Recruitment is the process of bring in and identifying 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


Human resources are the most essential properties of an organization. The success or failure of a company is mainly based on the quality of individuals working therein. Without favorable and innovative contributions from individuals, organizations can not advance and succeed.

In order to achieve the goals or carry out the activities of a company, for that reason, we require to recruit people with requisite abilities, credentials and experience. While doing so, we have to keep today in addition to the future requirements of the organization in mind.

Organizations have to hire individuals with requisite abilities, certifications and experience if they have to survive and thrive in an extremely competitive environment.

Recruitment Definition

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

DeCenzo and Robbins define it as "Recruitment is the procedure of finding potential candidates for actual or anticipated organizational jobs. Or from another point of view, it is a connecting activity-bringing together those with tasks to fill and those looking for jobs."

According to Plumbley, "Recruitment is a coordinating procedure and the capabilities and inclinations of the candidates have actually to be matched against the demand and rewards inherent in an offered job or profession 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 style is the most fundamental part of the recruitment procedure. The task style is a stage about the style of the job profile and a clear arrangement in between the line supervisor and the HRM Function.

The Job Design has to do with the arrangement about the profile of the perfect task prospect and the arrangement about the skills and proficiencies, which are necessary. The info gathered can be utilized throughout 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 knowledgeable HR Recruiter ought to decide about the best mix of recruitment sources to find the best prospects for the task position. This is another essential step in the recruitment procedure.

Collecting and Presenting Job Resumes

The next step is gathering of job resumes and their pre-selection. This action in the recruitment process is extremely crucial today as many organizations lose a great deal 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 simply by the HRM Function.

Job Interviews

The job interviews are the primary step in the recruitment process, which should be plainly developed and concurred in between HRM and line management.

The job interview must discover the task prospect, who fulfills the requirements and fits best the business culture and the department.

Job Offer

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

Recruitment Techniques

Recruitment strategies are the ways or media by which management contacts prospective staff members or supply needed info or exchange ideas or stimulate them to obtain jobs.

Recruitment methods 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 consist of sending travelling employers to instructional and expert institutions and staff members' contacts with the public.

( a) Campus Recruitment Nature of Recruitment

Recruitment involves the following features:

- Recruitment is the very first step of appointment.

- It is a continuous procedure.

- It is a process of identifying sources of human force, drawing in and motivating them to request tasks in companies.

- It is a development manpower or to work at the last stage.

- It is a favorable process.

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

Purpose of Recruitment

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

- Developing suitable techniques to bring in the preferable candidate.

- Employing the technique to attract staff members.

- Stimulating as numerous candidates as possible and inquiring to request jobs regardless of the variety of candidates required 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 means looking for sources of labor and stimulating people to make an application for jobs, whereas selection indicates picking of best sort of people for various tasks.

- Recruitment is a favorable procedure whereas selection is a negative process.

- It creates a large swimming pool of candidates whereas selection causes a screening of unsuitable prospects.

- Recruitment is an easy procedure, it involves contracting the various sources of labor whereas selection is a complex and lengthy process. The prospect has to clear a variety of obstacles before they are selected for a task.

Sources of Recruitment

A source from where candidates are identified, attracted and chose 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 approach includes recruiting, establishing and promoting the staff members from within the organization. Internal recruitments are cost-effective, more trusted as the company is aware of the candidate's skillset and knowledge and it also motivates the workers and increases their dedication towards the company. Internal sourcing can be carried out in the following methods:

Transfers

A worker may be shifted from one job to another internally normally of the same level. The roles and duties of the staff members might change however not necessarily the wage. This assists the workers to get motivated and try something new, assists them break the monotony of the old job and motivates them to grow by acquiring more knowledge.

Promotions

As recognition of their efficiency and experience the employees are moved from a position to a greater position. There is a modification in their tasks and responsibilities accompanied with a change in wage and status. It assists 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 staff members may also be hired back in case there is high demand and lack of supply in the industry or there is abrupt increase in work load. These workers are currently knowledgeable about the procedures, treatments and culture of the company thus they prove to be cost efficient.

In this case each staff member of the company functions as a recruiter. The employees are motivated to suggest the names of their buddies or relatives operating in other companies. For this they are even rewarded monetarily.

The benefit of staff member recommendation is that the prospective candidate gets initially hand information about the job and company culture from the currently working employee. Since he knows what he is entering into he is expected to stay longer in the organization. Also given that the credibility of those who recommend is at stake, they tend to suggest those who are highly motivated and skilled.

Job Postings

The Company posts the existing and predicted job on publication boards, electronic media and similar typical portals. This provides an opportunity to the workers to carry out profession shift and assist them grow within the business.

Deceased and Disabled Employees

In order to make the families of the deceased and disabled employees self-dependent their family members or dependents might be used a job in case of any vacancy.

Advantage of Internal Sourcing

- Internal recruitment is less time consuming and affordable.

- It is reliable as the company understands the employee's knowledge and ability set.

- There is no need of induction and training as the employee is currently knowledgeable about the procedures, procedures and culture of the company.

- It increases the motivation level of the workers as they anticipate getting a greater job in the company instead of searching for greener pastures outside.

- It boosts the morale of the workers, enhances their relations with the company and minimizes staff member turnover.

- It develops the spirit of commitment in the employees, makes sure continuity of employment and organizational stability.

Disadvantage of Internal Sourcing

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

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

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

- It can develop discontentment amongst the remainder of the workers as there can be predisposition or partiality in promoting an employee in the organization.

External Sources

New candidates are recruited from outside the company by different methods and methods. It is more typically utilized than internal sources. External recruitments are useful in acquiring skills that are not possessed by the current workers