Recruitment is the procedure of bring in and determining a swimming pool of candidates, from which some will be selected 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 an organization. The success or failure of an organization is largely based on the caliber of the people working therein. Without favorable and creative contributions from people, organizations can not advance and flourish.

In order to accomplish the objectives or perform the activities of a company, for that reason, we need to hire people with requisite abilities, qualifications and experience. While doing so, we need to keep today along with the future requirements of the organization in mind.

Organizations have to recruit people with requisite skills, qualifications and experience if they need to make it through and flourish in an extremely competitive environment.

Recruitment Definition

According to Edwin B Flippo, “Recruitment is the procedure of searching for prospective employees and promoting them to make an application for jobs in the organization”.

DeCenzo and Robbins define it as “Recruitment is the process of finding potential candidates for actual or anticipated organizational vacancies. Or from another point of view, it is a linking activity-bringing together those with tasks to fill and those looking for tasks.”

According to Plumbley, “Recruitment is a matching procedure and the capacities and dispositions of the prospects have to be matched versus the need and benefits intrinsic in an offered task or career pattern.”

Recruitment Process

The major actions 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 crucial part of the recruitment process. The job design is a phase about the style of the task profile and a clear contract in between the line supervisor and the HRM Function.

The Job Design is about the contract about the profile of the perfect task candidate and the agreement about the abilities and competencies, which are essential. The information gathered can be used 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 skilled HR Recruiter must decide about the ideal mix of recruitment sources to find the finest prospects for the job position. This is another crucial step in the recruitment process.

Collecting and Presenting Job Resumes

The next action is collecting of job resumes and their pre-selection. This action in the recruitment procedure is very important today as many companies lose a great deal of time in this step.

Today, the organization can not wait with the pre-selection of the job resumes. Generally, this must 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 plainly created and concurred in between HRM and line management.

The job interview should find the job candidate, who meets the requirements and fits best the corporate culture and the department.

Job Offer

The job offer is the last action of the recruitment process, 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 organization to join.

Recruitment Techniques

Recruitment methods are the ways or media by which management contacts potential staff members or offer required details or exchange ideas or stimulate them to look for tasks.

Recruitment techniques are:

Internal Methods: They are for recruiting internal prospects. These include techniques like:

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

Direct Methods: These include sending taking a trip recruiters to educational and professional organizations and workers’ contacts with the public.

( a) Campus Recruitment Nature of Recruitment

Recruitment involves the following features:

- Recruitment is the primary step of consultation.

- It is a constant procedure.

- It is a process of identifying sources of human force, bring in and inspiring them to obtain jobs in companies.

- It is an advancement workforce or to work at the last stage.

- It is a favorable process.

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

Purpose of Recruitment

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

- Developing appropriate techniques to draw in the desirable prospect.

- Employing the technique to attract workers.

- Stimulating as numerous prospects as possible and inquiring to use for tasks irrespective of the number of prospects required in order to increase the choice 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 individuals to get jobs, whereas selection indicates picking of right type of individuals for numerous tasks.

- Recruitment is a favorable process whereas selection is a negative process.

- It produces a large pool of candidates whereas choice results in a screening of inappropriate prospects.

- Recruitment is an easy process, it involves contracting the different sources of labor whereas selection is a complex and time-consuming procedure. The prospect needs to clear a number of obstacles before they are selected for a job.

Sources of Recruitment

A source from where candidates are identified, attracted and chose 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 approach includes recruiting, developing and promoting the staff members from within the organization. Internal recruitments are economical, more reliable as the company knows the candidate’s skillset and knowledge and it likewise motivates the staff members and increases their commitment towards the company. Internal sourcing can be performed in the following methods:

Transfers

A worker might be shifted from one job to another internally generally of the exact same level. The functions and responsibilities of the employees might change however not always the salary. This helps the workers to get inspired and attempt something brand-new, helps them break the monotony of the old task and motivates them to grow by acquiring more knowledge.

Promotions

As acknowledgment of their effectiveness and experience the workers are moved from a position to a greater position. There is a change in their responsibilities and obligations accompanied with a modification in income and status. It helps the employee to grow vertically in the company. It refrains him from leaving the business for greener pastures.

Retired and Retrenched Employees

Retired and retrenched employees might also be recruited back in case there is high need and shortage of supply in the industry or there is abrupt increase in workload. These employees are currently conscious of the processes, procedures and culture of the organization hence they prove to be cost reliable.

Employee Referrals

In this case each staff member of the business functions as a recruiter. The employees are encouraged to advise the names of their good friends or family members operating in other companies. For this they are even rewarded monetarily.

The advantage of staff member recommendation is that the potential prospect gets initially hand details about the job and organization culture from the already working employee. Since he knows what he is entering into he is expected to stay longer in the organization. Also considering that the credibility of those who recommend is at stake, they tend to advise those who are highly encouraged and proficient.

Job Postings

The Company posts the present and predicted job on bulletin board system, electronic media and comparable typical websites. This provides an to the staff members to undertake profession shift and help them grow within the business.

Deceased and Disabled Employees

In order to make the households of the departed and disabled workers self-dependent their relatives or dependents may be offered a task in case of any vacancy.

Advantage of Internal Sourcing

- Internal recruitment is less time consuming and cost-effective.

- It is trusted as the company is aware of the employee’s knowledge and capability.

- There is no requirement of induction and training as the employee is already mindful of the processes, procedures and culture of the organization.

- It increases the inspiration level of the staff members as they anticipate getting a greater task in the company rather of trying to find greener pastures outside.

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

- It develops the spirit of commitment in the staff members, makes sure continuity of employment and organizational stability.

Disadvantage of Internal Sourcing

- Internal sourcing prevents new members, originality and innovative concepts from entering the organization.

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

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

- It can create frustration among the remainder of the employees as there can be bias or partiality in promoting a staff member in the organization.

External Sources

New prospects are recruited from outside the organization by various methods and techniques. It is more frequently used than internal sources. External recruitments are handy in acquiring skills that are not possessed by the existing staff members