Recruitment is the procedure of attracting and determining a 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


Personnels are the most essential assets of a company. The success or failure of an organization is mostly dependent on the quality of individuals working therein. Without positive and creative contributions from individuals, companies can not progress and succeed.

In order to attain the goals or perform the activities of a company, therefore, we need to recruit individuals with requisite skills, certifications and experience. While doing so, we have to keep the present along with the future requirements of the company in mind.

Organizations need to hire individuals with requisite skills, certifications 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 prospective staff members and promoting them to make an application for jobs in the company".

DeCenzo and Robbins specify it as "Recruitment is the procedure of finding potential prospects for real or awaited organizational vacancies. Or from another perspective, it is a linking activity-bringing together those with tasks to fill and those looking for tasks."

According to Plumbley, "Recruitment is a matching process and the capabilities and inclinations of the prospects need to be matched against the demand and rewards intrinsic in an offered job or profession pattern."

Recruitment Process

The significant actions of the recruitment process are mentioned as:

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

Job style is the most vital part of the recruitment process. The task style is a stage 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 contract about the profile of the perfect job prospect and the agreement about the abilities 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 typically the task of the HR Recruiter. Skilled and experienced HR Recruiter ought to decide about the ideal mix of recruitment sources to find the very best candidates for the job position. This is another key action in the recruitment procedure.

Collecting and Presenting Job Resumes

The next step is gathering of job resumes and their pre-selection. This action in the recruitment procedure is really crucial today as numerous organizations lose a great deal of time in this action.

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

Job Interviews

The job interviews are the main step in the procedure, which should be clearly designed and concurred between HRM and line management.

The task interview need to discover the task candidate, who meets the requirements and fits finest the business culture and the department.

Job Offer

The task offer is the last step of the recruitment procedure, which is done by the HRM Function, it finalizes all the other steps and the winner of the job interviews gets the deal from the organization to join.

Recruitment Techniques

Recruitment strategies are the ways or media by which management contacts potential staff members or supply necessary information or exchange ideas or stimulate them to make an application for tasks.

Recruitment techniques are:

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

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

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

( a) Campus Recruitment Nature of Recruitment

Recruitment includes the following functions:

- Recruitment is the first step of visit.

- It is a constant procedure.

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

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

- It is a positive procedure.

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

Purpose of Recruitment

- Discovering and establishing the source here required number and sort of workers will be readily available.

- Developing appropriate strategies to bring in the desirable prospect.

- Employing the strategy to draw in staff members.

- Stimulating as lots of candidates as possible and asking to obtain tasks regardless of the variety of candidates needed in order to increase the choice ratio (i.e., variety of application per one job vacancy) due to lower yield ratio.

Difference Between Recruitment and Selection

- Recruitment implies searching for sources of labor and promoting people to get tasks, whereas choice indicates picking of right kind of individuals for numerous tasks.

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

- It creates a big swimming pool of candidates whereas selection causes a screening of unsuitable candidates.

- Recruitment is a basic procedure, it involves contracting the numerous sources of labor whereas selection is a complex and lengthy procedure. The prospect needs to clear a number of obstacles before they are selected for a job.

Sources of Recruitment

A source from where prospects are identified, attracted and selected 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 approach consists of recruiting, developing and promoting the employees from within the organization. Internal recruitments are affordable, more trusted as the organization understands the candidate's skillset and understanding and it also encourages the staff members and increases their dedication towards the organization. Internal sourcing can be carried out in the following ways:

Transfers

A worker might be moved from one job to another internally generally of the very same level. The functions and obligations of the workers might alter but not necessarily the salary. This helps the workers to get encouraged and try something new, assists them break the uniformity of the old task and motivates them to grow by getting more understanding.

Promotions

As recognition of their effectiveness and experience the employees are moved from a position to a higher position. There is a modification in their responsibilities and duties accompanied with a change in income and status. It assists the employee to grow vertically in the company. It refrains him from leaving the business for greener pastures.

Retired and Retrenched Employees

Retired and retrenched workers may also be hired back in case there is high demand employment and shortage of supply in the industry or there is abrupt boost in work load. These workers are currently familiar with the processes, treatments and culture of the organization for this reason they prove to be cost effective.

Employee Referrals

In this case each worker of the business serves as an employer. The staff members are encouraged to advise the names of their friends or relatives working in other companies. For this they are even rewarded monetarily.

The benefit of employee recommendation is that the possible candidate gets initially hand details about the task and company culture from the currently working worker. Since he knows what he is entering he is expected to remain longer in the organization. Also given that the trustworthiness of those who recommend is at stake, they tend to suggest those who are highly inspired and qualified.

Job Postings

The Company posts the present and expected vacancy on publication boards, electronic media and similar common portals. This offers an opportunity to the staff members to carry out career 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 task in case of any job.

Advantage of Internal Sourcing

- Internal recruitment is less time consuming and affordable.

- It is dependable as the company is conscious of the worker's understanding and ability.

- There is no requirement of induction and training as the staff member 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 instead of trying to find greener pastures outside.

- It boosts the morale of the staff members, enhances their relations with the organization and lowers staff member turnover.

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

Disadvantage of Internal Sourcing

- Internal sourcing prevents new blood, originality and ingenious ideas from getting in the company.

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

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

- It can create frustration among the rest of the workers as there can be predisposition or partiality in promoting a worker in the organization.

External Sources

New prospects are recruited from outside the organization by different ways and approaches. It is more commonly utilized than internal sources. External recruitments are practical in obtaining skills that are not possessed by the present workers