Recruitment Process can be defined as "it is a method to attract and find possible workforce to fill up the uninhabited post in the company". The HR Recruitment Process assists to hire prospects based upon their ability to work and attitude which is important for accomplishment of organizational objectives.

The Recruitment Process in human resource management starts with identification of job vacancy in the company, later on the HR department analyzes the task requirement, evaluate the job application, screen and shortlist the preferable prospects and the procedure ends with hiring of right and finest prospect for employment the job.

What is Recruitment Process in HRM?

The recruitment process is the most essential function of HRM department. The Human Resource Manager use various tactics to reach the possible candidate. The recruitment method used to call the candidates varies based on the source of recruitment.

The Recruitment In-charge often gets the job done analysis to learn the skills and capability to perform the task. Once the abilities and capabilities required are clear they start looking for people with such specializeds. The HRM department explains the possible prospect about their job profile and employment the benefits (rewards) they can gain from the organization. The prospects thinking about the task are more screened, talked to by HR and lastly best healthy candidates are chosen for the job. In other words, 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 3 significant methods of recruitment which are frequently utilized in the corporate world namely:

1. Direct Recruitment Methods

2. Indirect Recruitment Methods

3. 3rd Party Recruitment Methods

The major difference in between direct and indirect method of recruitment is that the company send out an agent to contact the prospective candidate (which indicates direct contact) when it comes to direct recruitment method while in the case of indirect recruitment methods the candidates are notified about task vacancy through various channel of ad.

1. Direct Recruitment Methods:

The campus recruitment is a huge part of recruitment performed utilizing direct method. The company sends a representative from HRM department in academic institutes to communicate with possible candidates. The candidates who are seeking for jobs are discussed about the job vacancy in the organization and the abilities which are required to carry out the task. The representative connects with the prospects with the help of placement cells of the institutions. A rundown session is carried out before the real screening and interview process.

The Organization (Employer) gets details about the academic records of the through the positioning cell. Once the organization is ensured about the presence of exceptional working skills in the prospect the Human Resource Representative is sent out to the organization to carry out recruitment procedure. The organization usage different recruitment methods like performing workshops, getting involved in conventions, job fair to recruit the candidates utilizing direct approach. Through this approach the candidates from the academic background of engineering, management and medical science are mostly hired by the organization.

1. Indirect Recruitment Methods:

In the indirect technique of recruitment the company utilize the advertisement channel such as news papers, radio, task sites, radio, tv, magazines and expert journals to reach the possible candidates. The ad provides information about the task requirement, the range of salary offered, the kind of task (full time or part time) and task location. The prospects who have an interest in the job request it and share their resume with the organization.

The Human Resource Management (HRM) Department of an organization utilizes indirect method of recruitment in 3 situations:

1. When organization does not have an appropriate staff member who can be promoted to carry out the greater position tasks.

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

3. This technique is frequently utilized to fill up the vacancy in clinical, technical and professional department.

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

1. 3rd Party Recruitment Methods:

The 3rd party method of recruitment consists of the assisting hands which are outside the company. The Recruitment Consultant or Employment Agencies, Search & Select Companies, Employee Referral, Voluntary Organization, Data Banks, Trade Unions and Labor Contractors are various channels which assist the company to communicate with the prospective candidates.

Recruitment Process Steps

Broadly, there are five actions of recruitment process in HRM which is utilized by many business in corporate world to increase the performance of employing. The five Recruitment Process Steps guarantee that recruitment takes location without any disruption and within the designated time period. It likewise assists to preserve compliance and consistency in the recruitment procedure.

Five Best Recruitment Process Steps:

1. Recruitment Planning

2. Strategy advancement

3. Searching

4. Screening

5. Evaluation and control

Recruitment Planning

It is the primary step of HR Recruitment Process in which the task vacancies in the company are evaluated and relevant job description is prepared. It likewise includes preparation of job requirements and information about credentials and skills required to perform the task.

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

Strategy Development

After the task description and task requirements is prepared the company chooses the variety of recruits needed to deal with the profile to close the job as quickly as possible. The recruiter chooses the strategy that must be adopted for successful recruitment of staff member. The tactical draft consists of the following point:-

1. Sources of Recruitment- Based on the job position and skills required to perform the job the recruiter choose the source of recruitment. The internal and external are the 2 categories of the recruitment source. This choice is critical as rest of the recruitment strategy is based upon this action of recruitment.

2. Methods of Recruitment- The HRM department decides on the approach of recruitment whether the company wants to hire the prospect utilizing direct or indirect method. A great deal of business now are utilizing 3rd party recruitment technique and contracting out some part of recruitment procedure to the experienced consulting companies.

3. Geographical Area- The location of task is repaired and hence recruitment group needs to choose the location from which they can browse candidates who wish to join the task. The location in which big quantity of qualified candidates are situated is selected to search the appropriate staff member for the organization.

4. Make Employees or Buy Employees- The financial investment needed for recruitment is depending on this decision. The organization can choose to select the skilled workers and pay them appropriate salary or can picked less qualified individuals and trained them to perform 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 supervisor about the requirement