Recruitment is the procedure of attracting and recognizing a swimming pool of prospects, 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


Human resources are the most crucial possessions of a company. The success or failure of a company is largely depending on the quality of individuals working therein. Without favorable and creative contributions from individuals, companies can not advance and succeed.

In order to achieve the objectives or perform the activities of a company, for that reason, we require to recruit individuals with requisite skills, qualifications and experience. While doing so, we have to keep today along with the future requirements of the organization in mind.

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

Recruitment Definition

According to Edwin B Flippo, “Recruitment is the process of browsing for prospective workers and stimulating them to obtain jobs in the organization”.

DeCenzo and Robbins specify it as “Recruitment is the process of finding possible candidates for real or awaited organizational jobs. Or from another perspective, it is a linking activity-bringing together those with jobs to fill and those seeking jobs.”

According to Plumbley, “Recruitment is a coordinating procedure and the capabilities and inclinations of the candidates have to be matched against the demand and benefits fundamental in an offered job or profession pattern.”

Recruitment Process

The major actions of the recruitment procedure are stated as:

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

Job style is the most crucial part of the recruitment process. The task style is a phase about the style of the task profile and a clear contract between the line manager and the HRM Function.

The Job Design has to do with the agreement about the profile of the ideal task prospect and the agreement about the skills and proficiencies, which are essential. The details gathered can be used during other steps of the recruitment process to speed it up.

Opening Job Position

The Opening of the Job Position is normally the task of the HR Recruiter. Skilled and experienced HR Recruiter should decide about the right 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 task resumes and their pre-selection. This step in the recruitment process is really crucial today as lots of organizations lose a lot of time in this action.

Today, the company can not wait with the pre-selection of the job resumes. Generally, this ought to be the last step done simply by the HRM Function.

Job Interviews

The task interviews are the main step in the recruitment procedure, which ought to be plainly designed and concurred between HRM and line management.

The job interview must find the task prospect, who fulfills the requirements and fits best the business culture and the department.

Job Offer

The task offer is the last step of the recruitment process, which is done by the HRM Function, it finalizes all the other steps and the winner of the task interviews gets the deal from the company to sign up with.

Recruitment Techniques

Recruitment methods are the methods or media by which management contacts prospective workers or offer necessary details or exchange ideas or promote them to get jobs.

Recruitment techniques are:

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

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

Direct Methods: These consist of sending out travelling employers to academic and expert institutions and staff members’ contacts with the general public.

( a) Campus Recruitment Nature of Recruitment

Recruitment involves the following functions:

- Recruitment is the primary step of consultation.

- It is a constant process.

- It is a procedure of determining sources of human force, drawing in and motivating them to get jobs in companies.

- It is an advancement manpower or to work at the last phase.

- It is a positive procedure.

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

Purpose of Recruitment

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

- Developing suitable strategies to bring in the preferable prospect.

- Employing the technique to draw in employees.

- Stimulating as lots of prospects as possible and asking them to get jobs irrespective of the number of prospects needed 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 suggests looking for sources of labor and stimulating people to apply for jobs, whereas selection suggests picking of best type of individuals for different tasks.

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

- It produces a big swimming pool of candidates whereas selection results in a screening of unsuitable candidates.

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

Sources of Recruitment

A source from where prospects are determined, brought in 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 technique consists of recruiting, developing and promoting the staff members from within the company. Internal recruitments are cost-efficient, more trusted as the company is mindful of the prospect’s skillset and knowledge and it also encourages the workers and increases their dedication towards the organization. Internal sourcing can be done in the following ways:

Transfers

A staff member may be moved from one job to another internally usually of the same level. The roles and duties of the workers might alter however not always the wage. This helps the workers to get motivated and attempt something new, assists them break the dullness of the old job and encourages them to grow by gaining more understanding.

Promotions

As acknowledgment of their effectiveness and experience the workers are moved from a position to a greater position. There is a modification in their tasks and duties accompanied with a modification in income and status. It assists the staff member to grow vertically in the company. It refrains him from leaving the company for greener pastures.

Retired and pattern-wiki.win Retrenched Employees

Retired and retrenched workers might also be hired back in case there is high need and lack of supply in the industry or there is sudden boost in work load. These workers are currently mindful of the procedures, treatments and culture of the organization hence they prove to be cost effective.

Employee Referrals

In this case each employee of the business acts as an employer. The employees are encouraged to recommend the names of their friends or loved ones working in other organizations. For this they are even rewarded monetarily.

The benefit of employee recommendation is that the prospective prospect gets initially hand details about the task and organization culture from the already working worker. Since he understands what he is getting into he is expected to remain longer in the organization. Also given that the credibility of those who advise is at stake, library.kemu.ac.ke they tend to advise those who are extremely motivated and skilled.

Job Postings

The Company posts the current and anticipated vacancy on bulletin board system, electronic media and comparable typical portals. This gives an opportunity to the workers to carry out profession shift and assist them grow within the business.

Deceased and Disabled Employees

In order to make the households of the departed and handicapped staff members self-sufficient their family members or dependents might be used a job in case of any vacancy.

Advantage of Internal Sourcing

- Internal recruitment is less time consuming and affordable.

- It is dependable as the company knows the worker’s knowledge and ability.

- There is no need of induction and training as the staff member is already familiar with the processes, procedures and culture of the company.

- It increases the motivation level of the staff members as they eagerly anticipate getting a greater task in the organization rather of searching for greener pastures outside.

- It improves the morale of the staff members, improves their relations with the organization and lowers worker turnover.

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

Disadvantage of Internal Sourcing

- Internal sourcing avoids new members, originality and ingenious ideas from entering the company.

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

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

- It can develop frustration among the rest of the workers as there can be bias or partiality in promoting an employee in the organization.

External Sources

New prospects are recruited from outside the organization by various methods and approaches. It is more frequently utilized than internal sources. External recruitments are practical in obtaining abilities that are not had by the present staff members