Recruitment in HRM
Recruitment is the most important
activity performed by the Human Resource department of the organization, finding a suitable
candidate is really a difficult take for most of the organization. An organization
cannot grow or not survive without adequate HR. Skilled manpower requirement
and developing an effective recruitment strategy is pressure on the organization.
So, in this blog, we will be going to
look at various aspect of recruitment, what are the type of recruitment,
process of recruitment.
Content
- What is Recruitment
-
Process
of Recruitment
-
Importance
of Recruitment in HRM
-
Source
of Recruitment
-
Conclusion
What
is Recruitment?
Recruitment is a process to
identifying, attracting, screening and shortlisting, interviewing, selecting,
hiring, and onboarding potential candidates for the job. In other words, it
involves identifying the staffing requirement and filling the position.
Edwin B Flippo defined, “Recruitment as the process of searching for prospective employee and stimulating them to apply for jobs in the organization”. If the employer chose the right people for the right job gives them assurance for the success of the organization and management can achieve its target.
The main purpose of recruitment is searching for suitable candidates for filling the vacancies of the organization.
What is Process
of Recruitment?
The recruitment program is designed in such a way that the organization can attract more applicants such that the candidates apply for the job and the organization has more options to select the best out of them. The recruitment of the process consists of four stages which are as follows:
Recruitment Planning:
The
process
begins with the planning with the analyzing job requirement and then
prepares a job description that includes: skills, qualifications,
experience needed for
the job, etc.
Then
recruitment the committee decides the number and the type of applicants
to be contacted. The aim is to attract more candidates as some of them
might not be willing to join,
or some might not qualify for the job position. So the company has a
sufficient number of candidates to choose amongst them.
Strategy
Development:
Once the Job Description
is prepared, and the type and the number of recruits required are decided then
the next step is to form a recruitment strategy. While forming the strategy the following point should be considered:
·
Methods
of Recruitment
·
Sources
of Recruitment
·
Geographical
Area
Sourcing and Screening of application:
Once
the strategy is prepared then the next
step of recruitment will be sourcing the candidate, in this step recruiter
search for a suitable profile as per the requirement. After sourcing the
candidate, the next job is to screen the candidate profile. The screening means to shortlist the
applications of the candidates for the further selection process. Although, the screening is considered as the
starting point of selection but is integral to the recruitment process. This
is because the selection process begins only after the applications are
scrutinized and shortlisted based on job requirements. The
purpose is to remove those applications at an early stage which is unqualified for
the job.
Evaluation
and Control:
Evaluation
and control is the last stage of the recruitment process wherein
the validity and effectiveness of the process and the methods used therein are
assessed. This stage is crucial because the firm has to check the output in
terms of the cost incurred.
The
recruitment is a costly process as it includes the salaries of
recruiters, time
spent by the management, cost of advertisement, cost of selection, a
price paid
for the overtime, and outsourcing in case, the vacancy remains unfilled.
Thus, the firm is required to gather all this relevant information to
evaluate the
performance of the recruitment process effectively.
Important of Recruitment:
- Determine Manpower requirement: To determine the manpower requirement of the organization, with the combination of their plan and job analysis activities. This is one of the most important objectives of recruitment.
- Increase
in the job pool: To
increase the pool of job candidates at the minimum post cost.
- Assistance
in increasing success rate: To
help increase the success rate of the selection process by reducing
the visible number of under-qualified or exaggerated job applicants.
- Help
reduce the probability: To
help reduce the likelihood of job applicants, once recruited and selected,
only after a short period, they can cure the organization.
- Meet
the organization’s social and legal obligation: it should fulfill the
organization’s social and legal liability towards the combination of its
employees
- Start
identifying job applicants: Identifying
job applicants and preparing for potential job applicants will be a
suitable candidate.
- Increase effectiveness: To increase organizational and personal effectiveness in the short-term and long-term.
- Evaluate
effectiveness: To
evaluate the effectiveness of various recruitment techniques, all types of
jobs are the source for the applicants. This is the ultimate purpose of
recruitment.
Source
of Recruitment:
Internal Sources of
Recruitment:
Internal sources of recruitment refer to hiring employees within the organization internally. In other words, applicants seeking for different positions are those who are currently employed with the same organization. At the time of recruitment of employees, the initial consideration should be given to those employees who are currently working within the organization. This is an important source of recruitment, which provides opportunities for the development and utilization of the existing resources within the organization. Internal sources of recruitment are the best and the easiest way of selecting resources as the performance of their work is already known to the organization. Let us now discuss more on the various internal sources of recruitment.
· Promotions: Promotion refers to upgrading the cadre of the employees by
evaluating their performance in the organization.
· Transfers: Transfer refers to the process of interchanging from one job
to another without any change in the rank and responsibilities within the
organization.
· Employee Referrals: It is the process of hiring new resources through
the references of employees, who are currently working with the organization.
In this process, the present employees can refer their friends and relatives
for filling up the vacant positions.
· Internal Advertisement:
Internal Advertisements
is a process of posting jobs within the organization. This job posting is an
open invitation to all the employees inside the organization, where they can
apply for the vacant positions.
· Previous Applicants: Here, the hiring team checks the profiles of
previous applicants from the organizational recruitment database. These
applicants are those who have applied for jobs in the past. These resources can
be easily approached and the response will be positive in most cases. It
is also an inexpensive way of filling up the vacant positions.
External Sources of
Recruitment:
External sources of recruitment refer to hiring employees outside the organization externally. In other words, the applicants seeking job opportunities, in this case, are those who are external to the organization. External employees bring innovativeness and fresh thoughts to the organization. Although hiring through external sources is a bit expensive and tough, it has tremendous potential of driving the organization forward in achieving its goals. Let us now discuss in detail the various external sources of recruitment.
- Advertising: Advertising a job has become the fashion of the day with large companies particularly when the vacancy is for a higher post or when there are a large number of vacancies. This helps in approaching the candidates spread over different parts of the country. Information about the job descriptions and job specifications can be given in the advertisement so that only the candidates who think themselves to be suitable may apply only. This method also increases the choice of management.
- Campus Recruitment: Colleges and institutes of management and technology have become a popular source of recruitment for technical, professional, and managerial jobs.
- Online Recruitment: Online recruitment refers to the sourcing of candidates using various job portals.
Comments
Post a Comment