Recruitment is the process of attracting and determining 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 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 important properties of a company. The success or failure of a company is mostly reliant on the caliber of the individuals working therein. Without positive and innovative contributions from individuals, organizations can not progress and prosper.

In order to achieve the goals or carry out the activities of an organization, for that reason, we need to hire individuals with requisite skills, credentials and experience. While doing so, we need to keep the present in addition to the future requirements of the company in mind.

Organizations have to recruit individuals with requisite abilities, qualifications and experience if they need to survive and grow in an extremely competitive environment.

Recruitment Definition

According to Edwin B Flippo, "Recruitment is the procedure of searching for prospective workers and promoting them to obtain tasks in the organization".

DeCenzo and Robbins specify it as "Recruitment is the process of discovering possible prospects for real or awaited organizational jobs. Or from another point of view, it is a connecting activity-bringing together those with jobs to fill and those seeking tasks."

According to Plumbley, "Recruitment is a coordinating process and the capacities and dispositions of the prospects have to be matched versus the need and rewards fundamental in a given job or career pattern."

Recruitment Process

The major 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 crucial part of the recruitment procedure. The job design is a stage about the style of the job profile and a clear arrangement between the line manager and the HRM Function.

The Job Design has to do with the contract about the profile of the perfect job candidate and the contract about the skills and competencies, which are essential. The details collected can be utilized during other steps of the recruitment process to speed it up.

Opening Job Position

The Opening of the Job Position is usually the job of the HR Recruiter. Skilled and knowledgeable HR Recruiter must decide about the best mix of recruitment sources to find the finest candidates for the job position. This is another crucial step in the recruitment process.

Collecting and Presenting Job Resumes

The next action is collecting of task resumes and their pre-selection. This action in the recruitment procedure is extremely crucial today as lots of organizations lose a lot of time in this action.

Today, the company can not wait with the pre-selection of the job resumes. Generally, this need to be the last action done simply by the HRM Function.

Job Interviews

The task interviews are the main step in the recruitment process, which must be plainly created and agreed between HRM and line management.

The job interview should find the task candidate, who meets the requirements and fits finest the corporate culture and the department.

Job Offer

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

Recruitment Techniques

Recruitment techniques are the means or media by which management contacts prospective workers or supply necessary details or exchange ideas or stimulate them to apply for jobs.

Recruitment techniques are:

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

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

Direct Methods: These include sending travelling employers to academic and professional institutions 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 constant process.

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

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

- It is a positive process.

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

Purpose of Recruitment

- Learning and developing the source here required number and type of staff members will be readily available.

- Developing ideal techniques to attract the preferable candidate.

- Employing the technique to attract staff members.

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

Difference Between Recruitment and Selection

- Recruitment implies looking for sources of labor and stimulating people to obtain tasks, whereas selection means selecting of right kind of individuals for various tasks.

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

- It creates a big swimming pool of candidates whereas selection causes a screening of inappropriate prospects.

- Recruitment is a simple procedure, it involves contracting the various sources of labor whereas choice is a complex and lengthy procedure. The candidate needs to clear a number of hurdles before they are selected for a job.

Sources of Recruitment

A source from where candidates are identified, drew in and selected 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 includes recruiting, establishing and promoting the staff members from within the company. Internal recruitments are economical, more trustworthy as the company understands the candidate's skillset and knowledge and it likewise inspires the employees and increases their dedication towards the company. Internal sourcing can be done in the following ways:

Transfers

A worker might be shifted from one task to another internally typically of the very same level. The functions and duties of the employees may alter but not always the salary. This assists the staff members to get motivated and attempt something new, helps them break the uniformity of the old task and encourages them to grow by acquiring more knowledge.

Promotions

As acknowledgment of their performance and experience the workers are moved from a position to a greater position. There is a change in their responsibilities and duties accompanied with a modification in income and status. It helps the staff member 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 also be recruited back in case there is high need and lack of supply in the market or there is sudden boost in workload. These employees are currently knowledgeable about the processes, procedures and culture of the company for this reason they show to be cost reliable.

Employee Referrals

In this case each worker of the company acts as a recruiter. The staff members are encouraged to recommend the names of their friends or wiki.lafabriquedelalogistique.fr loved ones operating in other companies. For this they are even rewarded monetarily.

The benefit of worker referral is that the prospective prospect gets first hand information about the job and company culture from the already working staff member. Since he knows what he is entering into he is anticipated to remain longer in the organization. Also given that the reliability of those who suggest is at stake, they tend to suggest those who are extremely inspired and qualified.

Job Postings

The Company posts the current and expected job on bulletin board system, electronic media and similar common websites. This gives an opportunity to the workers to carry out career shift and help them grow within the company.

Deceased and Disabled Employees

In order to make the households of the departed and handicapped employees self-sufficient their loved ones or dependents might be used a task in case of any vacancy.

Advantage of Internal Sourcing

- Internal recruitment is less time consuming and affordable.

- It is trusted as the company knows the employee's knowledge and skill set.

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

- It increases the motivation level of the employees as they anticipate getting a greater task in the organization rather of looking for greener pastures outside.

- It enhances the spirits of the employees, improves their relations with the organization and lowers staff member turnover.

- It develops the spirit of loyalty in the employees, makes sure connection of work and organizational stability.

Disadvantage of Internal Sourcing

- Internal sourcing avoids new blood, creativity and ingenious concepts from getting in the company.

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

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

- It can produce frustration among the remainder of the employees as there can be predisposition or partiality in promoting a worker in the company.

External Sources

New prospects are hired from outside the company by various ways and forum.pinoo.com.tr techniques. It is more commonly used than internal sources. External recruitments are helpful in acquiring abilities that are not possessed by the current staff members