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What is Recruitment?

by Shawnee Rigsby (2025-02-09)

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Recruitment is the procedure of attracting 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


Personnels are the most essential properties of an organization. The success or failure of an organization is mostly reliant on the quality of the individuals working therein. Without positive and imaginative contributions from individuals, organizations can not progress and prosper.


In order to achieve the objectives or carry out the activities of an organization, therefore, we require to recruit people with requisite abilities, certifications and experience. While doing so, we need to keep the present as well as the future requirements of the organization in mind.


Organizations have to recruit individuals with requisite skills, credentials and experience if they need to survive and thrive in a highly competitive environment.


Recruitment Definition


According to Edwin B Flippo, "Recruitment is the procedure of searching for prospective employees and promoting them to obtain jobs in the organization".


DeCenzo and Robbins specify it as "Recruitment is the procedure of discovering potential prospects for real or anticipated organizational jobs. Or from another point of view, it is a linking activity-bringing together those with tasks to fill and those seeking jobs."


According to Plumbley, "Recruitment is a matching procedure and the capacities and inclinations of the prospects have to be matched against the demand and rewards fundamental in a provided job or career pattern."


Recruitment Process


The significant actions of the recruitment procedure are mentioned as:


Job Design
Opening Job Position
Collecting and Presenting Job Resumes
Job Interviews
Job Offer
Job Design


Job design is the most vital part of the recruitment process. The task style is a stage about the style of the job profile and a clear agreement between the line manager and the HRM Function.


The Job Design has to do with the agreement about the profile of the ideal task candidate and the contract about the abilities and proficiencies, which are important. The details collected can be utilized during other steps of the recruitment procedure to speed it up.


Opening Job Position


The Opening of the Job Position is generally the job of the HR Recruiter. Skilled and experienced HR Recruiter must choose about the ideal mix of recruitment sources to find the very best prospects for the job position. This is another key action in the recruitment process.


Collecting and Presenting Job Resumes


The next step is gathering of job resumes and their pre-selection. This action in the recruitment process is really important today as numerous 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 must be the last action done simply by the HRM Function.


Job Interviews


The job interviews are the primary step in the recruitment procedure, which need to be clearly developed and concurred in between HRM and line management.


The job interview need to discover the job candidate, who satisfies the requirements and fits finest the business culture and the department.


Job Offer


The job offer is the last action of the recruitment procedure, 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 sign up with.


Recruitment Techniques


Recruitment methods are the means or media by which management contacts potential employees or offer required details or exchange concepts or promote them to look for tasks.


Recruitment techniques are:


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


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


Direct Methods: These consist of sending out travelling employers to educational and professional 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 visit.


- It is a constant process.


- It is a procedure of identifying sources of human force, drawing in and motivating them to make an application for jobs in companies.


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


- It is a positive process.


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


Purpose of Recruitment


- Discovering and developing the source here required number and sort of staff members will be offered.


- Developing ideal strategies to attract the preferable candidate.


- Employing the technique to draw in employees.

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- Stimulating as numerous candidates as possible and asking to request 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.

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Difference Between Recruitment and Selection


- Recruitment suggests looking for sources of labor and promoting individuals to look for jobs, whereas selection means picking of right kind of individuals for different jobs.


- Recruitment is a positive process whereas selection is an unfavorable procedure.


- It develops a large swimming pool of candidates whereas selection causes a screening of inappropriate candidates.


- Recruitment is a simple process, it includes contracting the numerous sources of labor whereas selection is a complex and lengthy process. The prospect needs to clear a number of hurdles before they are chosen for a task.


Sources of Recruitment


A source from where prospects are identified, brought 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 Disabled Employees.
Campus Recruitments.
Management Consultants.
Advertisements.
Trade Associations.
Walk in Interview.
Job Fairs.
Internal Sources


This approach consists of recruiting, establishing and promoting the staff members from within the company. Internal recruitments are economical, more trusted as the organization understands the candidate's skillset and knowledge and it likewise encourages the workers and increases their dedication towards the company. Internal sourcing can be done in the following ways:


Transfers


A worker may be moved from one task to another internally typically of the exact same level. The functions and duties of the staff members may alter however not necessarily the salary. This assists the staff members to get motivated and employment try something brand-new, helps them break the uniformity of the old job and encourages them to grow by getting more knowledge.


Promotions


As acknowledgment of their performance and experience the workers are moved from a position to a higher position. There is a modification in their responsibilities and responsibilities accompanied with a change in income 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 staff members might also be hired back in case there is high need and scarcity of supply in the industry or there is sudden increase in work load. These workers are currently familiar with the procedures, procedures and culture of the organization for this reason they prove to be cost efficient.


Employee Referrals


In this case each staff member of the company acts as an employer. The staff members are encouraged to advise the names of their good friends or family members working in other companies. For this they are even rewarded monetarily.


The advantage of staff member referral is that the possible prospect gets first hand information about the task and company culture from the already working staff member. Since he understands what he is entering he is anticipated to stay longer in the company. Also considering that the trustworthiness of those who advise is at stake, they tend to advise those who are extremely inspired and skilled.


Job Postings


The Company posts the existing and predicted vacancy on bulletin boards, electronic media and comparable typical portals. This gives an opportunity to the employees to carry out career shift and assist them grow within the company.


Deceased and Disabled Employees


In order to make the families of the departed and disabled employees self-dependent their family members or dependents might 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 company is conscious of the employee's knowledge and ability.


- There is no requirement of induction and training as the staff member is already familiar with the procedures, treatments and culture of the organization.


- It increases the motivation level of the workers as they eagerly anticipate getting a higher task in the organization instead of searching for greener pastures outside.


- It enhances the morale of the workers, improves their relations with the organization and decreases staff member turnover.


- It establishes the spirit of commitment in the workers, ensures continuity of work and organizational stability.


Disadvantage of Internal Sourcing


- Internal sourcing avoids new blood, originality and innovative concepts from going into the company.


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


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


- It can create discontentment among the rest of the workers as there can be predisposition or employment partiality in promoting an employee in the organization.


External Sources


New candidates are hired from outside the organization by various ways and techniques. It is more typically utilized than internal sources. External recruitments are practical in getting skills that are not had by the present staff members; it likewise assists to bring onboard employees from various backgrounds that get a diversity of ideas on the table.


Campus Recruitments


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


Whoever discovers it matching with their profession plans gets the job. These applicants are then made to go through series of selection procedures like analytical and psychological tests, seminar, interviews etc before the last selection is done.


Management Consultants


Management consultants function as representatives of the employer. They perform the recruitment function on behalf of the client business by charging them charges or commissions. These consultants have the ability to tailor their services according to the particular needs of the customers thus easing the line managers from their recruitment function.


Advertisements


This media of recruitment is incredibly popular and typically used as it connects a wide range of people. It can also be targeted at a particular group or a particular geographical location by choosing a specific newspaper, radio channel and so on e.g Business journal.


In certain ads business name, job description and salary bundles are mentioned. There are blind ads as well where no identification of the firm is given. These advertisements are released mainly when the organization desires to fill an internal job or planning to displace an existing staff member.


Trade Associations


There are associations that produce a database of task applicants and offer it to its members during local or employment nationwide conventions. They likewise publish classified advertisements for employers interested in hiring their members.


Walk in Interview


Another upcoming method of recruitment is walk-in interviews. There is no time at all and meeting schedule for each person. An ad concerning the time and the location of the interview is given up the paper. The candidates are needed to carry their CVs and directly appear for the interview. It is an extremely common mode of recruitment amongst BPOs and call centres.


Job Fairs


Job fairs are a reliable way of contacting possible staff members and prospects. There are HR hiring supervisors of various business under one roofing system. Information and business cards can be exchanged and resumes can be submitted by the candidates.


Employers can identify the ideal applicants, similarly the candidates can apply in numerous companies together, wherever they feel the deal is best and fits their interest.


Advantage of External Sourcing


- New and young blood enters the organization, which have innovative ideas, brand-new methods that can assist to stimulate the existing staff members.


- It provides a broader pool for selection. Companies can get prospects with requisite certification.


- It develops a competitive environment as it assists the existing employees to work harder in order to match the requirement that the brand-new staff members generate.


- It leads to long term benefits to the organization. Talented swimming pools of people bring in addition to them new methods of working and new methods to situations that assists the organization to stay informed with the competitive world outside.


Disadvantage of External Sourcing


- It is a time consuming procedure as it includes drawing in the right candidates, evaluating them, going through a series of tests and interviews etc. When suitable candidates are not readily available this process has actually to be repeated once again and again.


- This procedure proves to be very pricey for the organization as the business have to turn to advertisements, hiring consultants and so on for bring in the best pool of talent.


- It can decrease the spirits and demotivate the existing staff members as they can feel that their services have actually not been acknowledged.


- It is less trustworthy than internal sourcing. Since the organizations hire candidates on the basis of their resumes, tests, interviews and so on they may not turn out to be as anticipated. It may end up working with someone who winds up being a misfit and may not be able to adjust in the new established.


Alternatives to Recruitment


Recruitment and selection is an expensive and time-consuming procedure. Moreover, it gets onboard permanent workers which are tough 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 fluctuations.


Hence to combat back the short-lived phases of high market demand for company's items, business may turn to alternatives to recruitment that are specified listed below:


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


In order to satisfy the additional demand of the company's items which cause excess workload, some workers are asked to work overtime under some terms and conditions. Overtime is the quantity of time that someone works beyond the working hours.


In such a case employee gets additional earnings as per the agreement signed between the worker and the company. The downside is that the worker may not work to his complete capacity during the day in order to make overtime.


Temporary Employees


A momentary worker is selected for a duration that does not last for long. It is to fill a brief term position which is scheduled to be terminated within one or more years for reasons as the completion of a specific task or peak work.


This assists the company in preventing expenses of recruitment, employment conserves time involved, and help avoid the unfavorable impact of labor turnover etc. However temporary employees might not be very loyal to the business, their inexperience may impact the work output and they tend to take time to change.


Sub-contracting


To finish a particular project or meet an unexpected short-term boost in the need of the company's products, the company might resort to subcontracting. It is the practice of designating part of the obligations, tasks and responsibilities to another party under an agreement referred to as subcontractor.


Hiring an outside expert agency to carry out part of the work results in mutual benefits in such cases as the business want to expand by itself only when the increased demand lasts for a specific period of time.


Employee Leasing


An employee leasing firm concentrates on recruitment, training, personnel management, payroll accounting and risk administration. The leasing company also takes care of the work guidance, daily responsibilities and other regular elements of work.

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For instance a nursing services firm works with numerous nurses and offers them to hospitals on a contract basis. It offers a benefit to the organization to alter its staff members without real layoffs.


Outsourcing


Under contracting out a business process is contracted out to a 3rd party, the factor behind outsourcing are lots of. It decreases the need to employ and train customized personnel as it is sourced out to someone concentrating on that location having the resources and know-how that leads to competitive supremacy gradually.


It also helps to lower capital and business expenses and helps avoid difficult guidelines, high taxes, labour union agreements etc.


Role Profiles for Recruitment Purposes


Role profiles, specify the total function of the function, its reporting relationships and crucial result areas. They might likewise consist of the list of competencies needed. They may be technical (abilities and understanding needed to do a specific task) and behavioral proficiencies connected to the function.


The profile likewise consists of the terms (pay, advantages, hours of work, movement, travelling, transfers, training, advancement and profession opportunities). The recruitment role provides the basis for person specification.


Person Specifications


An individual spec likewise known as recruitment, task or employment personnel requirements is the essential element on which the selection treatment is based. It is the amount total of education, training, experience, qualification a person has to perform the job appointed to him.


When the job requirement have been defined, they ought to be categories under ideal heads. The basic categories consist of qualification, technical and behavioural proficiencies.


There are likewise a variety of traditional schemes. The most popular consist of the seven-point strategy established by Alec Rodgers in 1952 and the five-point grading system established by Munro Fraser in 1954. These give specific headings under which qualities of an ideal prospect can be categorized.


Seven Point Plan


- Physical comprise: Health, body, appearance, bearing and speech


- Attainments: Education, qualifications, experience


- General intelligence: Fundamental intellectual capability


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


- Interest: Social, intellectual, physically active, constructional


- Disposition: Acceptability, influence over others, steadiness, reliability, selfreliance


- Circumstances: Domestic situations, occupations of household.


Five-fold Grading System


Effect on others: Physical makeup, look, speech and way


Acquired understanding or qualification: Education, vocational training, work experience


Innate abilities: Natural quickness of comprehension and ability for discovering


Motivation: The kind of objectives set by the individual, his/her consistency and decision in following them up, and success in attaining them


Adjustment: Emotional stability, capability to stand up stress and ability to get on with individuals.


Attracting Candidates


Attracting prospects is mostly a matter of recognizing, examining and using the most suitable sources of applicants. However, where appropriate sources of recruitment are not there, then the analysis of aspects adding to the recruitment in an organization requirement to be evaluated. Various elements to be taken under consideration are as follows:


Internal Factors


- Company's pay package
- Quality of Work Life
- Organizational culture
- Career preparing & development
- Company's size
- Company's products/services
- Company's development rate
- Role of trade union
- Cost of recruitment
- Company's name & popularity


External Factors


1. Socio-economic aspects
2. Supply and need factors
3. Employment rate
4. Labour market condition
5. Political, Legal & Govt. elements
6. Information System


Recruitment needs to be rapid, however a cautious process. An incorrect relocation can have a dreadful effect on the undertaking. A few steps can be required to reduce the negative effect. 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


( Click on Topic to Read)


Personnel Management


Personnel Planning


Employee Induction


Kinds of Training


Importance of Training


Training Process


Personnel 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
Human Resource Planning


Personnel 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 Personnel Management


Cross Cultural Theories


Dimensions of Culture


HRM Practices
International Selection Process


Expatriate Training


International Compensation
Personnel Development


Challenges of Personnel Development


Methods of Personnel 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


Types 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


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