Recruitment is the process of drawing in and recognizing a swimming pool of candidates, from which some will be picked 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


Human resources are the most essential possessions of a company. The success or failure of a company is largely depending on the caliber of individuals working therein. Without favorable and innovative contributions from people, companies can not progress and flourish.

In order to achieve the objectives or carry out the activities of a company, therefore, we need to recruit people with requisite abilities, certifications and experience. While doing so, we need to keep the present along with the future requirements of the company in mind.

Organizations need to recruit people with requisite abilities, credentials and experience if they need to survive and thrive in an extremely competitive environment.

Recruitment Definition

According to Edwin B Flippo, "Recruitment is the process of looking for potential staff members and stimulating them to look for jobs in the organization".

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

According to Plumbley, "Recruitment is a matching procedure and the capabilities and inclinations of the prospects have actually to be matched versus the demand and rewards inherent in an offered task or profession pattern."

Recruitment Process

The significant steps of the recruitment procedure are mentioned as:

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

Job style is the most essential part of the recruitment process. The job design is a stage about the style of the job profile and a clear contract between the line manager and the HRM Function.

The Job Design has to do with the contract about the profile of the ideal job candidate and the agreement about the skills and proficiencies, which are necessary. The details collected can be used during other actions of the recruitment procedure to speed it up.

Opening Job Position

The Opening of the Job Position is generally the task of the HR Recruiter. Skilled and knowledgeable HR Recruiter must decide about the ideal mix of recruitment sources to find the very best candidates for the task position. This is another essential action in the recruitment process.

Collecting and Presenting Job Resumes

The next action is gathering of job resumes and job their pre-selection. This step in the recruitment procedure is extremely crucial today as lots of companies lose a lot of time in this step.

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

Job Interviews

The job interviews are the main action in the recruitment procedure, which must be plainly designed and concurred between HRM and line management.

The task interview ought to find the task candidate, who satisfies the requirements and fits finest 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 completes all the other steps and the winner of the task interviews gets the offer from the company to sign up with.

Recruitment Techniques

Recruitment techniques are the methods or media by which management contacts prospective workers or supply essential info or exchange concepts or promote them to get jobs.

Recruitment techniques are:

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

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

Direct Methods: These consist of sending out travelling employers to educational and expert organizations and workers' contacts with the public.

( a) Campus Recruitment Nature of Recruitment

Recruitment includes the following features:

- Recruitment is the first action of appointment.

- It is a constant process.

- It is a procedure of determining sources of human force, attracting and motivating them to apply for tasks in companies.

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

- It is a positive process.

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

Purpose of Recruitment

- Finding out and developing the source here required number and type of staff members will be offered.

- Developing appropriate methods to bring in the preferable candidate.

- Employing the method to attract staff members.

- Stimulating as many prospects as possible and asking them to obtain tasks irrespective of the number of prospects needed in order to increase the selection ratio (i.e., number of application per one task vacancy) due to lower yield ratio.

Difference Between Recruitment and Selection

- Recruitment indicates looking for sources of labor and promoting individuals to request jobs, whereas choice implies selecting of best sort of individuals for various tasks.

- Recruitment is a favorable procedure whereas choice is a negative process.

- It creates a big pool of candidates whereas selection leads to a screening of unsuitable prospects.

- Recruitment is a basic procedure, it includes contracting the different sources of labor whereas choice is a complex and time-consuming procedure. The candidate needs to clear a number of obstacles before they are picked for a job.

Sources of Recruitment

A source from where prospects are determined, brought in and picked can be classified 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 consists of recruiting, developing and promoting the staff members from within the company. Internal recruitments are cost-efficient, more reputable as the organization understands the prospect's skillset and knowledge and it likewise inspires the employees and increases their commitment towards the organization. Internal sourcing can be performed in the following ways:

Transfers

An employee might be shifted from one job to another internally normally of the exact same level. The roles and duties of the employees may change however not necessarily the salary. This helps the workers to get motivated and attempt something brand-new, assists them break the monotony of the old task and encourages them to grow by getting more understanding.

Promotions

As recognition of their performance and experience the workers are moved from a position to a higher position. There is a change in their tasks and duties accompanied with a modification in income and status. It assists the worker to grow vertically in the organization. It refrains him from leaving the business for greener pastures.

Retired and Retrenched Employees

Retired and retrenched employees may likewise be hired back in case there is high need and scarcity of supply in the market or there is abrupt boost in work load. These workers are currently knowledgeable about the procedures, procedures and culture of the organization hence they show to be cost reliable.

In this case each staff member of the business functions as an employer. The employees are motivated to recommend the names of their pals or loved ones operating in other organizations. For this they are even rewarded monetarily.

The benefit of employee recommendation is that the prospective candidate gets first hand details about the task and organization culture from the already working worker. Since he understands what he is entering he is expected to remain longer in the organization. Also considering that the reliability of those who advise is at stake, they tend to advise those who are highly motivated and proficient.

Job Postings

The Company posts the current and predicted vacancy on bulletin board system, electronic media and comparable typical websites. This gives a chance to the employees to carry out profession shift and assist them grow within the company.

Deceased and Disabled Employees

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

Advantage of Internal Sourcing

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

- It is reliable as the organization is aware of the employee's knowledge and capability.

- There is no need of induction and training as the employee is already knowledgeable about the processes, treatments and culture of the company.

- It increases the motivation level of the staff members as they look forward to getting a greater job in the company rather of looking for greener pastures outside.

- It boosts the morale of the workers, improves their relations with the company and lowers staff member turnover.

- It develops the spirit of loyalty in the staff members, ensures continuity of employment and organizational stability.

Disadvantage of Internal Sourcing

- Internal sourcing avoids new blood, creativity and ingenious ideas from getting in the organization.

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

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

- It can produce discontentment amongst the remainder of the employees as there can be bias or partiality in promoting an employee in the organization.

External Sources

New candidates are recruited from outside the company by various ways and methods. It is more frequently utilized than internal sources. External recruitments are valuable in acquiring abilities that are not had by the present employees