Recruitment Process can be specified as “it is a method to draw in and discover possible manpower to fill the vacant post in the business”. The HR Recruitment Process helps to employ candidates based upon their capability to work and attitude which is important for achievement of organizational goals.

The Recruitment Process in human resource management begins with recognition of task vacancy in the organization, later the HR department evaluates the task requirement, review the job application, screen and shortlist the preferable candidates and the process ends with hiring of right and best candidate for the task.

What is Recruitment Process in HRM?

The recruitment process is the most essential function of HRM department. The Personnel Manager utilize different methods to reach the prospective prospect. The recruitment method used to get in touch with the prospects varies based upon the source of recruitment.

The Recruitment In-charge typically does the task analysis to discover the skills and capability to perform the job. Once the skills and abilities needed are clear they begin looking for people with such specialties. The HRM department explains the prospective prospect about their task profile and the benefits (benefits) they can gain from the company. The prospects interested in the job are further screened, spoken with by HR and lastly best in shape candidates are selected for the job. Simply put, a great hiring process includes the following:

1. Identify the Recruitment Needs through Job analysis

2. Recruitment or Manpower Planning

3. Writing or Creating a Right Job Description/li >

4. Advertisement for Open Job Vacancies

5. Screening of Job Applications

6. Initial Short- Listing of the Candidates

7. Conducting Interviews

8. Assessment of the Applicant

9. Reference/ Background Check

10. Issuance of Job Offer Letter

11. Joining & On-boarding

Methods of Recruitment

There are three significant techniques of recruitment which are frequently utilized in the business world specifically:

1. Direct Recruitment Methods

2. Indirect Recruitment Methods

3. 3rd Party Recruitment Methods

The significant distinction in between direct and indirect method of recruitment is that the organization send an agent to contact the prospective candidate (which implies direct contact) in the case of direct recruitment technique while in the case of indirect recruitment approaches the prospects are informed about task vacancy through different channel of ad.

1. Direct Recruitment Methods:

The school recruitment is a significant part of recruitment brought out utilizing direct method. The company sends out a representative from HRM department in educational institutes to engage with prospective prospects. The prospects who are seeking for tasks are discussed about the job vacancy in the company and the abilities which are needed to carry out the job. The representative interacts with the candidates with the assistance of positioning cells of the organizations. An instruction session is conducted before the real screening and interview procedure.

The Organization (Employer) gets details about the scholastic records of the prospects through the placement cell. Once the organization is made sure about the existence of exceptional working abilities in the prospect the Human Resource Representative is sent out to the organization to perform recruitment procedure. The company use various recruitment methods like performing seminars, participating in conventions, job fair to recruit the prospects utilizing direct approach. Through this technique the candidates from the scholastic background of engineering, management and medical science are mainly hired by the company.

1. Indirect Recruitment Methods:

In the indirect approach of recruitment the company use the ad channel such as news papers, radio, task websites, radio, tv, publications and expert journals to reach the possible prospects. The ad supplies details about the job requirement, the series of salary provided, the kind of job (full time or part time) and job location. The candidates who are interested in the task request it and share their resume with the company.

The Human Resource Management (HRM) Department of a company uses indirect method of recruitment in 3 situations:

1. When organization does not have a suitable worker who can be promoted to carry out the higher position jobs.

2. When the company is new to the work area and wish to reach out new skill in the market

3. This method is typically utilized to fill the vacancy in clinical, technical and professional department.

To fill up the greater position in the company the commonly dispersed advertisement is really useful as it assists the business to reach various suitable prospects. Many companies likewise utilize blind advertisement to reach out prospects in which the identity of the organization is not exposed.

1. Third Party Recruitment Methods:

The 3rd celebration technique of recruitment includes the assisting hands which are outside the organization. The Recruitment Consultant or Employment Agencies, Search & Select Companies, Employee Referral, Voluntary Organization, Data Banks, Trade Unions and Labor Contractors are different channels which assist the company to establish contact with the possible candidates.

Recruitment Process Steps

Broadly, there are five steps of recruitment process in HRM which is utilized by numerous companies in corporate world to increase the efficiency of working with. The 5 Recruitment Process Steps ensure that recruitment occurs with no interruption and within the allocated period. It likewise assists to keep compliance and consistency in the recruitment process.

Five Best Recruitment Process Steps:

1. Recruitment Planning

2. Strategy advancement

3. Searching

4. Screening

5. Evaluation and control

Recruitment Planning

It is the initial step of HR Recruitment Process in which the task vacancies in the company are examined and relevant task description is prepared. It also includes preparation of job spec and details about certification and skills needed to perform the job.

This step is very crucial for recruitment process as it helps in attracting the right and appropriate prospects for the job. Based on the education and experience requirement described in the recruitment strategy a swimming pool of interested prospect can be created.

Strategy Development

After the task description and job requirements is prepared the organization chooses the number of employees needed to work on the profile to close the job as soon as possible. The employer chooses the strategy that should be adopted for successful recruitment of staff member. The tactical draft consists of the list below point:-

1. Sources of Recruitment- Based upon the task position and abilities needed to perform the job the employer select the source of recruitment. The internal and external are the 2 classifications of the recruitment source. This choice is vital as remainder of the recruitment strategy is based upon this action of recruitment.

2. Methods of Recruitment- The HRM department picks the method of recruitment whether the to recruit the prospect using direct or indirect method. A great deal of companies now are using 3rd party recruitment approach and contracting out some part of recruitment process to the knowledgeable consulting firms.

3. Geographical Area- The place of task is repaired and hence recruitment team has to choose the area from which they can browse candidates who wish to sign up with the job. The area in which large amount of certified prospects lie is picked to browse the appropriate staff member for the organization.

4. Make Employees or Buy Employees- The financial investment required for recruitment is depending on this choice. The organization can select to pick the skilled workers and pay them proper wage or can chosen less qualified individuals and trained them to carry out much better.

Searching

The browsing step is divided into 2 parts that is:

Source activation

Selling.

The activation happened when the department which has vacancy validates it to the HR manager about the requirement