relations with the organization and lowers employee turnover.
– It develops the spirit of loyalty in the employees, ensures continuity of employment and organizational stability.
Disadvantage of Internal Sourcing
– Internal sourcing avoids new blood, originality and innovative concepts from going into the organization.
– The scope is restricted as not all the vacancies can be filled by the restricted pool of talent available in the organization.
– The position of the individual who is transferred or promoted falls uninhabited.
– It can develop dissatisfaction among the remainder of the workers as there can be bias or partiality in promoting an employee in the organization.
External Sources
New candidates are hired from outside the organization by various methods and techniques. It is more typically utilized than internal sources. External recruitments are helpful in getting abilities that are not had by the existing workers; it also assists to bring onboard workers from different backgrounds that get a diversity of concepts on the table.
Campus Recruitments
When companies remain in search of fresh skills and are focusing on understanding, interaction skill and talent than experience, they approach management colleges, technical institutes etc. The company makes a presentation about its company in order to bring in the trainees.
Whoever finds it matching with their career plans obtains the job. These candidates are then made to go through series of selection procedures like analytical and psychological tests, seminar, interviews and so on before the last selection is done.
Management Consultants
Management experts function as agents of the company. They carry out the recruitment function on behalf of the customer company by charging them costs or commissions. These experts have the ability to customize their services according to the particular needs of the clients therefore easing the line supervisors from their recruitment function.
Advertisements
This media of recruitment is incredibly popular and typically utilized as it reaches out a large range of people. It can also be targeted at a particular group or a particular geographic area by picking a specific newspaper, radio channel etc e.g Business journal.
In certain advertisements company name, task description and income packages are discussed. There are blind ads as well where no identification of the firm is offered. These advertisements are released mostly when the organization wants to fill an internal job or planning to displace an existing worker.
Trade Associations
There are associations that create a database of job applicants and supply it to its members during regional or nationwide conventions. They likewise publish classified advertisements for companies interested in hiring their members.
Walk in Interview
Another upcoming approach of recruitment is walk-in interviews. There is no time at all and conference schedule for each person. An advertisement regarding the time and the place of the interview is given up the newspaper. The candidates are needed to bring their CVs and directly stand for the interview. It is a really common mode of recruitment among BPOs and call centres.
Job Fairs
Job fairs are an efficient way of connecting with possible workers and prospects. There are HR hiring supervisors of numerous companies under one roofing. Information and company cards can be exchanged and resumes can be sent by the prospects.
Employers can find the ideal candidates, similarly the candidates can apply in numerous companies together, wherever they feel the offer is best and fits their interest.
Advantage of External Sourcing
– New and young blood enters the company, which have innovative concepts, brand-new methods that can help to stir up the existing workers.
– It offers a wider swimming pool for choice. Companies can get candidates with requisite certification.
– It creates a competitive environment as it assists the existing workers to work harder in order to match the standard that the new workers generate.
– It leads to long term advantages to the company. Talented swimming pools of individuals bring along with them new methods of working and new techniques to situations that helps the company to remain informed with the competitive world outside.
Disadvantage of External Sourcing
– It is a time consuming procedure as it involves drawing in the best prospects, evaluating them, going through a series of tests and interviews etc. When appropriate candidates are not offered this procedure needs to be duplicated once again and again.
– This procedure shows to be extremely costly for the company as the companies need to resort to advertisements, hiring experts etc for attracting the best swimming pool of talent.
– It can lower the morale and demotivate the existing workers as they can feel that their services have actually not been recognized.
– It is less trusted than internal sourcing. Since the companies employ prospects on the basis of their resumes, tests, interviews and so on they might not end up being as expected. It may end up employing somebody who ends up being a misfit and may not have the ability to change in the new established.
Alternatives to Recruitment
Recruitment and selection is a pricey and lengthy procedure. Moreover, it gets onboard long-term workers which are difficult to be separated in case they do not perform as per the requirement or if there is overstaffing due to less work due to market need changes.
Hence to eliminate back the short-term stages of high market demand for firm’s items, companies may turn to options to recruitment that are specified listed below:
Overtime.
Temporary Employees.
Sub-contracting.
Employee Leasing.
Outsourcing.
Overtime
In order to satisfy the additional need of the company’s products which result in excess workload, some employees are asked to work overtime under some terms and conditions. Overtime is the amount of time that someone works beyond the working hours.
In such a case staff member gets extra salaries as per the contract signed between the employee and the company. The drawback is that the employee may not work to his complete capacity throughout the day in order to make overtime.
Temporary Employees
A momentary worker is designated for a duration that does not last for long. It is to fill a short-term position which is scheduled to be terminated within several years for factors as the conclusion of a particular project or peak workload.
This assists the business in avoiding costs of recruitment, saves time involved, and help avoid the negative impact of labor turnover etc. However short-term employees might not be really devoted to the company, their lack of experience might impact the work output and they tend to take some time to adjust.
Sub-contracting
To complete a specific task or meet an unexpected short-term increase in the demand of the business’s products, the company might turn to subcontracting. It is the practice of appointing part of the commitments, jobs and obligations to another celebration under an agreement known as subcontractor.
Hiring an outside professional firm to undertake part of the work causes mutual advantages in such cases as the business want to broaden by itself just when the increased need lasts for a specific amount of time.
Employee Leasing
A staff member leasing firm specializes in recruitment, training, human resource management, payroll accounting and danger administration. The leasing company likewise takes care of the work guidance, day-to-day responsibilities and other regular elements of work.
For instance a nursing services firm hires numerous nurses and supplies them to health centers on an agreement basis. It offers an advantage to the company to alter its employees without actual layoffs.
Outsourcing
Under contracting out a business procedure is contracted out to a 3rd party, the reason behind outsourcing are numerous. It reduces the requirement to employ and train customized personnel as it is sourced out to someone concentrating on that location having the resources and knowledge that leads to competitive supremacy over time.
It also assists to decrease capital and business expenses and helps prevent challenging guidelines, high taxes, labour union contracts and so on.
Role Profiles for Recruitment Purposes
Role profiles, specify the overall purpose of the function, its reporting relationships and crucial result locations. They may also consist of the list of proficiencies needed. They may be technical (abilities and knowledge required to do a specific task) and behavioral proficiencies connected to the function.
The profile likewise includes the terms and conditions (pay, advantages, hours of work, movement, taking a trip, transfers, training, advancement and profession chances). The recruitment role offers the basis for person specification.
Person Specifications
A person requirements likewise called recruitment, task or workers specification is the important component on which the choice treatment is based. It is the amount total of education, training, experience, credentials a person has to perform the job designated to him.
When the task requirement have been defined, they ought to be classifications under ideal heads. The basic categories include credentials, technical and behavioural competencies.
There are also a variety of conventional schemes. The most popular include the seven-point plan developed by Alec Rodgers in 1952 and the five-point grading system developed by Munro Fraser in 1954. These offer specific headings under which attributes of a perfect candidate can be classified.
Seven Point Plan
– Physical comprise: Health, body, look, bearing and speech
– Attainments: Education, qualifications, experience
– General intelligence: Fundamental intellectual capacity
– Special aptitudes: Mechanical, manual mastery, center in usage of words or figures
– Interest: Social, intellectual, physically active, constructional
– Disposition: Acceptability, impact over others, steadiness, reliability, selfreliance
– Circumstances: Domestic circumstances, professions of household.
Five-fold Grading System
Effect on others: Physical cosmetics, appearance, employment speech and manner
Acquired knowledge or qualification: Education, employment training, work experience
Innate capabilities: Natural quickness of comprehension and ability for learning
Motivation: The kind of objectives set by the individual, his/her consistency and decision in following them up, and success in accomplishing them
Adjustment: Emotional stability, capability to stand up stress and ability to proceed with individuals.
Attracting Candidates
Attracting candidates is mostly a matter of determining, assessing and utilizing the most suitable sources of candidates. However, where suitable sources of recruitment are not there, then the analysis of elements adding to the recruitment in an organization requirement to be examined. Various aspects to be taken under consideration are as follows:
Internal Factors
– Company’s pay bundle
– Quality of Work Life
– Organizational culture
– Career planning & development
– Company’s size
– Company’s products/services
– Company’s development rate
– Role of trade union
– Cost of recruitment
– Company’s name & fame
External Factors
1. Socio-economic elements
2. Supply and demand factors
3. Employment rate
4. Labour market condition
5. Political, Legal & Govt. factors
6. Information System
Recruitment must be quick, but a careful procedure. A wrong relocation can have a dreadful effect on the endeavor. A couple of procedures can be required to minimize the negative impact. They are:
Brand Image Creation
Stating clear Definition of Employee Requirements
Applications Receiving Sources
Screening of Applications
Selection Process
Maintain a Prospect Pool
Recruitment Policy
Internal and External Sources
Human Resources Tutorial
( Click on Topic to Read)
Personnel Management
Human Resource Planning
Employee Induction
Kinds of Training
Importance of Training
Training Process
Personnel Accounting
Methods of Personnel Accounting
HR Audit
How to Create Training Program
What is Motivation?
Performance Appraisal
Performance Appraisal Process
Performance Appraisal Problems
Management by Objectives
360 Degree Performance Appraisal
What is Compensation?
Employee Discipline
What is Employee Grievance?
What is Collective Bargaining?
What is HRIS?
Competency Based Training
Human Resource Planning
Human Resource Planning Process
Human Resource Demand Forecasting
What is Personnel Development?
Methods of Performance Appraisal
What is Job Analysis?
What is Job Design?
Recruitment Meaning
Effective Recruiting
Selection Process
What is Employee Induction?
International Human Resource Management
Cross Cultural Theories
Dimensions of Culture
HRM Practices
International Selection Process
Expatriate Training
International Compensation
Personnel Development
Challenges of Human Resource Development
Methods of Human Resource Development
Steps for Designing HRD Intervention
Employee Orientation
Employee Socialization
Realistic Job Review
360 Degree Assessment
Employee Assistance Program
What is Coaching?
What is Mentoring?
Leadership Development
Management Development
Organisational Development
What is Planned Change
Kinds Of OD Interventions
What is Performance Management?
Performance Management System
Performance Planning
Competency Mapping
What is Performance Appraisal?
Employee Performance Monitoring
Performance Counselling
Performance Management and Reward
Ethics in Performance Management
Role of HR Professionals in Performance Management
What is Group?
Group Dynamics
Organisational Culture
Group Decision Making
Group Conflict
Diversity in the Workplace
Management Topics
What is Management?
Who Is a Manager?
Marketing CIs Management an Art or Science
Classical Management Approach
Planning in Management
Decision Making in Management
Organising in Management
What is Organisation Structure?
What is Departmentation?
What is Span of Control?
What is Authority?
What is Staffing?
What is Human Resource Planning?
What is Job Analysis?
What is Recruitment?
Modern and Others Schools of Management Thought
What is Selection?
What is Coordination?
What is Controlling?
What is Leadership?
What is Organisational Change?
Motivation in Management
Motivation Theories
Maslow’s Hierarchy of Needs
Herzberg Two Factor Theory
Mcclelland’s Needs Theory of Motivation
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