Cartoonistnetwork

Overview

  • Sectors Manufacturing
  • Posted Jobs 0
  • Viewed 4

Company Description

What is Recruitment?

Recruitment is the process of attracting and recognizing a pool of candidates, from which some will be chosen 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

Personnels are the most crucial properties of a company. The success or failure of an organization is largely depending on the caliber of individuals working therein. Without positive and imaginative contributions from individuals, companies can not advance and succeed.

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

Organizations need to recruit individuals with requisite abilities, credentials 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 promoting them to look for jobs in the company”.

DeCenzo and Robbins specify it as “Recruitment is the procedure of finding potential candidates for real or awaited organizational vacancies. Or from another point of view, it is a linking activity-bringing together those with tasks to fill and those seeking tasks.”

According to Plumbley, “Recruitment is a matching process and the capabilities and inclinations of the prospects need to be matched against the need and rewards fundamental in a provided task or career pattern.”

Recruitment Process

The significant steps of the recruitment procedure are stated 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 procedure. The task style is a phase about the style of the task profile and a clear contract between the line manager and employment the HRM Function.

The Job Design has to do with the contract about the profile of the ideal task prospect and the contract about the abilities and proficiencies, which are essential. The information collected can be utilized during other actions of the recruitment process 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 should decide about the best mix of recruitment sources to find the very best candidates for the task position. This is another essential step in the recruitment procedure.

Collecting and Presenting Job Resumes

The next step is gathering of task resumes and their pre-selection. This action in the recruitment procedure is very essential today as lots of organizations lose a great deal of time in this action.

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

Job Interviews

The task interviews are the main action in the recruitment procedure, which must be clearly developed and agreed between HRM and line management.

The job interview ought to find the task prospect, who fulfills the requirements and fits finest 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 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 techniques are the ways or media by which management contacts potential workers or supply required information or exchange concepts or stimulate them to request tasks.

Recruitment methods are:

Internal Methods: They are for hiring internal candidates. These consist of approaches like:

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

Direct Methods: These consist of sending out travelling employers to academic and professional institutions and workers’ contacts with the public.

( a) Campus Recruitment
Nature of Recruitment

Recruitment involves the following features:

– Recruitment is the first step of visit.

– It is a continuous process.

– It is a procedure of recognizing sources of human force, bring in and motivating them to get tasks in companies.

– It is an advancement workforce or to operate at the last phase.

– It is a favorable process.

– It fulfills requirements, both the present, and the future.

Purpose of Recruitment

– Finding out and developing the source here required number and kind of staff members will be available.

– Developing suitable methods to attract the desirable candidate.

– Employing the method to attract staff members.

– Stimulating as lots of as possible and asking to obtain tasks regardless of the variety of candidates needed 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 suggests looking for sources of labor and promoting people to use for jobs, whereas selection means picking of ideal type of individuals for numerous jobs.

– Recruitment is a favorable procedure whereas selection is a negative procedure.

– It creates a big swimming pool of applicants whereas choice causes a screening of unsuitable prospects.

– Recruitment is a simple procedure, it involves contracting the numerous sources of labor whereas selection is a complex and lengthy procedure. The prospect has to clear a variety of hurdles before they are selected for a task.

Sources of Recruitment

A source from where candidates are recognized, 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 consists of recruiting, developing and promoting the staff members from within the organization. Internal recruitments are economical, more reputable as the company is mindful of the prospect’s skillset and understanding and it likewise motivates the staff members and increases their dedication towards the company. Internal sourcing can be carried out in the following methods:

Transfers

An employee may be shifted from one task to another internally normally of the same level. The functions and duties of the workers may alter but not necessarily the salary. This helps the workers to get encouraged and try something new, helps them break the monotony of the old task and motivates them to grow by getting more understanding.

Promotions

As acknowledgment of their efficiency and experience the workers are moved from a position to a higher position. There is a change in their duties and obligations accompanied with a change in salary and status. It assists the staff member to grow vertically in the organization. It refrains him from leaving the business for greener pastures.

Retired and Retrenched Employees

Retired and retrenched employees might likewise be recruited back in case there is high demand and employment scarcity of supply in the industry or there is unexpected increase in work load. These employees are currently familiar with the processes, procedures and culture of the organization hence they prove to be cost reliable.

In this case each employee of the business functions as a recruiter. The staff members are motivated to recommend the names of their friends or family members operating in other companies. For this they are even rewarded monetarily.

The advantage of staff member referral is that the possible candidate gets initially hand details about the task and organization culture from the already working employee. Since he understands what he is getting into he is expected to stay longer in the organization. Also given that the credibility of those who suggest is at stake, they tend to advise those who are highly inspired and qualified.

Job Postings

The Company posts the existing and predicted vacancy on bulletin board system, electronic media and comparable common websites. This gives an opportunity to the workers to undertake career shift and help them grow within the company.

Deceased and Disabled Employees

In order to make the households of the departed and disabled workers self-sufficient their family members 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 reliable as the organization knows the employee’s understanding and ability set.

– There is no need of induction and employment training as the employee is already conscious of the processes, procedures and culture of the organization.

– It increases the inspiration level of the employees as they anticipate getting a greater job in the company rather of trying to find greener pastures outside.

– It enhances the spirits of the workers, enhances their relations with the organization and minimizes worker turnover.

– It establishes the spirit of loyalty in the staff members, ensures connection of work and organizational stability.

Disadvantage of Internal Sourcing

– Internal sourcing avoids new members, creativity and ingenious ideas from going into the company.

– The scope is limited as not all the jobs 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 develop discontentment among the remainder of the employees as there can be predisposition or partiality in promoting an employee in the organization.

External Sources

New prospects are hired from outside the organization by different means and methods. It is more commonly utilized than internal sources. External recruitments are handy in acquiring abilities that are not possessed by the present staff members; it likewise assists to bring onboard staff members from different backgrounds that get a variety of concepts on the table.

Campus Recruitments

When companies remain in search of fresh skills and are focusing on knowledge, communication ability and skill than experience, they approach management colleges, technical institutes etc. The company makes a presentation about its organization in order to bring in the trainees.

Whoever finds it matching with their career plans looks for the job. These candidates are then made to go through series of choice procedures like analytical and mental tests, group conversations, interviews etc before the last selection is done.

Management Consultants

Management experts serve as agents of the company. They carry out the recruitment function on behalf of the client company by charging them costs or commissions. These consultants have the ability to customize their services according to the specific needs of the clients thus alleviating the line supervisors from their recruitment function.

Advertisements

This media of recruitment is very popular and typically utilized as it reaches out a broad range of people. It can likewise be targeted at a particular group or a particular geographical area by choosing a particular paper, radio channel and so on e.g Business journal.

In particular advertisements company name, job description and salary plans are mentioned. There are blind advertisements as well where no recognition of the company is offered. These ads are published mostly when the organization wishes to fill an internal vacancy or planning to displace an existing worker.

Trade Associations

There are associations that produce a database of task seekers and supply it to its members during local or nationwide conventions. They also release classified advertisements for companies thinking about recruiting their members.

Walk in Interview

Another upcoming method of recruitment is walk-in interviews. There is no time and conference schedule for each individual. An ad relating to the time and the location of the interview is given up the paper. The prospects are required to bring their CVs and directly appear for the interview. It is a really typical mode of recruitment among BPOs and call centres.

Job Fairs

Job fairs are a reliable way of getting in touch with potential staff members and candidates. There are HR hiring supervisors of numerous business under one roofing system. Information and organization cards can be exchanged and resumes can be sent by the candidates.

Employers can spot the best applicants, similarly the candidates can use in numerous organizations together, any place they feel the deal is finest and fits their interest.

Advantage of External Sourcing

– New and young blood gets in the company, which have innovative ideas, new approaches that can help to stimulate the existing staff members.

– It uses a larger pool for choice. Companies can choose up prospects with requisite qualification.

– It produces a competitive environment as it helps the existing employees to work harder in order to match the standard that the brand-new workers bring in.

– It results in long term advantages to the organization. Talented pools of individuals bring along with them new approaches of working and new techniques to circumstances that helps the company to stay informed with the competitive world outside.

Disadvantage of External Sourcing

– It is a time consuming process as it includes drawing in the right candidates, screening them, going through a series of tests and interviews etc. When appropriate candidates are not available this procedure needs to be repeated once again and once again.

– This procedure proves to be really pricey for the company as the business need to resort to ads, hiring consultants etc for drawing in the best pool of talent.

– It can lower the morale and demotivate the existing staff members as they can feel that their services have actually not been acknowledged.

– It is less reliable than internal sourcing. Since the companies employ prospects on the basis of their resumes, tests, interviews etc they may not end up being as anticipated. It might end up hiring somebody who winds up being a misfit and might not have the ability to change in the brand-new set up.

Alternatives to Recruitment

Recruitment and employment selection is a pricey and lengthy process. Moreover, it gets onboard permanent workers which are hard to be separated in case they do not carry out based on the requirement or if there is overstaffing due to less work due to market need changes.

Hence to combat back the short-term stages of high market demand for company’s items, companies may resort to alternatives to recruitment that are stated below:

Overtime.
Temporary Employees.
Sub-contracting.
Employee Leasing.
Outsourcing.
Overtime

In order to meet the extra need of the company’s items which lead to excess work load, some staff members are asked to work overtime under some terms. Overtime is the quantity of time that someone works beyond the working hours.

In such a case worker gets additional salaries as per the agreement signed between the staff member and the employer. The disadvantage is that the employee may not work to his complete capacity throughout the day in order to make overtime.

Temporary Employees

A short-term staff member is designated for a period that does not last for long. It is to fill a brief term position which is arranged to be ended within one or more years for reasons as the conclusion of a specific job or peak work.

This helps the company in preventing expenditures of recruitment, conserves time involved, and assist prevent the unfavorable impact of labor turnover etc. However momentary workers might not be extremely faithful to the company, their lack of experience may affect the work output and they tend to take time to adjust.

Sub-contracting

To finish a particular task or satisfy an unexpected momentary boost in the demand of the business’s products, the business might resort to subcontracting. It is the practice of designating part of the commitments, tasks and responsibilities to another party under a contract understood as subcontractor.

Hiring an outdoors professional firm to undertake part of the work causes shared benefits in such cases as the company wish to broaden by itself just when the increased demand lasts for a given amount of time.

Employee Leasing

A worker leasing company concentrates on recruitment, training, personnel management, payroll accounting and employment threat administration. The leasing company also takes care of the work guidance, daily tasks and other routine elements of work.

For example a nursing services firm works with lots of nurses and supplies them to medical facilities on a contract basis. It offers an advantage to the company to change its staff members without real layoffs.

Outsourcing

Under outsourcing a business process is contracted out to a third celebration, the factor behind outsourcing are many. It minimizes the need to employ and train specialized personnel as it is sourced out to someone specializing in that area possessing the resources and expertise that results in competitive superiority in time.

It also helps to minimize capital and business expenses and assists prevent burdensome regulations, high taxes, labour union contracts etc.

Role Profiles for Recruitment Purposes

Role profiles, define the general purpose of the role, its reporting relationships and key result areas. They may also include the list of proficiencies required. They might be technical (skills and understanding required to do a particular task) and behavioral proficiencies connected to the role.

The profile likewise consists of the conditions (pay, benefits, hours of work, mobility, taking a trip, transfers, training, development and profession opportunities). The recruitment role supplies the basis for individual specification.

Person Specifications

A person spec likewise known as recruitment, job or workers spec is the essential component on which the selection treatment is based. It is the sum total of education, training, experience, certification a person needs to carry out the task designated to him.

When the task requirement have been defined, they need to be classifications under ideal heads. The standard categories include certification, technical and behavioural competencies.

There are also a number of conventional plans. The most popular consist of the seven-point strategy developed by Alec Rodgers in 1952 and the five-point grading system established by Munro Fraser in 1954. These provide specific headings under which attributes of a perfect prospect can be categorized.

Seven Point Plan

– Physical comprise: Health, physique, appearance, bearing and speech

– Attainments: Education, certifications, experience

– General intelligence: Fundamental intellectual capacity

– Special aptitudes: Mechanical, manual mastery, center in usage of words or figures

– Interest: Social, intellectual, physically active, constructional

– Disposition: employment Acceptability, influence over others, steadiness, reliability, selfreliance

– Circumstances: Domestic scenarios, occupations of family.

Five-fold Grading System

Impact on others: Physical make-up, appearance, speech and way

Acquired understanding or certification: Education, employment training, work experience

Innate abilities: Natural quickness of understanding and ability for learning

Motivation: The type of goals set by the individual, his or her consistency and decision in following them up, and success in achieving them

Adjustment: Emotional stability, ability to stand up stress and ability to proceed with people.

Attracting Candidates

Attracting prospects is primarily a matter of identifying, examining and utilizing the most appropriate sources of applicants. However, where appropriate sources of recruitment are not there, then the analysis of aspects contributing to the recruitment in an organization requirement to be examined. Various aspects to be taken under consideration are as follows:

Internal Factors

– Company’s pay plan
– 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 need elements
3. Employment rate
4. Labour market condition
5. Political, Legal & Govt. elements
6. Information System

Recruitment must be speedy, but a careful process. A wrong move can have a devastating effect on the endeavor. A few measures can be required to lower the negative effect. They are:

Brand Image Creation
Stating clear Definition of Employee Requirements
Applications Receiving Sources
Screening of Applications
Selection Process
Maintain a Candidate Pool
Recruitment Policy
Internal and External Sources
Human Resources Tutorial

( Click on Topic to Read)

Personnel Management

Personnel Planning

Employee Induction

Types of Training

Importance of Training

Training Process

Human Resource Accounting

Methods of Personnel 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

Human Resource Planning Process

Personnel 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 Human Resource Management

Cross Cultural Theories

Dimensions of Culture

HRM Practices
International Selection Process

Expatriate Training

International Compensation
Human Resource Development

Challenges of Human Resource Development

Methods of Human Resource Development

Steps for Designing HRD Intervention

Employee Orientation

Employee Socialization

Realistic Job Review

360 Degree Assessment
Employee Assistance Program

What is Coaching?

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

What is Group?

Group Dynamics

Organisational Culture

Group Decision Making

Group Conflict

Diversity in the Workplace

Management Topics

What is Management?

Who Is a Supervisor?

Marketing CIs Management an Art or Science

Classical Management Approach

Planning in Management

Decision Making in Management

Organising in Management

What is Organisation Structure?

What is Departmentation?

What is Span of Control?

What is Authority?

What is Staffing?

What is Personnel Planning?

What is Job Analysis?

What is Recruitment?

Modern and Others Schools of Management Thought

What is Selection?

What is Coordination?

What is Controlling?

What is Leadership?

What is Organisational Change?

Motivation in Management

Motivation Theories

Maslow’s Hierarchy of Needs

Herzberg Two Factor Theory

Mcclelland’s Needs Theory of Motivation

Go On, Share & Help your Friend

Did we miss something in BCOM/BBA Study Material or You want something More? Begin! Tell us what you think of our post on What is Recruitment in the remarks section and Share this post with your good friends.

Open chat