Overview

  • Founded Date July 31, 1953
  • Sectors Restaurant / Food Services
  • Posted Jobs 0
  • Viewed 3
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Company Description

What is Recruitment?

Recruitment is the process of drawing in and identifying 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 crucial possessions of a company. The success or failure of a company is mainly depending on the quality of the people working therein. Without positive and imaginative contributions from people, organizations can not advance and succeed.

In order to attain the objectives or perform the activities of a company, for that reason, we need to hire individuals 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 have to recruit people with requisite skills, credentials and experience if they have to make it through and flourish in an extremely competitive environment.

Recruitment Definition

According to Edwin B Flippo, “Recruitment is the process of looking for potential workers and promoting them to look for jobs in the company”.

DeCenzo and Robbins define it as “Recruitment is the procedure of finding possible candidates for actual or anticipated organizational vacancies. Or from another point of view, it is a linking activity-bringing together those with jobs to fill and those looking for jobs.”

According to Plumbley, “Recruitment is a coordinating procedure and the capabilities and inclinations of the candidates have to be matched versus the need and benefits fundamental in a given task or career pattern.”

Recruitment Process

The significant steps of the recruitment procedure are stated 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 task design is a phase about the design of the job profile and a clear arrangement 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 contract about the skills and proficiencies, which are necessary. The details gathered can be used throughout other actions of the recruitment process to speed it up.

Opening Job Position

The Opening of the Job Position is normally the job of the HR Recruiter. Skilled and skilled HR Recruiter need to choose about the best mix of recruitment sources to find the best prospects for the task position. This is another key step in the recruitment process.

Collecting and Presenting Job Resumes

The next step is collecting of task resumes and their pre-selection. This action in the recruitment procedure is very crucial today as many 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 must be the last action done simply by the HRM Function.

Job Interviews

The job interviews are the primary action in the recruitment process, which must be plainly developed and agreed between HRM and line management.

The task interview need to find the job 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 process, which is done by the HRM Function, it settles all the other steps and the winner of the job interviews gets the offer from the organization to join.

Recruitment Techniques

Recruitment methods are the methods or media by which management contacts prospective staff members or offer essential details or exchange ideas or promote them to get tasks.

Recruitment strategies are:

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

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

Direct Methods: These include sending out taking a trip recruiters to academic and expert organizations and employees’ contacts with the general public.

( a) Campus Recruitment
Nature of Recruitment

Recruitment involves the following functions:

– Recruitment is the primary step of visit.

– It is a constant procedure.

– It is a procedure of determining sources of human force, bring in and encouraging them to make an application for tasks in companies.

– It is a development workforce or to operate at the last phase.

– It is a favorable procedure.

– It satisfies requirements, both the present, and the future.

Purpose of Recruitment

– Learning and developing the source here needed number and kind of staff members will be offered.

appropriate techniques to bring in the desirable prospect.

– Employing the technique to attract employees.

– Stimulating as lots of prospects as possible and asking to apply for tasks regardless of the variety of prospects required 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 means browsing for sources of labor and stimulating people to request jobs, whereas choice means selecting of right type of people for various jobs.

– Recruitment is a positive process whereas selection is an unfavorable procedure.

– It creates a big pool of candidates whereas choice results in a screening of unsuitable 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 hurdles before they are chosen for a job.

Sources of Recruitment

A source from where prospects 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-efficient, more reliable as the company knows the candidate’s skillset and understanding and it also inspires the staff members and increases their dedication towards the company. Internal sourcing can be performed in the following methods:

Transfers

A worker might be shifted from one job to another internally generally of the exact same level. The roles and responsibilities of the staff members may alter but not necessarily the salary. This helps the workers to get encouraged and try something new, helps them break the uniformity of the old task and motivates them to grow by gaining more understanding.

Promotions

As recognition of their effectiveness and experience the employees are moved from a position to a higher position. There is a change in their duties and duties accompanied with a modification in salary and status. It helps the employee 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 likewise be recruited back in case there is high need and scarcity of supply in the market or there is sudden increase in workload. These staff members are currently familiar with the procedures, treatments and culture of the organization thus they show to be cost effective.

In this case each staff member of the business acts as a recruiter. The employees are motivated to advise the names of their pals or loved ones operating in other organizations. For this they are even rewarded monetarily.

The advantage of staff member referral is that the possible candidate gets first hand information about the task and organization culture from the already working worker. Since he understands what he is getting into he is anticipated to remain longer in the company. Also because the credibility of those who suggest is at stake, they tend to advise those who are highly motivated and competent.

Job Postings

The Company posts the existing and predicted job on bulletin board system, electronic media and similar common portals. This provides an opportunity to the workers 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 staff members self-dependent their loved ones or dependents may be provided a task in case of any vacancy.

Advantage of Internal Sourcing

– Internal recruitment is less time consuming and economical.

– It is reputable as the company understands the worker’s knowledge and ability.

– There is no need of induction and training as the employee is currently knowledgeable about the processes, procedures and culture of the company.

– It increases the inspiration level of the workers as they look forward to getting a higher task in the organization rather of searching for greener pastures outside.

– It improves the spirits of the staff members, improves their relations with the organization and lowers employee turnover.

– It develops the spirit of loyalty in the staff members, ensures connection of work and organizational stability.

Disadvantage of Internal Sourcing

– Internal sourcing prevents new members, originality and innovative concepts from getting in the company.

– The scope is restricted as not all the vacancies can be filled by the minimal swimming pool of skill offered in the company.

– The position of the person who is transferred or promoted falls uninhabited.

– It can develop discontentment among the rest of the workers as there can be predisposition or partiality in promoting a staff member in the organization.

External Sources

New prospects are recruited from outside the organization by various means and methods. It is more commonly used than internal sources. External recruitments are handy in obtaining abilities that are not had by the existing staff members; it also helps to bring onboard staff members from various backgrounds that get a variety of ideas on the table.

Campus Recruitments

When business are in search of fresh talents and are concentrating on understanding, interaction skill and skill than experience, they approach management colleges, technical institutes etc. The business makes a presentation about its company in order to attract the students.

Whoever discovers it matching with their career strategies makes an application for the task. These applicants are then made to go through series of choice procedures like analytical and mental tests, seminar, interviews etc before the last selection is done.

Management Consultants

Management specialists act as representatives of the company. They perform the recruitment function on behalf of the client business by charging them costs or commissions. These consultants are able to customize their services according to the specific requirements of the customers thus eliminating the line supervisors from their recruitment function.

Advertisements

This media of recruitment is popular and frequently used as it reaches out a large variety of individuals. It can also be targeted at a particular group or a specific geographical area by choosing a particular newspaper, radio channel and so on e.g Business journal.

In certain ads company name, job description and income bundles are pointed out. There are blind ads too where no identification of the firm is provided. These ads are released primarily when the company wants to fill an internal vacancy or preparing to displace an existing worker.

Trade Associations

There are associations that produce a database of task hunters and offer it to its members during local or nationwide conventions. They likewise publish classified ads for companies thinking about hiring their members.

Walk in Interview

Another upcoming technique of recruitment is walk-in interviews. There is no time at all and conference schedule for each person. An advertisement relating to the time and the location of the interview is given up the paper. The prospects are required to bring their CVs and straight stand for the interview. It is a really typical mode of recruitment amongst BPOs and call centres.

Job Fairs

Job fairs are a reliable method of connecting with prospective staff members and candidates. There are HR hiring supervisors of various business under one roofing. Information and company cards can be exchanged and resumes can be sent by the prospects.

Employers can find the right applicants, similarly the applicants can use in lots of organizations together, anywhere they feel the deal is best and matches their interest.

Advantage of External Sourcing

– New and young blood goes into the organization, which have ingenious concepts, new approaches that can help to stimulate the existing staff members.

– It uses a wider pool for choice. Companies can get prospects with requisite credentials.

– It creates a competitive environment as it helps the existing employees to work harder in order to match the standard that the new employees generate.

– It results in long term advantages to the organization. Talented swimming pools of people bring along with them brand-new techniques of working and new methods to circumstances that assists the organization to stay informed with the competitive world exterior.

Disadvantage of External Sourcing

– It is a time consuming process as it involves attracting the best prospects, screening them, going through a series of tests and interviews and so on. When suitable candidates are not available this process needs to be repeated again and once again.

– This process shows to be really pricey for the company as the business need to turn to ads, employing experts etc for attracting the best swimming pool of skill.

– It can decrease the spirits and demotivate the existing employees as they can feel that their services have actually not been recognized.

– It is less trusted than internal sourcing. Since the organizations employ prospects on the basis of their resumes, tests, interviews etc they might not end up being as expected. It may wind up employing someone who winds up being a misfit and may not be able to change in the new set up.

Alternatives to Recruitment

Recruitment and selection is a costly and lengthy process. Moreover, it gets onboard irreversible workers which are tough 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 demand variations.

Hence to eliminate back the momentary stages of high market need for company’s products, companies might resort to alternatives to recruitment that are specified listed below:

Overtime.
Temporary Employees.
Sub-contracting.
Employee Leasing.
Outsourcing.
Overtime

In order to satisfy the extra demand of the firm’s items which cause excess work load, some staff members are asked to work overtime under some terms and conditions. Overtime is the amount of time that somebody works beyond the working hours.

In such a case staff member gets extra earnings based on the agreement signed between the employee and the employer. The drawback is that the worker might not work to his complete capacity throughout the day in order to make overtime.

Temporary Employees

A short-term worker is designated for a duration that does not last for long. It is to fill a short-term position which is set up to be terminated within several years for reasons as the completion of a particular job or peak workload.

This assists the business in preventing expenditures of recruitment, conserves time involved, and help prevent the unfavorable impact of labor turnover etc. However short-term employees might not be really faithful to the company, their lack of experience might impact the work output and they tend to require time to adjust.

Sub-contracting

To finish a specific project or meet an unexpected short-term boost in the demand of the company’s items, the company may resort to subcontracting. It is the practice of designating part of the obligations, tasks and responsibilities to another celebration under an agreement known as subcontractor.

Hiring an outside specialist company to undertake part of the work leads to mutual benefits in such cases as the business wish to broaden on its own only when the increased need lasts for a specific amount of time.

Employee Leasing

An employee leasing company specializes in recruitment, training, human resource management, payroll accounting and risk administration. The leasing firm likewise looks after the work supervision, day-to-day responsibilities and other regular aspects of work.

For example a nursing services firm hires numerous nurses and supplies them to hospitals on a contract basis. It provides a benefit to the company to alter its employees without actual layoffs.

Outsourcing

Under outsourcing a company process is contracted out to a 3rd party, the factor behind outsourcing are numerous. It minimizes the need to hire and train specialized staff as it is sourced out to somebody specializing in that area having the resources and know-how that leads to competitive supremacy over time.

It likewise helps to lower capital and business expenses and helps prevent burdensome policies, high taxes, labour union contracts etc.

Role Profiles for Recruitment Purposes

Role profiles, define the overall purpose of the function, its reporting relationships and key outcome areas. They might likewise include the list of competencies needed. They might be technical (skills and knowledge required to do a particular job) and behavioral competencies connected to the function.

The profile likewise includes the conditions (pay, benefits, hours of work, mobility, travelling, transfers, training, advancement and career chances). The recruitment function provides the basis for individual specification.

Person Specifications

A person specification also called recruitment, job or workers specification is the essential component on which the choice treatment is based. It is the sum overall of education, training, experience, certification a person needs to perform the job designated to him.

When the task requirement have actually been defined, they must be categories under ideal heads. The basic categories consist of credentials, technical and behavioural competencies.

There are also a number of traditional schemes. The most popular consist of the seven-point plan established by Alec Rodgers in 1952 and the five-point grading system developed by Munro Fraser in 1954. These offer certain headings under which attributes of an ideal candidate can be categorized.

Seven Point Plan

– Physical make up: Health, physique, appearance, bearing and speech

– Attainments: Education, certifications, experience

– General intelligence: Fundamental intellectual capacity

– Special abilities: Mechanical, manual mastery, center in use 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, look, speech and manner

Acquired knowledge or credentials: Education, vocational training, work experience

Innate abilities: Natural quickness of comprehension and aptitude for discovering

Motivation: The type of objectives set by the person, his or her consistency and determination in following them up, referall.us and success in achieving them

Adjustment: Emotional stability, ability to stand tension and capability to get on with people.

Attracting Candidates

Attracting candidates is primarily a matter of identifying, examining and utilizing the most suitable sources of candidates. However, where ideal sources of recruitment are not there, then the analysis of aspects contributing to the recruitment in an organization need to be analyzed. Various aspects to be taken under consideration are as follows:

Internal Factors

– Company’s pay plan
– Quality of Work Life
– Organizational culture
– Career preparing & development
– Company’s size
– Company’s products/services
– Company’s growth rate
– Role of trade union
– Cost of recruitment
– Company’s name & fame

External Factors

1. Socio-economic aspects
2. Supply and need elements
3. Employment rate
4. Labour market condition
5. Political, Legal & Govt. elements
6. Information System

Recruitment needs to be rapid, but a careful process. An incorrect relocation can have a dreadful effect on the undertaking. A few steps can be required to decrease the unfavorable effect. 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

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Human Resource Management

Personnel Planning

Employee Induction

Types of Training

Importance of Training

Training Process

Human Resource Accounting

Methods of Human Resource 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
Personnel Planning

Human Resource Planning Process

Personnel Demand Forecasting

What is Human Resource Development?

Methods of Performance Appraisal
What is Job Analysis?

What is Job Design?

Recruitment Meaning

Effective Recruiting

Selection Process

What is Employee Induction?
International Personnel Management

Cross Cultural Theories

Dimensions of Culture

HRM Practices
International Selection Process

Expatriate Training

International Compensation
Personnel Development

Challenges of Personnel Development

Methods of Personnel 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

Types 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 Supervisor?

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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