Recruitment is the process of bring in and recognizing a pool of candidates, from which some will be picked 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 possessions of an organization. The success or failure of a company is mostly depending on the caliber of the individuals working therein. Without favorable and innovative contributions from people, organizations can not progress and flourish.

In order to achieve the goals or carry out the activities of an organization, for that reason, we require to recruit individuals with requisite abilities, qualifications and experience. While doing so, we need to keep the present as well as the future requirements of the company in mind.

Organizations have to recruit people with requisite abilities, credentials and experience if they need to survive and grow in a highly competitive environment.

Recruitment Definition

According to Edwin B Flippo, "Recruitment is the process of looking for prospective workers and promoting them to make an application for tasks in the company".

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

According to Plumbley, "Recruitment is a matching procedure and the capabilities and inclinations of the prospects need to be matched versus the demand and benefits fundamental in a provided 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 design is the most fundamental part of the recruitment procedure. The job style is a phase about the style of the task profile and a clear contract between the line manager and the HRM Function.

The Job Design has to do with the contract about the profile of the ideal job prospect and the contract about the skills 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 generally the job of the HR Recruiter. Skilled and skilled HR Recruiter ought to decide about the ideal mix of recruitment sources to discover the best prospects for employment the job position. This is another crucial step in the recruitment procedure.

Collecting and Presenting Job Resumes

The next action is collecting of job resumes and their pre-selection. This step in the recruitment procedure is really important today as lots of companies lose a great deal 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 step done purely by the HRM Function.

Job Interviews

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

The job interview need to find the task prospect, who meets the requirements and fits finest the corporate culture and employment the department.

Job Offer

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

Recruitment Techniques

Recruitment techniques are the means or media by which management contacts potential workers or supply essential details or exchange ideas or stimulate them to look for tasks.

Recruitment techniques are:

Internal Methods: They are for recruiting internal candidates. These consist of techniques like:

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

Direct Methods: These include sending travelling employers to instructional and expert institutions and employees' contacts with the general public.

( a) Campus Recruitment Nature of Recruitment

Recruitment involves the following features:

- Recruitment is the primary step of appointment.

- It is a constant procedure.

- It is a procedure of determining sources of human force, drawing in and encouraging them to apply for tasks in organizations.

- It is an advancement manpower or to operate at the last stage.

- It is a positive process.

- It fulfills needs, both today, and the future.

Purpose of Recruitment

- Learning and establishing the source here needed number and type of staff members will be available.

- Developing appropriate techniques to draw in the preferable prospect.

- Employing the technique to bring in employees.

- Stimulating as many candidates as possible and inquiring to use for jobs regardless of the variety of candidates needed in order to increase the choice ratio (i.e., variety 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 obtain jobs, whereas selection suggests picking of right type of individuals for different tasks.

- Recruitment is a favorable procedure whereas choice is a negative procedure.

- It develops a large pool of candidates whereas selection results in a screening of inappropriate candidates.

- Recruitment is a basic process, it includes contracting the different sources of labor whereas selection is a complex and time-consuming procedure. The candidate has to clear a variety of obstacles before they are chosen for a task.

Sources of Recruitment

A source from where prospects are recognized, attracted and picked 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 consists of recruiting, establishing and promoting the staff members from within the company. Internal recruitments are affordable, more reliable as the organization knows the candidate's skillset and understanding and it also encourages the staff members and increases their dedication towards the organization. Internal sourcing can be done in the following ways:

Transfers

A worker may be shifted from one task to another internally usually of the very same level. The functions and obligations of the employees might change however not necessarily the income. This assists the employees to get inspired and try something brand-new, helps them break the dullness of the old job and motivates them to grow by acquiring more knowledge.

Promotions

As recognition of their effectiveness and experience the workers are moved from a position to a higher position. There is a modification in their responsibilities and duties accompanied with a change 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 staff members might also be hired back in case there is high need and scarcity of supply in the market or there is abrupt increase in workload. These employees are already mindful of the procedures, treatments and culture of the company thus they show to be cost reliable.

In this case each worker of the company functions as an employer. The employees are motivated to recommend the names of their friends or loved ones operating in other organizations. For this they are even rewarded monetarily.

The advantage of worker referral is that the possible prospect gets initially hand information about the task and organization culture from the currently working staff member. Since he understands what he is entering he is anticipated to remain longer in the company. Also because the reliability of those who suggest is at stake, they tend to recommend those who are highly encouraged and skilled.

Job Postings

The Company posts the existing and anticipated vacancy on bulletin board system, electronic media and similar common portals. This provides an opportunity to the workers to undertake career shift and assist them grow within the company.

Deceased and Disabled Employees

In order to make the families of the deceased and disabled staff members 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 affordable.

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

- There is no requirement of induction and training as the staff member is already conscious of the processes, procedures and culture of the organization.

- It increases the inspiration level of the employees as they eagerly anticipate getting a greater task in the organization rather of trying to find greener pastures outside.

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

- It develops the spirit of commitment in the employees, ensures connection of employment and organizational stability.

Disadvantage of Internal Sourcing

- Internal sourcing avoids brand-new blood, employment originality and ingenious concepts from entering the company.

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

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

- It can develop frustration amongst the remainder of the employees as there can be predisposition or partiality in promoting a worker in the organization.

External Sources

New prospects are hired from outside the company by various ways and approaches. It is more commonly used than internal sources. External recruitments are handy in obtaining abilities that are not had by the existing staff members