Recruitment is the process of drawing in and determining a pool of prospects, 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


Personnels are the most crucial assets of a company. The success or failure of a company is mainly reliant on the caliber of the individuals working therein. Without favorable and imaginative contributions from individuals, organizations can not advance and prosper.

In order to achieve the goals or carry out the activities of a company, for that reason, we require to recruit individuals with requisite skills, credentials and experience. While doing so, we need to keep the present along with the future requirements of the company in mind.

Organizations have to hire individuals with requisite abilities, qualifications and experience if they have to make it through and grow in an extremely competitive environment.

Recruitment Definition

According to Edwin B Flippo, "Recruitment is the process of browsing for potential workers and stimulating them to request jobs in the company".

DeCenzo and Robbins define it as "Recruitment is the process of finding possible prospects for actual or anticipated organizational jobs. Or from another perspective, it is a linking activity-bringing together those with jobs to fill and those seeking tasks."

According to Plumbley, "Recruitment is a matching process and the capacities and dispositions of the candidates have actually to be matched against the demand and benefits inherent in a given task or career pattern."

Recruitment Process

The major steps 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 job design is a stage about the design 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 perfect job prospect and the arrangement about the skills and proficiencies, which are necessary. The details collected can be used throughout other steps of the recruitment process to speed it up.

Opening Job Position

The Opening of the Job Position is usually the job of the HR Recruiter. Skilled and experienced HR Recruiter ought to decide about the right mix of recruitment sources to find the best candidates for the task position. This is another crucial action in the recruitment procedure.

Collecting and Presenting Job Resumes

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

Today, the company can not wait with the pre-selection of the task 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 procedure, which ought to be plainly designed and agreed between HRM and line management.

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

Job Offer

The job deal 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 company to join.

Recruitment Techniques

Recruitment methods are the ways or media by which management contacts potential employees or offer required information or exchange ideas or promote them to get tasks.

Recruitment methods are:

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

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

Direct Methods: These include sending travelling recruiters to educational and expert institutions and workers' contacts with the public.

( a) Campus Recruitment Nature of Recruitment

Recruitment involves the following functions:

- Recruitment is the initial step of visit.

- It is a continuous process.

- It is a process of identifying sources of human force, attracting and inspiring them to look for tasks in organizations.

- It is a development workforce or to operate at the last stage.

- It is a favorable process.

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

Purpose of Recruitment

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

- Developing ideal methods to bring in the desirable prospect.

- Employing the technique to bring in workers.

- Stimulating as numerous candidates as possible and inquiring to get tasks irrespective of the variety of prospects required in order to increase the selection ratio (i.e., number of application per one job vacancy) due to lower yield ratio.

Difference Between Recruitment and Selection

- Recruitment implies browsing for sources of labor and promoting people to make an application for tasks, whereas choice indicates picking of ideal kind of people for various tasks.

- Recruitment is a positive process whereas selection is a negative procedure.

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

- Recruitment is an easy process, it includes contracting the different sources of labor whereas selection is a complex and lengthy process. The prospect needs to clear a variety of obstacles before they are chosen for a job.

Sources of Recruitment

A source from where prospects are recognized, attracted and picked 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 method consists of recruiting, developing and promoting the staff members from within the company. Internal recruitments are affordable, more trustworthy as the company is mindful of the candidate's skillset and knowledge and it likewise motivates the staff members and increases their commitment towards the company. Internal sourcing can be done in the following ways:

Transfers

A worker may be moved from one job to another internally generally of the exact same level. The roles and responsibilities of the employees might alter but not always the wage. This assists the workers to get inspired and attempt something new, helps them break the monotony of the old task and motivates them to grow by getting more knowledge.

Promotions

As acknowledgment of their efficiency and experience the employees are moved from a position to a higher position. There is a change in their tasks and responsibilities accompanied with a modification in salary 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 Retrenched Employees

Retired and retrenched employees may also be hired back in case there is high need and lack of supply in the market or there is sudden increase in workload. These staff members are already familiar with the procedures, treatments and culture of the organization thus they show to be cost efficient.

Employee Referrals

In this case each employee of the company functions as a recruiter. The staff members are motivated to recommend the names of their friends or loved ones operating in other companies. For this they are even rewarded monetarily.

The advantage of employee recommendation is that the prospective candidate gets initially hand info about the task and organization culture from the currently working worker. Since he understands what he is entering he is anticipated to remain longer in the organization. Also considering that the reliability of those who suggest is at stake, they tend to advise those who are extremely inspired and skilled.

Job Postings

The Company posts the existing and expected vacancy on bulletin boards, electronic media and comparable common websites. This gives an opportunity to the staff members to undertake profession shift and help them grow within the business.

Deceased and Disabled Employees

In order to make the families of the deceased and disabled staff members self-dependent their relatives or dependents may be offered a task in case of any job.

Advantage of Internal Sourcing

- Internal recruitment is less time consuming and economical.

- It is trustworthy as the company knows the employee's knowledge and capability.

- There is no requirement of induction and training as the staff member is currently mindful of the processes, treatments and culture of the company.

- It increases the motivation level of the employees as they anticipate getting a higher task in the company instead of searching for greener pastures outside.

- It boosts the spirits of the workers, enhances their relations with the organization and reduces staff member turnover.

- It develops the spirit of loyalty in the workers, makes sure connection of work and organizational stability.

Disadvantage of Internal Sourcing

- Internal sourcing prevents new members, creativity and innovative concepts from going into the company.

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

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

- It can produce discontentment amongst the rest of the staff members as there can be bias or partiality in promoting a staff member in the organization.

External Sources

New prospects are hired from outside the organization by different ways and methods. It is more frequently used than internal sources. External recruitments are practical in getting abilities that are not had by the existing workers