Recruitment is the process of bring in and recognizing a swimming 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 essential properties of an organization. The success or failure of an organization is mostly based on the quality of the people working therein. Without favorable and innovative contributions from individuals, companies can not progress and prosper.

In order to attain the objectives or carry out the activities of an organization, for that reason, we need to recruit people with requisite abilities, certifications and experience. While doing so, we need to keep the present in addition to the future requirements of the organization in mind.

Organizations have to hire people with requisite skills, certifications and experience if they need to endure and thrive in a highly competitive environment.

Recruitment Definition

According to Edwin B Flippo, "Recruitment is the procedure of searching for prospective staff members and stimulating them to make an application for tasks in the organization".

DeCenzo and Robbins define it as "Recruitment is the procedure of discovering prospective prospects for actual or awaited organizational jobs. Or from another perspective, it is a linking activity-bringing together those with tasks to fill and those seeking tasks."

According to Plumbley, "Recruitment is a coordinating procedure and the capacities and dispositions of the candidates need to be matched against the need and rewards intrinsic in a given task or profession pattern."

Recruitment Process

The significant actions of the recruitment procedure are specified 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 procedure. The job style is a phase about the style of the job profile and a clear agreement between the line manager and the HRM Function.

The Job Design has to do with the arrangement about the profile of the ideal job prospect and the contract about the abilities and proficiencies, which are necessary. The info gathered can be utilized throughout other steps of the recruitment process to speed it up.

Opening Job Position

The Opening of the Job Position is typically 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 prospects for the job position. This is another essential action in the recruitment process.

Collecting and Presenting Job Resumes

The next step is collecting of job resumes and their pre-selection. This step in the recruitment procedure is very crucial today as numerous 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 ought to be the last action done purely by the HRM Function.

Job Interviews

The job interviews are the main step in the recruitment procedure, which need to be plainly created and agreed in between HRM and line management.

The job interview must the task prospect, who meets the requirements and fits finest the business culture and the department.

Job Offer

The job deal is the last action of the recruitment procedure, which is done by the HRM Function, it completes all the other steps and the winner of the job interviews gets the offer from the company to join.

Recruitment Techniques

Recruitment strategies are the means or media by which management contacts prospective staff members or offer necessary information or exchange concepts or stimulate them to get jobs.

Recruitment strategies 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 taking a trip employers to instructional and expert organizations and staff members' contacts with the public.

( a) Campus Recruitment Nature of Recruitment

Recruitment involves the following features:

- Recruitment is the primary step of consultation.

- It is a continuous procedure.

- It is a process of recognizing sources of human force, drawing in and inspiring them to use for tasks in companies.

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

- It is a positive procedure.

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

Purpose of Recruitment

- Finding out and developing the source here needed number and sort of employees will be readily available.

- Developing appropriate methods to draw in the preferable candidate.

- Employing the method to draw in staff members.

- Stimulating as many prospects as possible and asking to use for tasks irrespective of the number of candidates needed in order to increase the selection ratio (i.e., variety of application per one task vacancy) due to lower yield ratio.

Difference Between Recruitment and Selection

- Recruitment indicates looking for sources of labor and stimulating people to look for tasks, whereas choice implies selecting of best kind of people for numerous tasks.

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

- It develops a big swimming pool of applicants whereas choice results in a screening of unsuitable prospects.

- Recruitment is a basic process, it includes contracting the various sources of labor whereas selection is a complex and lengthy process. The candidate needs to clear a variety of hurdles before they are picked for a task.

Sources of Recruitment

A source from where prospects are determined, 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 approach consists of recruiting, establishing and promoting the workers from within the company. Internal recruitments are affordable, more trusted as the organization knows the candidate's skillset and understanding and it also inspires the employees and increases their commitment towards the organization. Internal sourcing can be done in the following ways:

Transfers

A staff member may be moved from one task to another internally usually of the same level. The functions and obligations of the staff members may change but not always the income. This assists the staff members to get encouraged and try something brand-new, helps them break the monotony of the old job and motivates them to grow by acquiring more understanding.

Promotions

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

Retired and Retrenched Employees

Retired and retrenched employees might likewise be recruited back in case there is high need and shortage of supply in the market or there is sudden boost in workload. These employees are currently familiar with the procedures, procedures and culture of the organization thus they prove to be cost reliable.

In this case each worker of the business functions as a recruiter. The employees are motivated to recommend the names of their pals or family members operating in other companies. For this they are even rewarded monetarily.

The advantage of staff member referral is that the prospective prospect gets initially hand info about the job and organization culture from the currently working employee. Since he knows what he is getting into he is anticipated to stay longer in the organization. Also since the reliability of those who advise is at stake, they tend to advise those who are extremely encouraged and skilled.

Job Postings

The Company posts the existing and predicted vacancy on bulletin board system, electronic media and similar common websites. This offers an opportunity to the workers to carry out profession shift and help them grow within the company.

Deceased and Disabled Employees

In order to make the families of the departed and handicapped employees self-dependent their loved ones or dependents may be used a job in case of any vacancy.

Advantage of Internal Sourcing

- Internal recruitment is less time consuming and cost-effective.

- It is dependable as the company knows the employee's understanding and ability set.

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

- It increases the motivation level of the staff members as they look forward to getting a greater task in the organization rather of looking for greener pastures outside.

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

- It establishes the spirit of commitment in the workers, makes sure connection of employment and organizational stability.

Disadvantage of Internal Sourcing

- Internal sourcing avoids new members, originality and ingenious concepts from going into the organization.

- 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 person who is moved or promoted falls uninhabited.

- It can develop dissatisfaction amongst the rest of the employees as there can be predisposition or partiality in promoting an employee in the organization.

External Sources

New candidates are hired from outside the company by different ways and methods. It is more commonly utilized than internal sources. External recruitments are valuable in acquiring skills that are not possessed by the existing workers