Recruitment is the process of bring in and determining a pool of prospects, from which some will be chosen 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 properties of an organization. The success or failure of a company is mainly depending on the quality of the people working therein. Without positive and innovative contributions from people, companies can not progress and flourish.

In order to achieve the objectives or perform the activities of a company, for that reason, we need to recruit individuals with requisite abilities, certifications and experience. While doing so, we need to keep today as well as the future requirements of the organization in mind.

Organizations need to recruit individuals with requisite abilities, credentials and experience if they need to endure and flourish in a highly competitive environment.

Recruitment Definition

According to Edwin B Flippo, "Recruitment is the procedure of searching for potential staff members and promoting them to look for jobs in the company".

DeCenzo and Robbins define it as "Recruitment is the procedure of finding possible prospects for actual or expected organizational vacancies. Or from another point of view, 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 versus the demand and benefits inherent in an offered job or profession pattern."

Recruitment Process

The significant steps of the recruitment process are specified as:

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

Job design is the most vital part of the recruitment procedure. The task style is a phase about the design of the task profile and a clear agreement between the line manager and the HRM Function.

The Job Design is about the contract about the profile of the perfect job candidate and the agreement about the skills and proficiencies, which are vital. The information collected can be utilized throughout other actions of the recruitment process to speed it up.

Opening Job Position

The Opening of the Job Position is generally the job of the HR Recruiter. Skilled and knowledgeable HR Recruiter should decide about the best mix of recruitment sources to discover the very best prospects for the job position. This is another crucial action in the recruitment procedure.

Collecting and Presenting Job Resumes

The next step is collecting of job resumes and their pre-selection. This step in the recruitment procedure is extremely important today as many companies lose a lot of time in this step.

Today, the organization can not wait with the pre-selection of the job resumes. Generally, this must be the last step done purely by the HRM Function.

Job Interviews

The job interviews are the primary step in the recruitment process, which should be clearly developed and concurred in between HRM and line management.

The job interview ought to discover the job prospect, who meets the requirements and fits best the corporate culture and the department.

Job Offer

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

Recruitment Techniques

Recruitment techniques are the ways or media by which management contacts potential staff members or provide necessary information or exchange concepts or promote them to apply for tasks.

Recruitment strategies are:

Internal Methods: They are for hiring internal candidates. These include approaches like:

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

Direct Methods: These consist of sending travelling employers to educational and professional organizations and employees' contacts with the general public.

( a) Campus Recruitment Nature of Recruitment

Recruitment involves the following functions:

- Recruitment is the initial step of consultation.

- It is a constant process.

- It is a procedure of recognizing sources of human force, bring in and motivating them to make an application for jobs in companies.

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

- It is a favorable process.

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

Purpose of Recruitment

- Learning and developing the source here needed number and kind of workers will be readily available.

- Developing suitable techniques to bring in the desirable prospect.

- Employing the method to attract employees.

- Stimulating as numerous candidates as possible and inquiring to request jobs irrespective of the number of prospects required in order to increase the choice 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 individuals to request tasks, whereas selection indicates picking of right sort of individuals for numerous jobs.

- Recruitment is a positive process whereas selection is an unfavorable process.

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

- Recruitment is a simple procedure, it includes contracting the various sources of labor whereas selection is a complex and lengthy process. The candidate has to clear a number of hurdles before they are selected for a job.

Sources of Recruitment

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

Transfers

A worker may be shifted from one task to another internally generally of the same level. The functions and responsibilities of the staff members may change but not necessarily the salary. This assists the workers to get encouraged and attempt something brand-new, assists them break the dullness of the old task and encourages them to grow by getting more understanding.

Promotions

As acknowledgment of their performance and experience the workers are moved from a position to a greater position. There is a modification in their responsibilities and obligations accompanied with a modification in salary 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 workers may likewise be hired back in case there is high demand and scarcity of supply in the industry or there is abrupt increase in work load. These workers are currently knowledgeable about the procedures, procedures and culture of the organization hence they prove to be cost efficient.

Employee Referrals

In this case each staff member of the company serves as a recruiter. The employees are encouraged to recommend the names of their friends or loved ones working in other companies. For this they are even rewarded monetarily.

The advantage of staff member referral is that the possible prospect gets initially hand details about the job and company culture from the already working employee. Since he understands what he is getting into he is expected to remain longer in the organization. Also considering that the reliability of those who recommend is at stake, they tend to suggest those who are highly motivated and competent.

Job Postings

The Company posts the existing and predicted vacancy on publication boards, electronic media and comparable typical websites. This provides an opportunity to the workers to carry out career shift and help 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 family members or dependents may be used a job in case of any job.

Advantage of Internal Sourcing

- Internal recruitment is less time consuming and affordable.

- It is reliable as the organization knows the worker's understanding and capability.

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

- It increases the motivation level of the staff members as they anticipate getting a greater job in the company instead of looking for greener pastures outside.

- It increases the spirits of the staff members, improves their relations with the organization and minimizes worker turnover.

- It develops the spirit of commitment in the employees, makes sure connection of employment and organizational stability.

Disadvantage of Internal Sourcing

- Internal sourcing prevents brand-new blood, creativity and innovative ideas from going into the organization.

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

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

- It can develop discontentment amongst 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 means and methods. It is more commonly utilized than internal sources. External recruitments are helpful in getting skills that are not possessed by the existing workers