Recruitment is the procedure of bring in and determining a pool of candidates, from which some will be picked 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 important possessions of an organization. The success or failure of a company is mostly reliant on the caliber of the individuals working therein. Without positive and imaginative contributions from people, organizations can not progress and flourish.

In order to attain the goals or carry out the activities of an organization, therefore, we require to hire individuals with requisite skills, certifications and experience. While doing so, we have to keep today as well as the future requirements of the company in mind.

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

Recruitment Definition

According to Edwin B Flippo, "Recruitment is the process of browsing for prospective employees and stimulating them to get jobs in the organization".

DeCenzo and Robbins define it as "Recruitment is the process of discovering potential candidates for actual or expected organizational vacancies. Or from another perspective, it is a connecting activity-bringing together those with tasks to fill and those seeking tasks."

According to Plumbley, "Recruitment is a coordinating process and the capacities and inclinations of the candidates need to be matched against the demand and benefits intrinsic in a provided task or career pattern."

Recruitment Process

The major 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 crucial part of the recruitment process. The job design is a stage about the design of the task profile and a clear contract in between the line supervisor and the HRM Function.

The Job Design has to do with the agreement about the profile of the ideal job candidate and the agreement about the abilities and proficiencies, which are necessary. The information gathered can be used during other actions of the recruitment procedure to speed it up.

Opening Job Position

The Opening of the Job Position is typically the job of the HR Recruiter. Skilled and experienced HR Recruiter need to decide 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 process.

Collecting and Presenting Job Resumes

The next action is collecting of job resumes and their pre-selection. This step in the recruitment process is really important 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 need to be the last step done purely by the HRM Function.

Job Interviews

The task interviews are the primary step in the recruitment process, which must be clearly developed and agreed between HRM and line management.

The job interview ought to find the task candidate, who satisfies the requirements and fits finest the business culture and the department.

Job Offer

The task offer is the last step of the recruitment process, which is done by the HRM Function, it finalizes all the other steps and the winner of the job interviews gets the deal from the organization to sign up with.

Recruitment Techniques

Recruitment methods are the ways or media by which management contacts prospective workers or provide essential details or exchange ideas or promote them to look for tasks.

Recruitment strategies are:

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

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

Direct Methods: These include sending out travelling employers to academic and professional organizations and employees' contacts with the public.

( a) Campus Recruitment Nature of Recruitment

Recruitment includes the following features:

- Recruitment is the first step of visit.

- It is a continuous process.

- It is a process of determining sources of human force, drawing in and inspiring them to make an application for tasks in organizations.

- It is a development manpower 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 developing the source here required number and kind of workers will be offered.

- Developing ideal strategies to draw in the desirable candidate.

- Employing the strategy to attract staff members.

- Stimulating as lots of candidates as possible and asking them to request jobs irrespective of the number of candidates required in order to increase the selection ratio (i.e., variety of application per one job vacancy) due to lower yield ratio.

Difference Between Recruitment and Selection

- Recruitment suggests searching for sources of labor and stimulating people to look for jobs, whereas choice implies selecting of right kind of individuals for different jobs.

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

- It produces a big swimming pool of candidates whereas selection results in a screening of unsuitable candidates.

- Recruitment is a simple procedure, it involves contracting the different sources of labor whereas choice is a complex and time-consuming process. The candidate has to clear a number of obstacles before they are selected for a job.

Sources of Recruitment

A source from where prospects 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 method consists of recruiting, developing and promoting the workers from within the organization. Internal recruitments are affordable, more reputable as the organization is conscious of the prospect's skillset and understanding and it likewise motivates the staff members and increases their commitment towards the organization. Internal sourcing can be performed in the following methods:

Transfers

A staff member may be shifted from one job to another internally generally of the exact same level. The roles and obligations of the workers might change but not necessarily the income. This helps the workers to get encouraged and try something new, helps them break the uniformity of the old job and motivates them to grow by getting more understanding.

Promotions

As acknowledgment of their efficiency and experience the staff members are moved from a position to a greater position. There is a change in their tasks and obligations accompanied with a modification in income and status. It assists the worker to grow vertically in the organization. It refrains him from leaving the company for greener pastures.

Retired and Retrenched Employees

Retired and retrenched employees may likewise be hired back in case there is high need and shortage of supply in the market or there is unexpected boost in workload. These staff members are currently conscious of the processes, treatments and culture of the organization thus they show to be cost effective.

Employee Referrals

In this case each worker of the business serves as a recruiter. The employees are encouraged to suggest the names of their friends or relatives working in other companies. For this they are even rewarded monetarily.

The advantage of worker referral is that the potential prospect gets first hand info about the job and organization culture from the currently working worker. Since he knows what he is getting into he is expected to remain longer in the organization. Also given that the trustworthiness of those who suggest is at stake, they tend to advise those who are highly motivated and proficient.

Job Postings

The Company posts the present and anticipated job on publication boards, electronic media and comparable typical portals. This offers an opportunity to the workers to carry out career shift and assist them grow within the business.

Deceased and Disabled Employees

In order to make the households of the departed and disabled employees self-sufficient their family members or dependents might be offered a job in case of any vacancy.

Advantage of Internal Sourcing

- Internal recruitment is less time consuming and economical.

- It is trusted as the organization is aware of the staff member's knowledge and skill set.

- There is no need of induction and training as the employee is already aware of the procedures, treatments and culture of the organization.

- It increases the motivation level of the staff members as they eagerly anticipate getting a greater job in the company rather of trying to find greener pastures outside.

- It boosts the spirits of the staff members, improves their relations with the company and reduces employee turnover.

- It establishes the spirit of in the staff members, ensures continuity of employment and organizational stability.

Disadvantage of Internal Sourcing

- Internal sourcing prevents new members, creativity and ingenious concepts from going into the organization.

- The scope is restricted as not all the jobs can be filled by the limited swimming pool of skill offered in the organization.

- The position of the person who is moved or promoted falls uninhabited.

- 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 company.

External Sources

New prospects are recruited from outside the organization by various methods and approaches. It is more frequently used than internal sources. External recruitments are useful in acquiring skills that are not had by the existing staff members