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What is Recruitment?
Recruitment is the procedure of attracting and determining a swimming pool of prospects, 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 important assets of a company. The success or failure of a company is largely dependent on the caliber of the individuals working therein. Without favorable and creative contributions from people, organizations can not advance and prosper.
In order to accomplish the objectives or perform the activities of a company, therefore, we require to hire people with requisite skills, credentials and experience. While doing so, we need to keep the present along with the future requirements of the organization in mind.
Organizations need to hire people with requisite abilities, credentials and experience if they need to endure and flourish in an extremely competitive environment.
Recruitment Definition
According to Edwin B Flippo, “Recruitment is the procedure of searching for potential staff members and stimulating them to get jobs in the company”.
DeCenzo and Robbins specify it as “Recruitment is the procedure of discovering possible candidates for actual or awaited organizational vacancies. Or from another perspective, it is a linking activity-bringing together those with tasks to fill and those looking for tasks.”
According to Plumbley, “Recruitment is a matching procedure and the capabilities and dispositions of the prospects need to be matched against the demand and rewards inherent in an offered task or profession 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 style is the most vital part of the recruitment process. The job style is a phase about the style of the task profile and a clear arrangement between the line supervisor and the HRM Function.
The Job Design is about the agreement about the profile of the perfect task candidate and the contract about the skills and competencies, job which are essential. The information 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 generally the task of the HR Recruiter. Skilled and knowledgeable HR Recruiter ought to choose about the ideal mix of recruitment sources to discover the very best prospects for the task position. This is another essential step in the recruitment process.
Collecting and Presenting Job Resumes
The next action is gathering of task resumes and their pre-selection. This action in the recruitment process is really important today as many organizations lose a lot of time in this step.
Today, the company can not wait with the pre-selection of the job resumes. Generally, this must be the last action done simply by the HRM Function.
Job Interviews
The task interviews are the primary action in the recruitment process, which ought to be clearly designed and concurred between HRM and line management.
The job interview must discover the task prospect, who satisfies the requirements and fits best the corporate 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 finalizes all the other actions and the winner of the job interviews gets the deal from the company to join.
Recruitment Techniques
Recruitment strategies are the methods or media by which management contacts prospective workers or supply essential info or exchange ideas or promote them to obtain jobs.
Recruitment techniques are:
Internal Methods: They are for recruiting internal . These consist of methods like:
( a) Promotion & Transfers
( b) Job Posting
( c) Employee Referrals
Direct Methods: These include sending out travelling employers to academic and expert institutions and staff members’ 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 process.
– It is a procedure of recognizing sources of human force, attracting and encouraging them to obtain tasks in organizations.
– It is an advancement workforce or to operate at the last stage.
– It is a favorable process.
– It satisfies requirements, both the present, and the future.
Purpose of Recruitment
– Learning and establishing the source here required number and type of staff members will be readily available.
– Developing ideal methods to attract the desirable prospect.
– Employing the technique to bring in staff members.
– Stimulating as lots of prospects as possible and inquiring to look for tasks irrespective of the variety of prospects needed 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 promoting individuals to request tasks, whereas choice indicates picking of best sort of individuals for different tasks.
– Recruitment is a favorable procedure whereas selection is an unfavorable process.
– It produces a big pool of applicants whereas choice causes a screening of unsuitable prospects.
– Recruitment is an easy process, it involves contracting the numerous sources of labor whereas choice is a complex and lengthy procedure. The candidate has to clear a variety of hurdles before they are selected for a task.
Sources of Recruitment
A source from where prospects are determined, drew in and picked 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 job 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 staff members from within the organization. Internal recruitments are affordable, more trusted as the organization understands the candidate’s skillset and understanding and it likewise inspires the employees and increases their dedication towards the company. Internal sourcing can be performed in the following methods:
Transfers
A staff member may be shifted from one task to another internally normally of the very same level. The roles and duties of the workers might change but not necessarily the wage. This helps the staff members to get inspired and try something new, helps them break the monotony of the old job and encourages them to grow by acquiring more understanding.
Promotions
As recognition of their performance and experience the staff members are moved from a position to a higher position. There is a modification in their tasks and obligations accompanied with a change in wage and status. It assists the employee to grow vertically in the organization. It refrains him from leaving the business for greener pastures.
Retired and Retrenched Employees
Retired and retrenched workers might also be hired back in case there is high need and scarcity of supply in the industry or there is unexpected increase in work load. These employees are currently mindful of the processes, procedures and culture of the company hence they show to be cost efficient.
In this case each worker of the company serves as an employer. The employees are motivated to recommend the names of their friends or loved ones operating in other companies. For this they are even rewarded monetarily.
The benefit of staff member recommendation is that the possible prospect gets first hand info about the task and company culture from the already working staff member. Since he understands what he is entering into he is anticipated to remain longer in the company. Also considering that the trustworthiness of those who recommend is at stake, they tend to advise those who are extremely encouraged and proficient.
Job Postings
The Company posts the current and anticipated job on bulletin board system, electronic media and similar common websites. This offers an opportunity to the workers to undertake profession shift and help them grow within the business.
Deceased and Disabled Employees
In order to make the families of the departed and disabled employees self-dependent their loved ones or job dependents may be provided a job in case of any vacancy.
Advantage of Internal Sourcing
– Internal recruitment is less time consuming and affordable.
– It is reliable as the organization knows the worker’s understanding and ability set.
– There is no need of induction and training as the worker is already familiar with the procedures, procedures and culture of the company.
– It increases the motivation level of the staff members as they look forward to getting a higher job in the company rather of looking for greener pastures outside.
– It enhances the morale of the staff members, improves their relations with the company and lowers employee turnover.
– It establishes the spirit of loyalty in the workers, ensures continuity of work and organizational stability.
Disadvantage of Internal Sourcing
– Internal sourcing avoids new blood, creativity and ingenious ideas from getting in the organization.
– The scope is restricted as not all the vacancies can be filled by the minimal swimming pool of talent offered in the company.
– The position of the person who is moved or promoted falls uninhabited.
– It can produce dissatisfaction among the remainder of the employees as there can be bias or partiality in promoting a staff member in the company.
External Sources
New candidates are hired from outside the organization by various means and methods. It is more frequently used than internal sources. External recruitments are practical in getting skills that are not had by the current workers; it also helps to bring onboard workers from various backgrounds that get a diversity of ideas on the table.
Campus Recruitments
When companies remain in search of fresh talents and are focusing on understanding, communication skill and talent than experience, they approach management colleges, technical institutes etc. The company makes a presentation about its organization in order to attract the students.
Whoever discovers it matching with their career strategies looks for the task. These candidates are then made to go through series of choice processes like analytical and psychological tests, group conversations, interviews etc before the final choice is done.
Management Consultants
Management consultants serve as agents of the company. They carry out the recruitment function on behalf of the customer company by charging them costs or commissions. These consultants have the ability to tailor their services according to the particular requirements of the clients hence relieving the line managers from their recruitment function.
Advertisements
This media of recruitment is preferred and typically used as it reaches out a vast array of individuals. It can also be targeted at a specific group or a particular geographic area by choosing a specific newspaper, radio channel and so on e.g Business journal.
In specific ads business name, task description and salary plans are pointed out. There are blind ads as well where no identification of the firm is provided. These advertisements are published primarily when the company wants to fill an internal job or preparing to displace an existing staff member.
Trade Associations
There are associations that produce a database of job candidates and supply it to its members throughout regional or nationwide conventions. They also publish classified ads for employers interested in recruiting their members.
Walk in Interview
Another upcoming method of recruitment is walk-in interviews. There is no time at all and meeting schedule for job each individual. An advertisement relating to the time and the area of the interview is offered in the newspaper. The prospects are required to bring their CVs and straight appear for the interview. It is an extremely typical mode of recruitment among BPOs and call centres.
Job Fairs
Job fairs are a reliable method of contacting prospective workers and candidates. There are HR hiring managers of various business under one roof. Information and company cards can be exchanged and resumes can be sent by the candidates.
Employers can identify the ideal applicants, likewise the candidates can apply in lots of organizations together, anywhere they feel the deal is finest and matches their interest.
Advantage of External Sourcing
– New and young blood goes into the organization, which have innovative ideas, brand-new methods that can assist to stimulate the existing employees.
– It offers a wider pool for choice. Companies can choose up prospects with requisite credentials.
– It develops a competitive environment as it assists the existing staff members to work harder in order to match the requirement that the brand-new staff members generate.
– It causes long term advantages to the organization. Talented swimming pools of people bring in addition to them brand-new techniques of working and brand-new techniques to circumstances that helps the company to stay informed with the competitive world exterior.
Disadvantage of External Sourcing
– It is a time consuming procedure as it involves drawing in the right candidates, evaluating them, going through a series of tests and interviews and so on. When appropriate candidates are not available this procedure needs to be repeated once again and once again.
– This procedure proves to be really costly for the company as the business have to resort to advertisements, hiring specialists etc for bring in the right pool of skill.
– It can reduce the spirits and demotivate the existing employees as they can feel that their services have actually not been acknowledged.
– It is less trusted than internal sourcing. Since the organizations hire candidates on the basis of their resumes, tests, interviews etc they may not end up being as anticipated. It might end up hiring someone who ends up being a misfit and might not be able to change in the new established.
Alternatives to Recruitment
Recruitment and selection is a pricey and time-consuming procedure. Moreover, it gets onboard irreversible staff members which are tough to be separated in case they do not carry out according to the requirement or if there is overstaffing due to less work due to market need variations.
Hence to combat back the short-lived phases of high market need for firm’s items, companies might turn to alternatives to recruitment that are stated below:
Overtime.
Temporary Employees.
Sub-contracting.
Employee Leasing.
Outsourcing.
Overtime
In order to satisfy the extra demand of the firm’s products which lead to excess workload, some employees are asked to work overtime under some terms and conditions. Overtime is the amount of time that somebody works beyond the working hours.
In such a case employee gets additional salaries as per the agreement signed between the staff member and the company. The disadvantage is that the employee might not work to his complete potential during the day in order to make overtime.
Temporary Employees
A short-lived worker is designated for a period that does not last for long. It is to fill a brief term position which is scheduled to be terminated within several years for reasons as the completion of a particular project or peak workload.
This assists the business in preventing costs of recruitment, saves time involved, and assist prevent the negative impact of labor turnover etc. However momentary employees may not be extremely loyal to the company, their lack of experience may impact the work output and they tend to take some time to change.
Sub-contracting
To complete a particular project or satisfy an abrupt short-lived increase in the need of the business’s products, the company might turn to subcontracting. It is the practice of designating part of the commitments, tasks and responsibilities to another celebration under an agreement known as subcontractor.
Hiring an outdoors specialist agency to carry out part of the work leads to mutual advantages in such cases as the business would like to broaden by itself just when the increased need lasts for a specified duration of time.
Employee Leasing
An employee leasing firm specializes in recruitment, training, personnel management, payroll accounting and risk administration. The leasing company likewise looks after the work guidance, everyday responsibilities and other regular aspects of work.
For example a nursing services firm hires many nurses and offers them to hospitals on an agreement basis. It provides an advantage to the company to change its employees without actual layoffs.
Outsourcing
Under outsourcing an organization process is contracted out to a third celebration, the factor behind outsourcing are lots of. It lowers the requirement to work with and train specialized personnel as it is sourced out to somebody specializing in that location possessing the resources and knowledge that results in competitive superiority in time.
It also assists to reduce capital and operating costs and assists avoid challenging policies, high taxes, labour union agreements and so on.
Role Profiles for Recruitment Purposes
Role profiles, define the total purpose of the function, its reporting relationships and key result areas. They may likewise include the list of competencies required. They may be technical (abilities and understanding needed to do a particular task) and behavioral proficiencies connected to the role.
The profile likewise consists of the terms (pay, benefits, hours of work, mobility, travelling, transfers, training, development and profession opportunities). The recruitment role supplies the basis for individual spec.
Person Specifications
An individual spec also referred to as recruitment, task or personnel requirements is the necessary component on which the selection procedure is based. It is the sum total of education, training, experience, certification a person has to carry out the job designated to him.
When the task requirement have actually been defined, they ought to be categories under ideal heads. The standard categories consist of credentials, job technical and behavioural competencies.
There are likewise a variety of traditional plans. The most popular include the seven-point plan established by Alec Rodgers in 1952 and the five-point grading system established by Munro Fraser in 1954. These give specific headings under which characteristics of a perfect candidate can be categorized.
Seven Point Plan
– Physical make up: Health, body, appearance, bearing and speech
– Attainments: Education, credentials, experience
– General intelligence: Fundamental intellectual capacity
– Special aptitudes: Mechanical, manual dexterity, facility in usage of words or figures
– Interest: Social, intellectual, physically active, constructional
– Disposition: Acceptability, influence over others, steadiness, reliability, selfreliance
– Circumstances: Domestic situations, professions of household.
Five-fold Grading System
Influence on others: Physical makeup, look, speech and way
Acquired understanding or qualification: Education, vocational training, work experience
Innate abilities: Natural quickness of understanding and ability for discovering
Motivation: The sort of goals set by the person, his/her consistency and determination in following them up, and success in accomplishing them
Adjustment: Emotional stability, capability to stand up tension and capability to proceed with individuals.
Attracting Candidates
Attracting candidates is mostly a matter of identifying, evaluating and using the most proper sources of candidates. However, where suitable sources of recruitment are not there, then the analysis of factors adding to the recruitment in a company need to be examined. Various factors to be taken under consideration are as follows:
Internal Factors
– Company’s pay package
– Quality of Work Life
– Organizational culture
– Career preparing & growth
– Company’s size
– Company’s products/services
– Company’s growth rate
– Role of trade union
– Cost of recruitment
– Company’s name & fame
External Factors
1. Socio-economic aspects
2. Supply and demand aspects
3. Employment rate
4. Labour market condition
5. Political, Legal & Govt. elements
6. Information System
Recruitment needs to be speedy, but a mindful procedure. A wrong move can have a dreadful impact on the undertaking. A few procedures can be required to minimize the unfavorable impact. They are:
Brand Image Creation
Stating clear Definition of Employee Requirements
Applications Receiving Sources
Screening of Applications
Selection Process
Maintain a Prospect Pool
Recruitment Policy
Internal and External Sources
Human Resources Tutorial
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Personnel Management
Personnel Planning
Employee Induction
Kinds of Training
Importance of Training
Training Process
Human Resource Accounting
Methods of Human Resource Accounting
HR Audit
How to Create Training Program
What is Motivation?
Performance Appraisal
Performance Appraisal Process
Performance Appraisal Problems
Management by Objectives
360 Degree Performance Appraisal
What is Compensation?
Employee Discipline
What is Employee Grievance?
What is Collective Bargaining?
What is HRIS?
Competency Based Training
Personnel Planning
Personnel Planning Process
Human Resource Demand Forecasting
What is Personnel Development?
Methods of Performance Appraisal
What is Job Analysis?
What is Job Design?
Recruitment Meaning
Effective Recruiting
Selection Process
What is Employee Induction?
International Personnel Management
Cross Cultural Theories
Dimensions of Culture
HRM Practices
International Selection Process
Expatriate Training
International Compensation
Personnel Development
Challenges of Human Resource Development
Methods of Personnel Development
Steps for Designing HRD Intervention
Employee Orientation
Employee Socialization
Realistic Job Review
360 Degree Assessment
Employee Assistance Program
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What is Mentoring?
Leadership Development
Management Development
Organisational Development
What is Planned Change
Kinds Of OD Interventions
What is Performance Management?
Performance Management System
Performance Planning
Competency Mapping
What is Performance Appraisal?
Employee Performance Monitoring
Performance Counselling
Performance Management and Reward
Ethics in Performance Management
Role of HR Professionals in Performance Management
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Group Dynamics
Organisational Culture
Group Decision Making
Group Conflict
Diversity in the Workplace
Management Topics
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Who Is a Manager?
Marketing CIs Management an Art or Science
Classical Management Approach
Planning in Management
Decision Making in Management
Organising in Management
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What is Departmentation?
What is Span of Control?
What is Authority?
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What is Job Analysis?
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Modern and Others Schools of Management Thought
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Motivation in Management
Motivation Theories
Maslow’s Hierarchy of Needs
Herzberg Two Factor Theory
Mcclelland’s Needs Theory of Motivation
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