Recruitment Process can be specified as "it is a method to bring in and find potential workforce to fill up the uninhabited post in the company". The HR Recruitment Process assists to employ candidates based upon their capability to work and attitude which is essential for accomplishment of organizational goals.

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

What is Recruitment Process in HRM?

The recruitment process is the most essential function of HRM department. The Human Resource Manager utilize various methods to reach the possible candidate. The recruitment approach utilized to contact the prospects differs based on the source of recruitment.

The Recruitment In-charge frequently does the job analysis to learn the skills and ability to perform the task. Once the skills and capabilities needed are clear they start browsing for individuals with such specialties. The HRM department explains the prospective candidate about their task profile and the advantages (benefits) they can gain from the company. The prospects interested in the job are more screened, interviewed by HR and finally best fit candidates are chosen for the task. In other words, an excellent 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 regularly used in the business world specifically:

1. Methods

2. Indirect Recruitment Methods

3. 3rd Party Recruitment Methods

The significant distinction between direct and indirect method of recruitment is that the organization send a representative to contact the potential prospect (which implies direct contact) in the case of direct recruitment technique while when it comes to indirect recruitment methods the candidates are informed about job vacancy through different channel of advertisement.

1. Direct Recruitment Methods:

The school recruitment is a major part of recruitment performed utilizing direct approach. The organization sends out an agent from HRM department in instructional institutes to interact with prospective prospects. The candidates who are seeking for tasks are discussed about the task vacancy in the company and the skills which are needed to perform the task. The representative communicates with the prospects with the assistance of placement cells of the institutions. An instruction session is carried out before the actual screening and interview procedure.

The Organization (Employer) gets details about the scholastic records of the prospects through the positioning cell. Once the company is ensured about the presence of excellent working skills in the candidate the Human Resource Representative is sent out to the organization to carry out recruitment process. The organization use various recruitment techniques like carrying out workshops, taking part in conventions, task fair to hire the prospects using direct method. Through this approach the prospects from the scholastic background of engineering, management and medical science are mostly hired by the company.

1. Indirect Recruitment Methods:

In the indirect approach of recruitment the organization use the advertisement channel such as news papers, radio, task websites, radio, tv, publications and professional journals to reach the possible prospects. The advertisement provides information about the task requirement, the series of income provided, the kind of task (full-time or part-time) and task area. The prospects who have an interest in the job look for it and share their resume with the company.

The Personnel Management (HRM) Department of a company uses indirect approach of recruitment in 3 circumstances:

1. When company does not have an ideal employee who can be promoted to perform the greater position tasks.

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

3. This method is often used to fill up the vacancy in clinical, [employment](https://forum.batman.gainedge.org/index.php?action=profile