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  • Founded Date February 8, 1906
  • Sectors Maritime/ Transportation
  • Posted Jobs 0
  • Viewed 2
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Company Description

What is Recruitment?

Recruitment is the procedure of drawing in and recognizing a pool of candidates, from which some will be picked 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 important properties of an organization. The success or failure of a company is mainly based on the quality of individuals working therein. Without favorable and innovative contributions from individuals, companies can not progress and flourish.

In order to achieve the objectives or perform the activities of a company, therefore, we require to hire people with requisite abilities, certifications and experience. While doing so, we need to keep the present as well as the future requirements of the organization in mind.

Organizations have to recruit people with requisite skills, credentials and experience if they have to endure and flourish in an extremely competitive environment.

Recruitment Definition

According to Edwin B Flippo, “Recruitment is the process of browsing for potential workers and promoting them to obtain jobs in the company”.

DeCenzo and Robbins define it as “Recruitment is the process of discovering potential candidates for real or awaited organizational vacancies. Or from another point of view, it is a connecting activity-bringing together those with tasks to fill and those looking for jobs.”

According to Plumbley, “Recruitment is a matching procedure and the capabilities and dispositions of the prospects have actually to be matched against the need and benefits inherent in a given job or profession pattern.”

Recruitment Process

The major actions 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 fundamental part of the recruitment process. The task style is a stage about the design of the task profile and a clear agreement in between the line supervisor and the HRM Function.

The Job Design has to do with the arrangement about the profile of the ideal task candidate and the agreement about the skills and competencies, which are necessary. The information collected can be used during other steps 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 must decide about the best mix of recruitment sources to discover the finest prospects for the task position. This is another essential action in the recruitment process.

Collecting and Presenting Job Resumes

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

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

Job Interviews

The job interviews are the primary action in the recruitment procedure, which need to be plainly developed and concurred in between HRM and line management.

The task interview should find the job candidate, who satisfies the requirements and fits best the corporate culture and the department.

Job Offer

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

Recruitment Techniques

Recruitment strategies are the means or media by which management contacts prospective workers or offer needed info or exchange ideas or promote them to request tasks.

Recruitment techniques are:

Internal Methods: They are for hiring internal prospects. These include methods like:

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

Direct Methods: These include sending out travelling recruiters to educational and professional organizations and staff members’ contacts with the general public.

( a) Campus Recruitment
Nature of Recruitment

Recruitment involves the following features:

– Recruitment is the primary step of consultation.

– It is a continuous process.

– It is a procedure of recognizing sources of human force, bring in and inspiring them to use for tasks in companies.

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

– It is a favorable procedure.

– It fulfills needs, both today, and the future.

Purpose of Recruitment

– Finding out and developing the source here required number and sort of employees will be available.

– Developing ideal methods to attract the preferable candidate.

– Employing the technique to draw in workers.

– Stimulating as numerous prospects as possible and asking to apply for tasks irrespective of the variety of candidates needed in order to increase the selection ratio (i.e., variety of application per one job vacancy) due to lower yield ratio.

Difference Between Recruitment and Selection

– Recruitment indicates looking for sources of labor and stimulating people to get tasks, whereas choice implies selecting of right kind of individuals for different jobs.

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

– It develops a large swimming pool of candidates whereas choice results in a screening of unsuitable candidates.

– Recruitment is a simple procedure, it involves contracting the different sources of labor whereas selection is a complex and lengthy procedure. The candidate needs to clear a number of hurdles before they are selected for a job.

Sources of Recruitment

A source from where prospects are determined, drew 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 method includes recruiting, establishing and promoting the workers from within the organization. Internal recruitments are economical, more trusted as the company knows the prospect’s skillset and knowledge and it also inspires the employees and increases their commitment towards the company. Internal sourcing can be done in the following methods:

Transfers

A staff member might be shifted from one job to another internally usually of the exact same level. The roles and responsibilities of the employees might alter however not always the wage. This assists the workers to get inspired and try something new, assists them break the dullness 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 change in their tasks and responsibilities accompanied with a modification in income and status. It assists the employee 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 scarcity of supply in the industry or there is abrupt boost in work load. These employees are currently knowledgeable about the procedures, procedures and culture of the company for this reason they prove to be cost effective.

In this case each worker of the business serves as a recruiter. The staff members are encouraged to recommend the names of their friends or family members operating in other organizations. For this they are even rewarded monetarily.

The advantage of worker referral is that the potential prospect gets first hand info about the job and organization culture from the currently working employee. Since he understands what he is entering into he is expected to remain longer in the company. Also considering that the credibility of those who suggest is at stake, they tend to advise those who are highly encouraged and qualified.

Job Postings

The Company posts the existing and employment anticipated vacancy on bulletin boards, electronic media and comparable common websites. This offers a chance to the staff members to undertake career shift and help them grow within the company.

Deceased and Disabled Employees

In order to make the households of the deceased and disabled employees self-dependent their relatives or dependents might be offered a task in case of any job.

Advantage of Internal Sourcing

– Internal recruitment is less time consuming and affordable.

– It is trusted as the company is mindful of the employee’s knowledge and capability.

– There is no requirement of induction and training as the worker is already familiar with the processes, procedures and culture of the organization.

– It increases the inspiration level of the staff members as they look forward to getting a higher task in the company instead of trying to find greener pastures outside.

– It enhances the spirits of the staff members, improves their relations with the company and lowers employee turnover.

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

Disadvantage of Internal Sourcing

– Internal sourcing avoids new blood, originality and innovative concepts from entering the company.

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

– The position of the person who is transferred or promoted falls vacant.

– It can create amongst the rest of the staff members as there can be bias or partiality in promoting a worker in the organization.

External Sources

New candidates are recruited from outside the company by different means and approaches. It is more typically utilized than internal sources. External recruitments are helpful in getting abilities that are not possessed by the current employees; it likewise assists to bring onboard employees from various backgrounds that get a variety of concepts on the table.

Campus Recruitments

When companies remain in search of fresh skills and are focusing on knowledge, interaction skill and skill than experience, they approach management colleges, technical institutes etc. The business makes a presentation about its company in order to attract the trainees.

Whoever finds it matching with their profession strategies makes an application for the job. These applicants are then made to go through series of selection procedures like analytical and psychological tests, group conversations, interviews etc before the last selection is done.

Management Consultants

Management specialists act as representatives of the employer. They perform the recruitment function on behalf of the client company by charging them charges or commissions. These experts have the ability to tailor their services according to the particular needs of the clients hence relieving the line supervisors from their recruitment function.

Advertisements

This media of recruitment is incredibly popular and commonly utilized as it connects a large range of people. It can likewise be targeted at a particular group or a specific geographic area by choosing a specific paper, radio channel etc e.g Business journal.

In certain advertisements business name, job description and wage bundles are pointed out. There are blind advertisements as well where no identification of the firm is offered. These ads are published mostly when the company wishes to fill an internal job or preparing to displace an existing worker.

Trade Associations

There are associations that produce a database of task seekers and offer it to its members throughout regional or employment nationwide conventions. They likewise release classified advertisements for companies thinking about hiring their members.

Walk in Interview

Another upcoming method of recruitment is walk-in interviews. There is no time and meeting schedule for each individual. An advertisement relating to the time and the area of the interview is offered in the newspaper. The candidates are needed to bring their CVs and directly stand for the interview. It is a really typical mode of recruitment amongst BPOs and call centres.

Job Fairs

Job fairs are an effective method of connecting with possible employees and employment candidates. There are HR hiring supervisors of different companies under one roofing. Information and company cards can be exchanged and resumes can be sent by the prospects.

Employers can find the best candidates, similarly the candidates can use in numerous companies together, anywhere they feel the deal is best and suits their interest.

Advantage of External Sourcing

– New and young blood gets in the company, which have innovative concepts, new techniques that can assist to stimulate the existing staff members.

– It provides a wider swimming pool for choice. Companies can get prospects with requisite certification.

– It develops a competitive environment as it helps the existing staff members to work harder in order to match the standard that the new employees bring in.

– It causes long term advantages to the company. Talented pools of people bring along with them brand-new methods of working and new approaches to scenarios that assists the organization to stay abreast with the competitive world outside.

Disadvantage of External Sourcing

– It is a time consuming procedure as it involves drawing in the right prospects, screening them, employment going through a series of tests and interviews etc. When appropriate candidates are not offered this process has to be duplicated once again and once again.

– This procedure shows to be very expensive for the organization as the business have to turn to ads, employing specialists and so on for drawing in the best swimming pool of skill.

– It can lower the morale and demotivate the existing staff members as they can feel that their services have not been acknowledged.

– It is less trusted than internal sourcing. Since the companies employ candidates on the basis of their resumes, tests, interviews etc they may not turn out to be as expected. It may end up working with somebody who winds up being a misfit and may not be able to change in the brand-new established.

Alternatives to Recruitment

Recruitment and selection is an expensive and lengthy process. Moreover, it gets onboard irreversible employees which are tough to be separated in case they do not perform according to the requirement or if there is overstaffing due to less work due to market demand changes.

Hence to battle back the temporary stages of high market need for employment company’s items, business may turn to alternatives to recruitment that are specified listed below:

Overtime.
Temporary Employees.
Sub-contracting.
Employee Leasing.
Outsourcing.
Overtime

In order to fulfill the additional need of the company’s items which lead to excess work load, some workers are asked to work overtime under some conditions. Overtime is the quantity of time that someone works beyond the working hours.

In such a case employee gets additional incomes based on the contract signed between the staff member and the company. The drawback is that the worker might not work to his full potential throughout the day in order to earn overtime.

Temporary Employees

A short-term employee is appointed for a duration that does not last for long. It is to fill a brief term position which is scheduled to be terminated within several years for factors as the completion of a particular job or peak work.

This assists the business in avoiding costs of recruitment, saves time involved, and assist prevent the negative effect of labor turnover etc. However momentary workers might not be really loyal to the company, their inexperience might affect the work output and they tend to take time to change.

Sub-contracting

To complete a specific task or fulfill a sudden short-lived boost in the need of the business’s products, the business might resort to subcontracting. It is the practice of appointing part of the responsibilities, jobs and obligations to another celebration under an agreement referred to as subcontractor.

Hiring an outside specialist firm to undertake part of the work leads to mutual advantages in such cases as the company wish to broaden on its own just when the increased demand lasts for a given time period.

Employee Leasing

A staff member leasing company specializes in recruitment, training, human resource management, payroll accounting and threat administration. The leasing firm likewise takes care of the work guidance, day-to-day responsibilities and other routine aspects of work.

For instance a nursing services firm hires many nurses and provides them to medical facilities on a contract basis. It offers an advantage to the company to change its staff members without actual layoffs.

Outsourcing

Under outsourcing an organization process is contracted out to a third party, the factor employment behind outsourcing are lots of. It lowers the requirement to hire and train specific personnel as it is sourced out to somebody focusing on that area possessing the resources and knowledge that leads to competitive superiority gradually.

It likewise assists to reduce capital and business expenses and assists prevent troublesome regulations, high taxes, labour union contracts etc.

Role Profiles for Recruitment Purposes

Role profiles, specify the total function of the role, its reporting relationships and key result locations. They might likewise include the list of competencies required. They might be technical (skills and understanding needed to do a particular job) and behavioral competencies connected to the role.

The profile likewise consists of the conditions (pay, advantages, hours of work, movement, travelling, transfers, training, advancement and career opportunities). The recruitment function supplies the basis for person spec.

Person Specifications

An individual specification also referred to as recruitment, task or workers specification is the essential aspect on which the choice procedure is based. It is the amount overall of education, training, experience, qualification an individual has to perform the job appointed to him.

When the job requirement have actually been specified, they should be categories under suitable heads. The fundamental categories consist of certification, technical and behavioural proficiencies.

There are also a number of standard plans. The most popular include the seven-point plan developed by Alec Rodgers in 1952 and the five-point grading system developed by Munro Fraser in 1954. These provide certain headings under which qualities of a perfect candidate can be categorized.

Seven Point Plan

– Physical comprise: Health, physique, appearance, bearing and speech

– Attainments: Education, credentials, experience

– General intelligence: Fundamental intellectual capacity

– Special aptitudes: Mechanical, manual dexterity, facility in use of words or figures

– Interest: Social, intellectual, physically active, constructional

– Disposition: Acceptability, influence over others, steadiness, reliability, selfreliance

– Circumstances: Domestic situations, occupations of family.

Five-fold Grading System

Impact on others: Physical cosmetics, appearance, speech and way

Acquired knowledge or qualification: Education, professional training, work experience

Innate capabilities: Natural quickness of comprehension and ability for finding out

Motivation: The type of goals set by the person, his/her consistency and determination in following them up, and success in achieving them

Adjustment: Emotional stability, capability to stand up stress and capability to get on with people.

Attracting Candidates

Attracting prospects is mainly a matter of identifying, evaluating and utilizing the most proper sources of candidates. However, where suitable sources of recruitment are not there, then the analysis of elements adding to the recruitment in an organization requirement to be examined. Various elements to be taken under factor to consider are as follows:

Internal Factors

– Company’s pay bundle
– Quality of Work Life
– Organizational culture
– Career planning & development
– Company’s size
– Company’s products/services
– Company’s growth rate
– Role of trade union
– Cost of recruitment
– Company’s name & fame

External Factors

1. Socio-economic factors
2. Supply and demand aspects
3. Employment rate
4. Labour market condition
5. Political, Legal & Govt. factors
6. Information System

Recruitment needs to be quick, however a mindful process. A wrong move can have a dreadful effect on the endeavor. A few procedures can be taken to decrease the negative impact. They are:

Brand Image Creation
Stating clear Definition of Employee Requirements
Applications Receiving Sources
Screening of Applications
Selection Process
Maintain a Candidate Pool
Recruitment Policy
Internal and External Sources
Human Resources Tutorial

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Human Resource Management

Human Resource Planning

Employee Induction

Kinds of Training

Importance of Training

Training Process

Personnel Accounting

Methods of Personnel Accounting

HR Audit

How to Create Training Program
What is Motivation?

Performance Appraisal

Performance Appraisal Process

Performance Appraisal Problems

Management by Objectives

360 Degree Performance Appraisal

What is Compensation?

Employee Discipline

What is Employee Grievance?

What is Collective Bargaining?

What is HRIS?

Competency Based Training
Personnel Planning

Human Resource Planning Process

Personnel Demand Forecasting

What is Human Resource Development?

Methods of Performance Appraisal
What is Job Analysis?

What is Job Design?

Recruitment Meaning

Effective Recruiting

Selection Process

What is Employee Induction?
International Personnel Management

Cross Cultural Theories

Dimensions of Culture

HRM Practices
International Selection Process

Expatriate Training

International Compensation
Human Resource Development

Challenges of Personnel Development

Methods of Personnel Development

Steps for Designing HRD Intervention

Employee Orientation

Employee Socialization

Realistic Job Review

360 Degree Assessment
Employee Assistance Program

What is Coaching?

What is Mentoring?

Leadership Development

Management Development

Organisational Development

What is Planned Change

Types of OD Interventions
What is Performance Management?

Performance Management System

Performance Planning

Competency Mapping

What is Performance Appraisal?

Employee Performance Monitoring
Performance Counselling

Performance Management and Reward

Ethics in Performance Management

Role of HR Professionals in Performance Management

What is Group?

Group Dynamics

Organisational Culture

Group Decision Making

Group Conflict

Diversity in the Workplace

Management Topics

What is Management?

Who Is a Supervisor?

Marketing CIs Management an Art or Science

Classical Management Approach

Planning in Management

Decision Making in Management

Organising in Management

What is Organisation Structure?

What is Departmentation?

What is Span of Control?

What is Authority?

What is Staffing?

What is Human Resource Planning?

What is Job Analysis?

What is Recruitment?

Modern and Others Schools of Management Thought

What is Selection?

What is Coordination?

What is Controlling?

What is Leadership?

What is Organisational Change?

Motivation in Management

Motivation Theories

Maslow’s Hierarchy of Needs

Herzberg Two Factor Theory

Mcclelland’s Needs Theory of Motivation

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