Recruitment is the procedure of bring in and recognizing a swimming 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


Human resources are the most essential assets of a company. The success or failure of a company is mainly based on the quality of the people working therein. Without positive and imaginative contributions from people, organizations can not advance and flourish.

In order to accomplish the objectives or perform the activities of a company, therefore, we need to hire people with requisite abilities, certifications and experience. While doing so, we need to keep today as well as the future requirements of the organization in mind.

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

Recruitment Definition

According to Edwin B Flippo, "Recruitment is the procedure of looking for potential staff members and stimulating them to request jobs in the company".

DeCenzo and Robbins specify it as "Recruitment is the process of finding possible candidates for actual or expected organizational jobs. Or from another point of view, it is a linking activity-bringing together those with jobs to fill and those seeking jobs."

According to Plumbley, "Recruitment is a matching procedure and the capabilities and dispositions of the prospects have actually to be matched versus the need and rewards fundamental in a provided task or career pattern."

Recruitment Process

The major steps of the recruitment process are specified 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 stage about the design of the job profile and a clear contract in between the line manager and the HRM Function.

The Job Design is about the contract about the profile of the ideal task prospect and the arrangement about the abilities and proficiencies, which are necessary. The details collected can be used during other steps of the recruitment procedure to speed it up.

Opening Job Position

The Opening of the Job Position is normally the job of the HR Recruiter. Skilled and knowledgeable HR Recruiter must decide about the ideal mix of recruitment sources to discover the very best candidates for the task 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 many companies lose a great deal of time in this step.

Today, the organization can not wait with the pre-selection of the task resumes. Generally, this ought to be the last step done simply by the HRM Function.

Job Interviews

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

The job interview need to find the job candidate, who fulfills 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 settles all the other actions and the winner of the task interviews gets the offer from the organization to sign up with.

Recruitment Techniques

Recruitment strategies are the ways or media by which management contacts potential staff members or supply required information or exchange concepts or stimulate them to obtain tasks.

Recruitment techniques are:

Internal Methods: They are for recruiting internal prospects. These consist of methods like:

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

Direct Methods: These consist of sending out taking a trip employers to educational and professional organizations and workers' contacts with the general public.

( a) Campus Recruitment Nature of Recruitment

Recruitment includes the following features:

- Recruitment is the primary step of appointment.

- It is a continuous procedure.

- It is a procedure of identifying sources of human force, drawing in and motivating them to look for tasks in companies.

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

- It is a favorable process.

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

Purpose of Recruitment

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

- Developing appropriate techniques to attract the preferable prospect.

- Employing the technique to bring in employees.

- Stimulating as lots of candidates as possible and asking to make an application for tasks regardless of the variety of candidates needed in order to increase the choice ratio (i.e., number of application per one task vacancy) due to lower yield ratio.

Difference Between Recruitment and Selection

- Recruitment indicates browsing for sources of labor and stimulating individuals to make an application for tasks, whereas selection suggests selecting of ideal kind of people for different jobs.

- Recruitment is a favorable procedure whereas choice is an unfavorable process.

- It produces a big pool of candidates whereas selection leads to a screening of inappropriate prospects.

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

Sources of Recruitment

A source from where candidates are identified, drew in and selected 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 includes recruiting, developing and promoting the staff members from within the organization. Internal recruitments are cost-effective, more trustworthy as the company knows the candidate's skillset and understanding and it likewise inspires the staff members and increases their dedication towards the company. Internal sourcing can be done in the following methods:

Transfers

A staff member may be moved from one job to another internally typically of the same level. The functions and obligations of the workers might change however not always the wage. This helps the workers to get encouraged and attempt something new, assists them break the uniformity of the old job and encourages 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 modification in their tasks and responsibilities accompanied with a modification in salary and status. It assists the employee to grow vertically in the company. It refrains him from leaving the company for greener pastures.

Retired and Retrenched Employees

Retired and retrenched workers may likewise be recruited back in case there is high demand and scarcity of supply in the industry or there is sudden increase in work load. These staff members are currently mindful of the processes, treatments and culture of the organization hence they show to be cost effective.

In this case each staff member of the business acts as an employer. The workers are motivated to suggest the names of their buddies or relatives working in other companies. For this they are even rewarded monetarily.

The benefit of staff member referral is that the prospective prospect gets first hand information about the job and organization culture from the already working worker. Since he understands what he is entering he is expected to remain longer in the company. Also because the reliability of those who recommend is at stake, they tend to recommend those who are highly motivated and skilled.

Job Postings

The Company posts the present and anticipated vacancy on bulletin board system, electronic media and similar common websites. This offers a chance to the staff members to carry out profession shift and assist them grow within the business.

Deceased and Disabled Employees

In order to make the households of the departed and handicapped staff members self-sufficient their family members or dependents might be used a job in case of any job.

Advantage of Internal Sourcing

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

- It is trustworthy as the company is mindful of the staff member's understanding and ability.

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

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

- It enhances the spirits of the staff members, enhances their relations with the company and reduces staff member turnover.

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

Disadvantage of Internal Sourcing

- Internal sourcing avoids new blood, creativity and ingenious ideas from going into the company.

- The scope is limited as not all the vacancies can be filled by the minimal pool of skill available in the organization.

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

- It can produce frustration amongst the remainder of the workers 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 means and methods. It is more frequently utilized than internal sources. External recruitments are valuable in getting skills that are not possessed by the existing workers