
Nujob
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Founded Date November 25, 1955
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Sectors Telecommunications
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Company Description
What is Recruitment?
Recruitment is the procedure of drawing in and determining a pool of candidates, from which some will be selected for work.
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 crucial properties of a company. The success or failure of a company is mostly depending on the quality of individuals working therein. Without positive and innovative contributions from people, organizations can not progress and succeed.
In order to accomplish the goals or perform the activities of a company, employment for that reason, we require to hire people with requisite abilities, 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 people with requisite skills, qualifications and experience if they need to survive and flourish in an extremely competitive environment.
Recruitment Definition
According to Edwin B Flippo, “Recruitment is the process of searching for potential staff members and promoting them to make an application for tasks in the organization”.
DeCenzo and Robbins define it as “Recruitment is the process of discovering potential prospects for real or expected organizational vacancies. Or from another perspective, it is a connecting activity-bringing together those with jobs to fill and those seeking jobs.”
According to Plumbley, “Recruitment is a matching procedure and the capabilities and inclinations of the candidates need to be matched against the need and benefits fundamental in a given job or career pattern.”
Recruitment Process
The significant actions of the recruitment process 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 task design is a stage about the style of the task profile and a clear agreement between the line supervisor and the HRM Function.
The Job Design is about the arrangement about the profile of the ideal task prospect and the arrangement about the skills and competencies, which are essential. The info collected can be utilized during 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 experienced HR Recruiter must choose about the best mix of recruitment sources to discover the best candidates for the task position. This is another essential action in the recruitment process.
Collecting and employment Presenting Job Resumes
The next action is gathering of task resumes and employment their pre-selection. This step in the recruitment process is extremely essential today as lots of organizations lose a lot of time in this step.
Today, the organization can not wait with the pre-selection of the job resumes. Generally, this should be the last step done purely by the HRM Function.
Job Interviews
The task interviews are the primary step in the recruitment process, which must be clearly developed and agreed in between HRM and line management.
The job interview ought to find the job candidate, who meets 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 finalizes all the other actions and the winner of the job interviews gets the offer from the organization to join.
Recruitment Techniques
Recruitment methods are the means or media by which management contacts potential staff members or offer essential information or exchange concepts or promote them to request tasks.
Recruitment methods are:
Internal Methods: They are for recruiting internal candidates. These include approaches like:
( a) Promotion & Transfers
( b) Job Posting
( c) Employee Referrals
Direct Methods: These consist of sending out taking a trip employers to instructional and professional organizations and workers’ contacts with the public.
( a) Campus Recruitment
Nature of Recruitment
Recruitment involves the following functions:
– Recruitment is the initial step of consultation.
– It is a constant procedure.
– It is a procedure of determining sources of human force, bring in and inspiring them to make an application for tasks in companies.
– It is a development workforce or to operate at the last phase.
– It is a favorable procedure.
– It satisfies needs, both the present, and the future.
Purpose of Recruitment
– Finding out and establishing the source here required number and kind of employees will be readily available.
– Developing appropriate techniques to attract the desirable prospect.
– Employing the method to attract staff members.
– Stimulating as lots of candidates as possible and asking to request jobs regardless of the number of prospects required 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 means looking for sources of labor and promoting people to request tasks, whereas selection means selecting of best type of people for various tasks.
– Recruitment is a favorable procedure whereas selection is a negative procedure.
– It produces a large swimming pool of candidates whereas choice causes a screening of inappropriate prospects.
– Recruitment is a simple procedure, it includes contracting the numerous sources of labor whereas choice is a complex and time-consuming procedure. The candidate needs to clear a number of hurdles before they are chosen for a task.
Sources of Recruitment
A source from where candidates are recognized, drew in and chose 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 method includes recruiting, establishing and promoting the employees from within the organization. Internal recruitments are affordable, more trusted as the company is aware of the prospect’s skillset and knowledge and it likewise motivates the staff members and increases their commitment towards the organization. Internal sourcing can be carried out in the following methods:
Transfers
An employee may be moved from one task to another internally normally of the exact same level. The roles and responsibilities of the employees may change but not always the wage. This helps the employees to get encouraged and attempt something brand-new, helps them break the uniformity of the old task and encourages them to grow by gaining more knowledge.
Promotions
As recognition of their efficiency and experience the employees are moved from a position to a higher position. There is a modification in their tasks and responsibilities accompanied with a modification in income and status. It helps the worker to grow vertically in the organization. It refrains him from leaving the company for greener pastures.
Retired and Retrenched Employees
Retired and retrenched employees might also be recruited back in case there is high demand and lack of supply in the industry or there is sudden increase in workload. These workers are already conscious of the processes, treatments and culture of the company thus they prove to be cost efficient.
In this case each worker of the company acts as a recruiter. The workers are encouraged to recommend the names of their pals or loved ones working in other organizations. For this they are even rewarded monetarily.
The benefit of worker referral is that the potential prospect gets first hand info 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 given that the trustworthiness of those who suggest is at stake, they tend to suggest those who are extremely encouraged and qualified.
Job Postings
The Company posts the current and anticipated job on publication boards, electronic media and comparable typical websites. This gives a chance to the workers to carry out profession shift and assist them grow within the company.
Deceased and Disabled Employees
In order to make the households of the deceased and disabled workers self-dependent their loved ones or dependents may be provided a job in case of any vacancy.
Advantage of Internal Sourcing
– Internal recruitment is less time consuming and cost-effective.
– It is reliable as the company understands the staff member’s knowledge and skill set.
– There is no requirement of induction and training as the staff member is already mindful of the procedures, procedures and culture of the company.
– It increases the inspiration level of the workers as they eagerly anticipate getting a greater task in the company rather of looking for greener pastures outside.
– It improves the morale of the employees, enhances their relations with the company and lowers staff member turnover.
– It establishes the spirit of commitment in the workers, makes sure connection of employment and organizational stability.
Disadvantage of Internal Sourcing
– Internal sourcing avoids new members, creativity and ingenious ideas from getting in the company.
– The scope is restricted as not all the jobs can be filled by the minimal swimming pool of skill available in the company.
– The position of the person who is transferred or promoted falls uninhabited.
– It can produce frustration amongst the rest of the employees as there can be predisposition or partiality in promoting an employee in the company.
External Sources
New prospects are recruited from outside the organization by different methods and techniques. It is more typically used than internal sources. External recruitments are practical in obtaining abilities that are not possessed by the current employees; it also assists to bring onboard employees from different backgrounds that get a variety of ideas on the table.
Campus Recruitments
When companies remain in search of fresh talents and are concentrating on knowledge, communication skill and skill than experience, they approach management colleges, technical institutes etc. The company makes a presentation about its organization in order to draw in the trainees.
Whoever finds 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, group discussions, interviews etc before the last selection is done.
Management Consultants
Management experts function as agents of the company. They perform the recruitment function on behalf of the customer company by charging them charges or commissions. These consultants have the ability to tailor their services according to the particular requirements of the clients therefore relieving the line managers from their recruitment function.
Advertisements
This media of recruitment is very popular and frequently used as it connects a wide variety of people. It can likewise be targeted at a particular group or a specific geographic area by picking a particular paper, radio channel and so on e.g Business journal.
In certain ads business name, job description and wage plans are mentioned. There are blind advertisements as well where no identification of the firm is offered. These advertisements are published primarily when the company wants to fill an internal job or preparing to displace an existing worker.
Trade Associations
There are associations that produce a database of task applicants and provide it to its members during regional or national conventions. They likewise release classified advertisements for companies thinking about recruiting their members.
Walk in Interview
Another upcoming technique of recruitment is walk-in interviews. There is no time and meeting schedule for each person. An ad concerning the time and the place of the interview is provided in the newspaper. The prospects are needed to bring their CVs and directly stand for the interview. It is a very typical mode of recruitment among BPOs and call centres.
Job Fairs
Job fairs are an efficient way of contacting possible workers and prospects. There are HR hiring supervisors of various business under one roofing system. Information and company cards can be exchanged and resumes can be submitted by the candidates.
Employers can identify the right candidates, likewise the candidates can apply in many companies together, any place they feel the deal is finest and suits their interest.
Advantage of External Sourcing
– New and young blood gets in the company, which have ingenious ideas, new techniques that can assist to stimulate the existing employees.
– It provides a broader swimming pool for selection. Companies can get prospects with requisite certification.
– It creates a competitive environment as it assists the existing staff members to work harder in order to match the standard that the new staff members generate.
– It results in long term benefits to the organization. Talented pools of individuals bring together with them brand-new methods of working and new techniques to situations that assists the company to stay abreast with the competitive world outside.
Disadvantage of External Sourcing
– It is a time consuming procedure as it includes bring in the best 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 duplicated once again and again.
– This process proves to be really expensive for the company as the business have to turn to ads, hiring specialists and so on for bring in the ideal pool of talent.
– It can decrease the morale and demotivate the existing employees as they can feel that their services have actually not been acknowledged.
– It is less trustworthy than internal sourcing. Since the companies employ prospects on the basis of their resumes, tests, interviews etc they may not end up being as expected. It may wind up hiring somebody who ends up being a misfit and might not have the ability to adjust in the brand-new set up.
Alternatives to Recruitment
Recruitment and selection is an expensive and lengthy 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 combat back the short-lived stages of high market need for company’s products, companies may resort to options to recruitment that are mentioned listed below:
Overtime.
Temporary Employees.
Sub-contracting.
Employee Leasing.
Outsourcing.
Overtime
In order to fulfill the extra need of the firm’s products which result in excess work load, some staff members are asked to work overtime under some conditions. Overtime is the amount of time that somebody works beyond the working hours.
In such a case staff member gets extra salaries according to the contract signed between the staff member and the company. The drawback is that the employee may not work to his complete potential throughout the day in order to make overtime.
Temporary Employees
A temporary staff member is appointed 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 factors as the conclusion of a specific job or peak work.
This assists the business in preventing expenses of recruitment, saves time involved, and help avoid the unfavorable effect of labor turnover etc. However momentary workers may not be very faithful to the company, their lack of experience may affect the work output and they tend to take some time to change.
Sub-contracting
To complete a specific project or fulfill an unexpected temporary increase in the demand of the business’s products, the business may resort to subcontracting. It is the practice of designating part of the commitments, jobs and obligations to another celebration under a contract known as subcontractor.
Hiring an outdoors expert agency to carry out part of the work leads to mutual benefits in such cases as the company want to broaden on its own just when the increased demand lasts for a specified duration of time.
Employee Leasing
A worker leasing firm focuses on recruitment, training, human resource management, payroll accounting and risk administration. The leasing firm likewise looks after the work supervision, daily responsibilities and other regular aspects of work.
For example a nursing services firm employs lots of nurses and supplies them to health centers on a contract basis. It offers a benefit to the organization to change its workers without real layoffs.
Outsourcing
Under outsourcing an organization process is contracted out to a third celebration, the factor behind outsourcing are many. It reduces the requirement to hire and train customized staff as it is sourced out to somebody specializing in that location possessing the resources and knowledge that leads to competitive superiority in time.
It also assists to lower capital and business expenses and assists avoid challenging policies, high taxes, labour union agreements etc.
Role Profiles for Recruitment Purposes
Role profiles, specify the general function of the role, its reporting relationships and essential result locations. They may also include the list of proficiencies required. They might be technical (skills and understanding needed to do a specific job) and behavioral competencies connected to the role.
The profile likewise consists of the conditions (pay, benefits, hours of work, mobility, travelling, transfers, employment training, development and career opportunities). The recruitment function provides the basis for individual requirements.
Person Specifications
An individual specification likewise referred to as recruitment, job or personnel specification is the essential component on which the choice treatment is based. It is the sum overall of education, training, experience, certification a person has to perform the task assigned to him.
When the task requirement have been defined, they ought to be categories under ideal heads. The standard classifications consist of qualification, technical and behavioural proficiencies.
There are also a variety of traditional plans. The most popular consist of the seven-point plan developed by Alec Rodgers in 1952 and the five-point grading system developed by Munro Fraser in 1954. These offer particular headings under which qualities of an ideal prospect can be categorized.
Seven Point Plan
– Physical make up: Health, body, look, bearing and speech
– Attainments: Education, certifications, experience
– General intelligence: Fundamental intellectual capability
– Special abilities: Mechanical, manual mastery, facility in usage of words or figures
– Interest: Social, intellectual, physically active, constructional
– Disposition: Acceptability, impact over others, steadiness, reliability, selfreliance
– Circumstances: Domestic circumstances, professions of household.
Five-fold Grading System
Influence on others: Physical makeup, appearance, speech and way
Acquired understanding or qualification: Education, employment training, work experience
Innate capabilities: Natural speed of understanding and aptitude for learning
Motivation: The type of objectives set by the person, his or her consistency and determination in following them up, and success in attaining them
Adjustment: Emotional stability, capability to stand up stress and ability to proceed with individuals.
Attracting Candidates
Attracting candidates is mostly a matter of identifying, assessing and using the most suitable sources of candidates. However, where ideal sources of recruitment are not there, then the analysis of factors contributing to the recruitment in an organization requirement to be analyzed. Various factors 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 growth rate
– Role of trade union
– Cost of recruitment
– Company’s name & popularity
External Factors
1. Socio-economic aspects
2. Supply and demand factors
3. Employment rate
4. Labour market condition
5. Political, Legal & Govt. factors
6. Information System
Recruitment should be quick, however a mindful process. An incorrect move can have a disastrous effect on the endeavor. A couple of procedures can be taken to minimize 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
Tutorial
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Personnel Management
Personnel Planning
Employee Induction
Types of Training
Importance of Training
Training Process
Personnel 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
Personnel Planning Process
Human Resource Demand Forecasting
What is Human Resource 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 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
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What is Departmentation?
What is Span of Control?
What is Authority?
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What is Personnel Planning?
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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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