
Ezworkers
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Founded Date March 1, 2002
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Sectors Health Care
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Company Description
What is Recruitment?
Recruitment is the process of bring in and identifying 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 important assets of a company. The success or failure of an organization is largely based on the quality of individuals working therein. Without positive and innovative contributions from people, companies can not progress and prosper.
In order to accomplish the objectives or carry out the activities of a company, for that reason, we require to hire people with requisite skills, certifications and experience. While doing so, we have to keep today as well as the future requirements of the organization in mind.
Organizations have to hire individuals with requisite skills, credentials and experience if they need to survive and flourish in a highly competitive environment.
Recruitment Definition
According to Edwin B Flippo, “Recruitment is the procedure of browsing for potential employees and promoting them to obtain tasks in the company”.
DeCenzo and Robbins define it as “Recruitment is the process of discovering possible candidates for actual or expected organizational jobs. 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 coordinating procedure and the capacities and dispositions of the prospects have actually to be matched against the need and rewards fundamental in a given task or profession pattern.”
Recruitment Process
The major steps of the recruitment process are stated as:
Job Design
Opening Job Position
Collecting and Presenting Job Resumes
Job Interviews
Job Offer
Job Design
Job design is the most essential part of the recruitment procedure. The job design is a stage about the design of the task profile and a clear contract in between the line supervisor and the HRM Function.
The Job Design is about the arrangement about the profile of the ideal task candidate and the agreement about the skills and proficiencies, which are essential. The details gathered can be utilized throughout other actions 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 should choose about the best mix of recruitment sources to discover the finest candidates for the job position. This is another crucial step in the recruitment procedure.
Collecting and Presenting Job Resumes
The next step is gathering of job resumes and their pre-selection. This step in the recruitment procedure is very crucial today as many companies lose a lot of time in this step.
Today, the company can not wait with the pre-selection of the task resumes. Generally, this must be the last step done purely by the HRM Function.
Job Interviews
The task interviews are the primary action in the recruitment procedure, which must be plainly developed and concurred in between HRM and line management.
The job interview ought to find the job prospect, who fulfills the requirements and fits finest the corporate culture and the department.
Job Offer
The job offer is the last step of the recruitment procedure, 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 organization to sign up with.
Recruitment Techniques
Recruitment methods are the methods or media by which management contacts prospective employees or provide necessary details or exchange concepts or stimulate them to obtain jobs.
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 include sending travelling employers to academic and expert organizations and workers’ contacts with the general public.
( a) Campus Recruitment
Nature of Recruitment
Recruitment involves the following features:
– Recruitment is the first action of visit.
– It is a continuous process.
– It is a process of of human force, attracting and motivating them to look for tasks in companies.
– It is an advancement workforce or to work at the last phase.
– It is a positive process.
– It satisfies needs, both today, and the future.
Purpose of Recruitment
– Discovering and establishing the source here required number and sort of workers will be available.
– Developing suitable methods to draw in the preferable candidate.
– Employing the technique to draw in employees.
– Stimulating as many prospects as possible and inquiring to get jobs irrespective of the number of candidates required in order to increase the selection 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 obtain tasks, whereas choice suggests picking of ideal sort of people for different jobs.
– Recruitment is a positive procedure whereas selection is a negative procedure.
– It creates a big swimming pool of applicants whereas choice causes a screening of inappropriate prospects.
– Recruitment is an easy process, it includes contracting the numerous sources of labor whereas choice is a complex and time-consuming process. The candidate has to clear a number of difficulties before they are selected for a task.
Sources of Recruitment
A source from where prospects are identified, attracted 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 includes recruiting, developing and promoting the employees from within the organization. Internal recruitments are economical, more dependable as the company understands the candidate’s skillset and knowledge and it likewise inspires the staff members and increases their dedication towards the company. Internal sourcing can be performed in the following methods:
Transfers
A worker may be shifted from one task to another internally usually of the same level. The functions and duties of the workers might alter but not always the income. This helps the staff members to get inspired and try something brand-new, assists them break the uniformity of the old job and motivates them to grow by getting more understanding.
Promotions
As acknowledgment of their efficiency and experience the staff members are moved from a position to a greater position. There is a change in their tasks and duties accompanied with a change in income and status. It helps 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 workers may also be recruited back in case there is high need and shortage of supply in the industry or there is abrupt boost in work load. These workers are already knowledgeable about the processes, treatments and culture of the company thus they show to be cost efficient.
In this case each worker of the business functions as an employer. The staff members are motivated to suggest the names of their pals or relatives working in other companies. For this they are even rewarded monetarily.
The advantage of employee referral is that the possible prospect gets first hand details about the task and company culture from the already working worker. Since he knows what he is getting into he is anticipated to remain longer in the company. Also because the credibility of those who advise is at stake, they tend to advise those who are extremely motivated and qualified.
Job Postings
The Company posts the present and anticipated vacancy on bulletin board system, electronic media and comparable common websites. This provides a chance to the workers to undertake profession shift and assist them grow within the business.
Deceased and Disabled Employees
In order to make the households of the deceased and handicapped staff members self-dependent their loved ones or dependents may be provided a task in case of any vacancy.
Advantage of Internal Sourcing
– Internal recruitment is less time consuming and economical.
– It is dependable as the company knows the employee’s understanding and ability set.
– There is no requirement of induction and training as the employee is currently aware of the processes, procedures and culture of the company.
– It increases the motivation level of the employees as they eagerly anticipate getting a higher task in the company rather of trying to find greener pastures outside.
– It boosts the spirits of the workers, enhances their relations with the organization and minimizes employee turnover.
– It develops the spirit of commitment in the employees, ensures connection of employment and organizational stability.
Disadvantage of Internal Sourcing
– Internal sourcing prevents new blood, originality and innovative concepts from going into the organization.
– The scope is restricted as not all the jobs can be filled by the limited pool of skill offered in the company.
– The position of the individual who is transferred or promoted falls vacant.
– It can produce dissatisfaction amongst the rest of the employees as there can be predisposition or partiality in promoting an employee in the company.
External Sources
New candidates are hired from outside the company by different means and methods. It is more typically used than internal sources. External recruitments are practical in obtaining abilities that are not had by the present employees; it also assists to bring onboard staff members from various backgrounds that get a variety of concepts on the table.
Campus Recruitments
When companies are in search of fresh talents and are concentrating on understanding, communication skill and skill than experience, they approach management colleges, technical institutes etc. The company makes a presentation about its company in order to draw in the students.
Whoever finds it matching with their profession strategies uses for the task. These applicants are then made to go through series of selection procedures like analytical and psychological tests, group conversations, interviews and so on before the final selection is done.
Management Consultants
Management experts act as agents of the employer. They carry out the recruitment function on behalf of the client business by charging them fees or commissions. These experts are able to customize their services according to the specific requirements of the customers thus relieving the line supervisors from their recruitment function.
Advertisements
This media of recruitment is incredibly popular and commonly used as it reaches out a wide variety of people. It can also be targeted at a particular group or a specific geographic area by selecting a particular paper, radio channel and so on e.g Business journal.
In certain ads business name, job description and salary bundles are pointed out. There are blind ads too where no identification of the company is given. These ads are released primarily when the company wants to fill an internal job or employment preparing to displace an existing worker.
Trade Associations
There are associations that create a database of task seekers and supply it to its members during local or national conventions. They also publish classified ads for companies thinking about hiring their members.
Walk in Interview
Another upcoming approach of recruitment is walk-in interviews. There is no time and conference schedule for each person. An advertisement relating to the time and the area of the interview is provided in the newspaper. The prospects are required to carry their CVs and directly appear for the interview. It is a really common mode of recruitment amongst BPOs and call centres.
Job Fairs
Job fairs are an effective method of contacting potential workers and candidates. There are HR hiring supervisors of different companies under one roof. Information and business cards can be exchanged and resumes can be sent by the candidates.
Employers can find the ideal candidates, similarly the candidates can use in numerous organizations together, wherever they feel the offer is best and matches their interest.
Advantage of External Sourcing
– New and young blood goes into the organization, which have innovative ideas, new techniques that can help to stimulate the existing employees.
– It uses a broader swimming pool for selection. Companies can choose up prospects with requisite credentials.
– It develops a competitive environment as it assists the existing employees to work harder in order to match the standard that the brand-new employees generate.
– It results in long term benefits to the organization. Talented pools of individuals bring together with them new techniques of working and brand-new approaches to circumstances that assists the company to stay informed with the competitive world outside.
Disadvantage of External Sourcing
– It is a time consuming procedure as it involves bring in the right prospects, screening them, going through a series of tests and interviews and so on. When appropriate prospects are not available this process needs to be duplicated once again and once again.
– This procedure proves to be extremely costly for the organization as the companies need to turn to advertisements, employing specialists and so on for attracting the ideal swimming pool of skill.
– It can decrease the morale and employment demotivate the existing workers as they can feel that their services have actually not been acknowledged.
– It is less reputable than internal sourcing. Since the organizations work with prospects on the basis of their resumes, tests, interviews etc they may not end up being as anticipated. It may end up employing somebody who ends up being a misfit and may not be able to adjust in the brand-new set up.
Alternatives to Recruitment
Recruitment and selection is a pricey and time-consuming process. Moreover, it gets onboard irreversible staff members 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 demand fluctuations.
Hence to eliminate back the temporary phases of high market need for company’s products, companies might turn to options to recruitment that are stated below:
Overtime.
Temporary Employees.
Sub-contracting.
Employee Leasing.
Outsourcing.
Overtime
In order to fulfill the extra demand of the firm’s items which result in excess workload, some employees are asked to work overtime under some terms. Overtime is the quantity of time that somebody works beyond the working hours.
In such a case employee gets extra incomes as per the contract signed in between the employee and the employer. The drawback is that the staff member might not work to his complete potential throughout the day in order to earn overtime.
Temporary Employees
A short-lived worker is appointed for a duration that does not last for long. It is to fill a short-term position which is set up to be ended within one or more years for factors as the completion of a particular project or peak work.
This assists the company in avoiding costs of recruitment, conserves time involved, and help avoid the unfavorable impact of labor turnover etc. However momentary staff members might not be really faithful to the business, their lack of experience might impact the work output and they tend to take some time to adjust.
Sub-contracting
To complete a specific job or satisfy an unexpected short-lived boost in the need of the company’s products, the business may turn to subcontracting. It is the practice of designating part of the commitments, tasks and responsibilities to another party under an agreement referred to as subcontractor.
Hiring an outside specialist company to carry out part of the work causes mutual advantages in such cases as the company wish to expand by itself only when the increased demand lasts for a specified duration of time.
Employee Leasing
A worker leasing firm specializes in recruitment, training, human resource management, payroll accounting and danger administration. The leasing company likewise looks after the work supervision, daily responsibilities and other regular aspects of work.
For example a nursing services firm works with many nurses and supplies them to health centers on a contract basis. It provides an advantage to the company to change its workers without actual layoffs.
Outsourcing
Under contracting out a business process is contracted out to a 3rd party, the reason behind outsourcing are lots of. It reduces the need to work with and train specific staff as it is sourced out to somebody focusing on that location having the resources and competence that leads to competitive supremacy over time.
It also helps to decrease capital and business expenses and assists prevent difficult regulations, high taxes, labour union contracts etc.
Role Profiles for Recruitment Purposes
Role profiles, define the overall function of the function, its reporting relationships and essential outcome areas. They might likewise include the list of proficiencies needed. They might be technical (skills and understanding required to do a specific task) and behavioral competencies connected to the function.
The profile likewise includes the terms (pay, advantages, hours of work, mobility, travelling, transfers, training, development and career opportunities). The recruitment role offers the basis for person requirements.
Person Specifications
An individual spec likewise called recruitment, task or personnel spec is the necessary component on which the choice treatment is based. It is the sum overall of education, training, experience, credentials an individual has to carry out the job designated to him.
When the task requirement have actually been defined, they need to be classifications under ideal heads. The basic categories include qualification, technical and behavioural proficiencies.
There are also a variety of traditional plans. The most popular consist of the seven-point strategy established by Alec Rodgers in 1952 and the five-point grading system developed by Munro Fraser in 1954. These offer specific headings under which characteristics of a perfect candidate can be classified.
Seven Point Plan
– Physical make up: Health, physique, look, bearing and speech
– Attainments: Education, credentials, experience
– General intelligence: Fundamental intellectual capacity
– Special abilities: Mechanical, manual mastery, center in use of words or figures
– Interest: Social, intellectual, physically active, constructional
– Disposition: Acceptability, impact over others, steadiness, dependability, selfreliance
– Circumstances: Domestic circumstances, occupations of family.
Five-fold Grading System
Effect on others: Physical makeup, appearance, speech and manner
Acquired knowledge or credentials: Education, trade training, work experience
Innate abilities: Natural quickness of comprehension and aptitude for finding out
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: employment Emotional stability, capability to stand up tension and capability to get on with people.
Attracting Candidates
Attracting candidates is mainly 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 aspects adding to the recruitment in an organization need to be evaluated. Various aspects to be taken under consideration are as follows:
Internal Factors
– Company’s pay bundle
– Quality of Work Life
– Organizational culture
– Career preparing & development
– 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 aspects
3. Employment rate
4. Labour market condition
5. Political, Legal & Govt. elements
6. Information System
Recruitment must be speedy, but a cautious process. An incorrect move can have a dreadful influence on the endeavor. A couple of procedures can be required to reduce 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
( 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
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 Human Resource 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 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
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 Human Resource 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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