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Founded Date September 18, 1903
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Sectors Telecom
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Company Description
What is Recruitment?
Recruitment is the procedure of attracting and recognizing a pool of prospects, 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
Human resources are the most crucial possessions of a company. The success or failure of a company is mostly depending on the quality of individuals working therein. Without favorable and imaginative contributions from individuals, companies can not progress and prosper.
In order to achieve the goals or carry out the activities of an organization, therefore, we need to hire people with requisite abilities, credentials and experience. While doing so, we need to keep today along with the future requirements of the organization in mind.
Organizations have to recruit individuals with requisite skills, qualifications and experience if they have to survive and thrive in a highly competitive environment.
Recruitment Definition
According to Edwin B Flippo, “Recruitment is the process of looking for potential workers and stimulating them to request tasks in the organization”.
DeCenzo and Robbins define it as “Recruitment is the procedure of discovering potential prospects for actual or expected organizational jobs. Or from another perspective, it is a connecting activity-bringing together those with jobs to fill and those looking for jobs.”
According to Plumbley, “Recruitment is a matching process and the capabilities and inclinations of the prospects need to be matched against the need and rewards intrinsic in a provided 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 vital part of the recruitment process. The job style is a phase about the style of the task profile and a clear contract between the line manager and the HRM Function.
The Job Design has to do with the contract about the profile of the perfect task candidate and the contract about the skills and proficiencies, which are necessary. The information collected can be used throughout other steps of the recruitment procedure 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 best mix of recruitment sources to find the very best candidates for the job position. This is another essential step in the recruitment process.
Collecting and Presenting Job Resumes
The next action is collecting of job resumes and their pre-selection. This step in the recruitment procedure is really essential today as many organizations lose a lot of time in this step.
Today, the company can not wait with the pre-selection of the task resumes. Generally, this need to be the last step done purely by the .
Job Interviews
The task interviews are the main action in the recruitment procedure, which ought to be plainly developed and concurred between HRM and line management.
The task interview ought to find the task candidate, who meets the requirements and fits best the corporate culture and the department.
Job Offer
The job deal is the last step of the recruitment procedure, which is done by the HRM Function, it finalizes all the other actions and the winner of the job interviews gets the offer from the company to sign up with.
Recruitment Techniques
Recruitment methods are the ways or media by which management contacts prospective staff members or supply needed details or exchange ideas or stimulate them to get jobs.
Recruitment strategies are:
Internal Methods: They are for hiring internal prospects. These consist of techniques like:
( a) Promotion & Transfers
( b) Job Posting
( c) Employee Referrals
Direct Methods: These include sending taking a trip employers to educational and expert institutions and employees’ contacts with the public.
( a) Campus Recruitment
Nature of Recruitment
Recruitment includes the following functions:
– Recruitment is the very first step of visit.
– It is a continuous process.
– It is a procedure of recognizing sources of human force, drawing in and motivating them to request tasks in organizations.
– It is an advancement workforce or to work at the last phase.
– It is a positive process.
– It fulfills requirements, both the present, and the future.
Purpose of Recruitment
– Learning and establishing the source here needed number and type of employees will be readily available.
– Developing suitable techniques to bring in the desirable prospect.
– Employing the strategy to draw in workers.
– Stimulating as lots of candidates as possible and asking to look for tasks irrespective of the variety of candidates 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 suggests browsing for sources of labor and promoting people to make an application for jobs, whereas choice means picking of right type of people for various jobs.
– Recruitment is a favorable procedure whereas choice is a negative process.
– It produces a large pool of applicants whereas choice results in a screening of inappropriate candidates.
– Recruitment is a simple 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 selected for a task.
Sources of Recruitment
A source from where candidates are identified, brought in and chose 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 technique includes recruiting, developing and promoting the employees from within the organization. Internal recruitments are cost-efficient, more reliable as the company knows the prospect’s skillset and understanding and it also inspires the workers and employment increases their commitment towards the organization. Internal sourcing can be performed in the following ways:
Transfers
An employee might be shifted from one job to another internally typically of the same level. The functions and duties of the workers might alter but not always the income. This assists the workers to get encouraged 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 effectiveness and experience the staff members are moved from a position to a higher position. There is a change in their tasks and responsibilities accompanied with a change in income and status. It assists the employee to grow vertically in the organization. It refrains him from leaving the business for greener pastures.
Retired and Retrenched Employees
Retired and retrenched workers might likewise be hired back in case there is high demand and lack of supply in the industry or there is sudden boost in work load. These workers are already knowledgeable about the procedures, treatments and culture of the organization hence they show to be cost reliable.
In this case each staff member of the business serves as an employer. The staff members are encouraged to recommend the names of their friends or relatives working in other organizations. For this they are even rewarded monetarily.
The benefit of employee referral is that the potential candidate gets first hand information about the task and organization culture from the currently working staff member. Since he knows what he is getting into he is anticipated to remain longer in the organization. Also because the credibility of those who recommend is at stake, they tend to recommend those who are extremely motivated and skilled.
Job Postings
The Company posts the present and anticipated job on bulletin board system, electronic media and similar typical websites. This provides a chance to the staff members to undertake profession shift and assist them grow within the company.
Deceased and Disabled Employees
In order to make the families of the departed and handicapped staff members self-dependent their loved ones or dependents may be offered a job in case of any vacancy.
Advantage of Internal Sourcing
– Internal recruitment is less time consuming and economical.
– It is trustworthy as the company is aware of the staff member’s knowledge and ability.
– There is no requirement of induction and training as the employee is currently conscious of the procedures, treatments and culture of the organization.
– It increases the motivation level of the workers as they anticipate getting a higher task in the company rather of looking for greener pastures outside.
– It enhances the spirits of the workers, enhances their relations with the company and reduces employee turnover.
– It establishes the spirit of loyalty in the employees, ensures connection of employment and organizational stability.
Disadvantage of Internal Sourcing
– Internal sourcing prevents new members, originality and innovative ideas from entering the company.
– The scope is limited as not all the vacancies can be filled by the limited swimming pool of talent readily available in the company.
– The position of the individual who is moved or promoted falls vacant.
– It can create discontentment amongst the rest of the employees as there can be bias or partiality in promoting a staff member in the organization.
External Sources
New prospects are recruited from outside the company by various ways and approaches. It is more typically used than internal sources. External recruitments are valuable in getting skills that are not had by the existing staff members; it also helps to bring onboard workers from different backgrounds that get a variety of concepts on the table.
Campus Recruitments
When business are in search of fresh skills and are focusing on understanding, communication ability and talent than experience, they approach management colleges, technical institutes etc. The company makes a presentation about its organization in order to draw in the trainees.
Whoever discovers it matching with their profession strategies looks for employment the job. These applicants are then made to go through series of choice procedures like analytical and mental tests, group discussions, interviews etc before the last choice is done.
Management Consultants
Management specialists serve as representatives of the employer. They carry out the recruitment function on behalf of the client company by charging them charges or commissions. These experts have the ability to tailor their services according to the particular requirements of the clients hence alleviating the line supervisors from their recruitment function.
Advertisements
This media of recruitment is preferred and typically utilized as it reaches out a wide variety of individuals. It can likewise be targeted at a particular group or a particular geographical area by picking a particular newspaper, radio channel and employment so on e.g Business journal.
In certain advertisements company name, job description and salary packages are pointed out. There are blind ads also where no identification of the firm is provided. These ads are released mainly when the company wishes to fill an internal job or preparing to displace an existing staff member.
Trade Associations
There are associations that produce a database of job hunters and offer it to its members during local or national conventions. They also release classified advertisements for companies interested in hiring their members.
Walk in Interview
Another upcoming method of recruitment is walk-in interviews. There is no time and conference schedule for each person. An advertisement regarding the time and employment the place of the interview is given in the newspaper. The prospects are required to bring their CVs and straight stand for the interview. It is a really common mode of recruitment among BPOs and call centres.
Job Fairs
Job fairs are an efficient method of getting in touch with prospective staff members and candidates. There are HR hiring managers of numerous business under one roofing system. Information and service cards can be exchanged and resumes can be sent by the candidates.
Employers can find the ideal applicants, similarly the candidates can use in many organizations together, wherever they feel the offer is best and suits their interest.
Advantage of External Sourcing
– New and young blood goes into the company, which have innovative concepts, new techniques that can assist to stimulate the existing staff members.
– It offers a broader pool for selection. Companies can get candidates with requisite credentials.
– It creates a competitive environment as it assists the existing workers to work harder in order to match the standard that the brand-new staff members bring in.
– It results in long term benefits to the company. Talented pools of individuals bring in addition to them brand-new methods of working and brand-new techniques to circumstances that helps the company to stay abreast with the competitive world outside.
Disadvantage of External Sourcing
– It is a time consuming procedure as it includes drawing in the ideal candidates, screening them, going through a series of tests and interviews and so on. When ideal candidates are not available this process needs to be duplicated once again and again.
– This process proves to be extremely pricey for the organization as the business need to resort to ads, hiring specialists and so on for drawing in the right pool of talent.
– It can decrease the morale and demotivate the existing workers as they can feel that their services have not been acknowledged.
– It is less reputable than internal sourcing. Since the organizations hire candidates on the basis of their resumes, tests, interviews and so on they might not end up being as anticipated. It may wind up working with somebody who ends up being a misfit and might not be able to adjust in the new set up.
Alternatives to Recruitment
Recruitment and selection is an expensive and lengthy process. Moreover, it gets onboard long-term employees which are hard to be separated in case they do not carry out based on the requirement or if there is overstaffing due to less work due to market need fluctuations.
Hence to combat back the momentary phases of high market demand for firm’s items, companies might resort to options to recruitment that are mentioned listed below:
Overtime.
Temporary Employees.
Sub-contracting.
Employee Leasing.
Outsourcing.
Overtime
In order to fulfill the additional need of the firm’s products which result in excess work load, 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 employee gets additional salaries based on the agreement signed in between the staff member and the employer. The drawback is that the worker may not work to his full potential throughout the day in order to earn overtime.
Temporary Employees
A short-lived employee is designated for a period that does not last for long. It is to fill a short term position which is set up to be terminated within one or more years for factors as the conclusion of a particular job or peak work.
This assists the company in avoiding costs of recruitment, conserves time involved, and help avoid the unfavorable impact of labor turnover etc. However momentary staff members may not be very devoted to the business, their inexperience might affect the work output and they tend to take some time to adjust.
Sub-contracting
To finish a specific task or satisfy an unexpected momentary increase in the need of the company’s items, the business may resort to subcontracting. It is the practice of designating part of the responsibilities, jobs and obligations to another party under an agreement called subcontractor.
Hiring an outside specialist firm to carry out part of the work leads to mutual advantages in such cases as the company want to broaden on its own just when the increased demand lasts for a given period of time.
Employee Leasing
A staff member leasing company concentrates on recruitment, training, personnel management, payroll accounting and threat administration. The leasing firm also looks after the work supervision, everyday duties and other routine aspects of work.
For example a nursing services firm employs numerous nurses and offers them to medical facilities on an agreement basis. It provides an advantage to the company to alter its workers without actual layoffs.
Outsourcing
Under outsourcing a company procedure is contracted out to a 3rd party, the reason behind outsourcing are lots of. It lowers the need to work with and train specialized personnel as it is sourced out to someone focusing on that location having the resources and expertise that results in competitive superiority with time.
It likewise assists to lower capital and business expenses and helps avoid troublesome regulations, high taxes, labour union contracts etc.
Role Profiles for Recruitment Purposes
Role profiles, define the total purpose of the role, its reporting relationships and employment key outcome locations. They may likewise include the list of proficiencies needed. They might be technical (skills and understanding needed to do a particular job) and behavioral proficiencies connected to the function.
The profile likewise includes the terms and conditions (pay, advantages, hours of work, movement, travelling, transfers, training, advancement and career chances). The recruitment function provides the basis for person specification.
Person Specifications
A person requirements likewise called recruitment, job or workers requirements is the vital element on which the selection procedure is based. It is the amount total of education, training, experience, qualification an individual needs to carry out the task designated to him.
When the job requirement have been defined, they need to be classifications under appropriate heads. The fundamental classifications include qualification, technical and behavioural proficiencies.
There are likewise a number of conventional plans. The most popular include the seven-point plan developed by Alec Rodgers in 1952 and the five-point grading system established by Munro Fraser in 1954. These provide specific headings under which attributes of an ideal candidate can be classified.
Seven Point Plan
– Physical make up: Health, body, appearance, bearing and speech
– Attainments: Education, certifications, experience
– General intelligence: Fundamental intellectual capability
– Special aptitudes: Mechanical, manual mastery, facility in use of words or figures
– Interest: Social, intellectual, physically active, constructional
– Disposition: Acceptability, impact over others, steadiness, dependability, selfreliance
– Circumstances: Domestic scenarios, occupations of household.
Five-fold Grading System
Influence on others: Physical make-up, look, speech and manner
Acquired knowledge or qualification: Education, occupation training, work experience
Innate capabilities: Natural quickness of understanding and aptitude for finding out
Motivation: The sort of goals set by the person, his or her consistency and decision in following them up, employment and success in achieving them
Adjustment: Emotional stability, ability to stand up tension and ability to proceed with individuals.
Attracting Candidates
Attracting prospects is mainly a matter of determining, evaluating and utilizing the most proper sources of candidates. However, where suitable sources of recruitment are not there, then the analysis of aspects adding to the recruitment in an organization need to be evaluated. Various elements 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 & popularity
External Factors
1. Socio-economic factors
2. Supply and need aspects
3. Employment rate
4. Labour market condition
5. Political, Legal & Govt. factors
6. Information System
Recruitment should be fast, however a careful procedure. An incorrect move can have a dreadful influence on the endeavor. A couple of procedures can be required to lower the negative impact. They are:
Brand Image Creation
Stating clear Definition of Employee Requirements
Applications Receiving Sources
Screening of Applications
Selection Process
Maintain a Candidate Pool
Recruitment Policy
Internal and External Sources
Human Resources Tutorial
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Personnel Planning
Employee Induction
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Importance of Training
Training Process
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Methods of Human Resource Accounting
HR Audit
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Methods of Performance Appraisal
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Effective Recruiting
Selection Process
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Dimensions of Culture
HRM Practices
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