
Sagemedicalstaffing
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Founded Date October 27, 1948
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Sectors Finance
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Company Description
What is Recruitment?
Recruitment is the process of attracting and identifying 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 crucial assets of a company. The success or failure of a company is mainly depending on the quality of the people working therein. Without positive and innovative contributions from individuals, companies can not advance and prosper.
In order to attain the goals or perform the activities of a company, for that reason, we need to recruit individuals with requisite skills, qualifications and experience. While doing so, we have to keep the present along with the future requirements of the organization in mind.
Organizations need to hire individuals with requisite abilities, certifications and experience if they have to survive and thrive in a highly competitive environment.
Recruitment Definition
According to Edwin B Flippo, “Recruitment is the procedure of searching for potential workers and stimulating them to request tasks in the organization”.
DeCenzo and Robbins specify it as “Recruitment is the procedure of finding potential prospects for actual or awaited organizational jobs. Or from another perspective, it is a linking activity-bringing together those with tasks to fill and those looking for jobs.”
According to Plumbley, “Recruitment is a coordinating procedure and the capabilities and inclinations of the candidates have actually to be matched against the demand and rewards intrinsic in an offered job or profession pattern.”
Recruitment Process
The major steps of the recruitment process are stated 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 procedure. The task design is a stage about the design of the job profile and employment a clear contract between the line supervisor and the HRM Function.
The Job Design has to do with the contract about the profile of the perfect job prospect and the contract about the skills and competencies, which are important. The information collected can be used during other steps of the recruitment procedure to speed it up.
Opening Job Position
The Opening of the Job Position is normally the task of the HR Recruiter. Skilled and skilled HR Recruiter need to choose about the ideal mix of recruitment sources to find the very best prospects for the task 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 action in the recruitment procedure is very important today as numerous organizations lose a lot of time in this action.
Today, the company can not wait with the pre-selection of the task resumes. Generally, this should be the last step done purely by the HRM Function.
Job Interviews
The task interviews are the main step in the recruitment procedure, which need to be plainly designed and concurred in between HRM and line management.
The task interview must find the task prospect, who meets the requirements and fits best the business culture and the department.
Job Offer
The job 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 company to sign up with.
Recruitment Techniques
Recruitment methods are the methods or media by which management contacts prospective workers or supply required info or exchange ideas or promote them to request jobs.
Recruitment techniques are:
Internal Methods: They are for hiring internal candidates. These include techniques like:
( a) Promotion & Transfers
( b) Job Posting
( c) Employee Referrals
Direct Methods: These consist of sending travelling recruiters to instructional and expert organizations and workers’ contacts with the general public.
( a) Campus Recruitment
Nature of Recruitment
Recruitment involves the following functions:
– Recruitment is the primary step of visit.
– It is a continuous process.
– It is a procedure of recognizing sources of human force, bring in and encouraging them to make an application for jobs in organizations.
– It is an advancement workforce or to work at the last stage.
– It is a favorable process.
– It fulfills needs, both the present, and the future.
Purpose of Recruitment
– Discovering and developing the source here required number and sort of workers will be available.
– Developing appropriate techniques to bring in the preferable candidate.
– Employing the method to bring in employees.
– Stimulating as lots of candidates as possible and asking them to obtain jobs regardless of the variety of prospects required in order to increase the selection ratio (i.e., variety of application per one task vacancy) due to lower yield ratio.
Difference Between Recruitment and Selection
– Recruitment means searching for sources of labor and promoting individuals to look for tasks, whereas selection indicates selecting of right type of people for various tasks.
– Recruitment is a positive procedure whereas selection is an unfavorable process.
– It creates a big swimming pool of applicants whereas selection leads to a screening of inappropriate candidates.
– Recruitment is a basic process, it includes contracting the numerous sources of labor whereas selection is a complex and lengthy procedure. The prospect has to clear a number of difficulties before they are selected for a task.
Sources of Recruitment
A source from where candidates are recognized, attracted and chose can be categorized into 2: employment 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 includes recruiting, developing and promoting the employees from within the company. Internal recruitments are affordable, more dependable as the organization is mindful of the candidate’s skillset and knowledge and it also encourages the employees and increases their dedication towards the company. Internal sourcing can be carried out in the following methods:
Transfers
A worker might be moved from one task to another internally normally of the exact same level. The roles and responsibilities of the staff members might alter however not necessarily the wage. This helps the workers to get encouraged and try something new, helps them break the uniformity of the old task and motivates them to grow by gaining more understanding.
Promotions
As recognition of their effectiveness and experience the workers are moved from a position to a greater position. There is a modification in their duties and responsibilities 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 employment greener pastures.
Retired and Retrenched Employees
Retired and retrenched staff members might also be recruited back in case there is high need and scarcity of supply in the market or there is unexpected increase in workload. These employees are currently familiar with the procedures, treatments and culture of the organization hence they prove to be cost effective.
In this case each staff member of the business serves as an employer. The workers are motivated to recommend the names of their pals or loved ones operating in other organizations. For this they are even rewarded monetarily.
The benefit of staff member referral is that the possible prospect gets first hand information about the job and organization culture from the already working staff member. Since he understands what he is getting into he is anticipated to stay longer in the company. Also because the reliability of those who suggest is at stake, they tend to advise those who are highly motivated and proficient.
Job Postings
The Company posts the existing and anticipated vacancy on bulletin board system, electronic media and comparable common websites. This provides an opportunity to the employees to undertake profession shift and assist them grow within the business.
Deceased and Disabled Employees
In order to make the families of the deceased and handicapped workers self-sufficient their loved ones or dependents might be provided a task in case of any job.
Advantage of Internal Sourcing
– Internal recruitment is less time consuming and economical.
– It is reputable as the organization knows the worker’s knowledge and skill set.
– There is no requirement of induction and training as the employee is currently knowledgeable about the procedures, treatments and culture of the organization.
– It increases the motivation level of the staff members as they eagerly anticipate getting a higher job in the company rather of searching for greener pastures outside.
– It enhances the morale of the workers, improves their relations with the organization and lowers staff member turnover.
– It develops the spirit of loyalty in the staff members, ensures connection of employment and organizational stability.
Disadvantage of Internal Sourcing
– Internal sourcing avoids brand-new blood, creativity and innovative ideas from going into the organization.
– The scope is limited as not all the vacancies can be filled by the restricted pool of skill offered in the company.
– The position of the person who is moved or promoted falls vacant.
– It can produce discontentment amongst the remainder of the employees as there can be predisposition or partiality in promoting an employee in the organization.
External Sources
New candidates are hired from outside the organization by different methods and methods. It is more commonly used than internal sources. External recruitments are useful in getting skills that are not had by the existing workers; it also helps to bring onboard workers from different backgrounds that get a variety of concepts on the table.
Campus Recruitments
When business remain in search of fresh skills and are concentrating on knowledge, interaction skill and talent than experience, they approach management colleges, technical institutes etc. The business makes a discussion about its company in order to attract the trainees.
Whoever discovers it matching with their career plans looks for the job. These candidates are then made to go through series of selection processes like analytical and psychological tests, group conversations, interviews and so on before the last selection is done.
Management Consultants
Management experts function as representatives of the company. They carry out the recruitment function on behalf of the client company by charging them costs or commissions. These consultants have the ability to tailor their services according to the particular requirements of the customers thus easing the line managers from their recruitment function.
Advertisements
This media of recruitment is incredibly popular and typically used as it reaches out a wide range of people. It can also be targeted at a specific group or a particular geographic area by choosing a specific paper, radio channel and so on e.g Business journal.
In certain advertisements business name, task description and income bundles are pointed out. There are blind ads too where no recognition of the firm is offered. These advertisements are released mainly when the company wants to fill an internal job or planning to an existing staff member.
Trade Associations
There are associations that create a database of job hunters and offer it to its members throughout regional or national conventions. They also release classified ads for employers thinking about recruiting their members.
Walk in Interview
Another upcoming approach of recruitment is walk-in interviews. There is no time at all and conference schedule for each individual. An ad concerning the time and the area of the interview is offered in the newspaper. The prospects are needed to bring their CVs and straight appear for the interview. It is a really common mode of recruitment amongst BPOs and call centres.
Job Fairs
Job fairs are an efficient method of contacting prospective employees and prospects. There are HR hiring managers of various companies under one roofing system. Information and business cards can be exchanged and resumes can be submitted by the candidates.
Employers can identify the ideal candidates, similarly the candidates can use in numerous companies together, any place they feel the offer is best and suits their interest.
Advantage of External Sourcing
– New and young blood goes into the company, which have ingenious concepts, brand-new methods that can assist to stir up the existing workers.
– It provides a larger pool for choice. Companies can choose up prospects with requisite qualification.
– It creates a competitive environment as it assists the existing workers to work harder in order to match the requirement that the new staff members generate.
– It results in long term advantages to the organization. Talented pools of people bring along with them brand-new techniques of working and new techniques to scenarios that helps the company to remain abreast with the competitive world outside.
Disadvantage of External Sourcing
– It is a time consuming procedure as it involves attracting the right candidates, evaluating them, going through a series of tests and interviews and so on. When appropriate prospects are not readily available this process needs to be repeated once again and once again.
– This procedure proves to be very costly for the company as the companies need to resort to ads, employing specialists etc for bring in the right pool of talent.
– It can reduce the morale and demotivate the existing employees as they can feel that their services have actually not been recognized.
– It is less reputable than internal sourcing. Since the organizations hire prospects on the basis of their resumes, tests, interviews etc they might not turn out to be as anticipated. It might wind up working with someone who ends up being a misfit and may not have the ability to adjust in the new established.
Alternatives to Recruitment
Recruitment and selection is a costly and time-consuming procedure. Moreover, it gets onboard long-term workers which are hard to be separated in case they do not carry out based on the requirement or if there is overstaffing due to less work due to market demand fluctuations.
Hence to eliminate back the momentary phases of high market need for firm’s products, companies may turn to alternatives to recruitment that are stated listed below:
Overtime.
Temporary Employees.
Sub-contracting.
Employee Leasing.
Outsourcing.
Overtime
In order to meet the extra need of the company’s products which result in excess workload, some employees are asked to work overtime under some terms and conditions. Overtime is the amount of time that someone works beyond the working hours.
In such a case worker gets extra incomes based on the contract signed in between the staff member and the company. The downside is that the employee may not work to his full potential during the day in order to make overtime.
Temporary Employees
A short-term employee is appointed for a period that does not last for long. It is to fill a short-term position which is arranged to be terminated within several years for reasons as the completion of a specific job or peak workload.
This assists the business in avoiding expenditures of recruitment, conserves time involved, and assist prevent the unfavorable effect of labor turnover etc. However short-lived employees may not be extremely faithful to the company, their lack of experience may affect the work output and they tend to take time to change.
Sub-contracting
To complete a specific job or employment satisfy an unexpected temporary increase in the need of the company’s items, the company may turn to subcontracting. It is the practice of designating part of the commitments, jobs and obligations to another party under a contract called subcontractor.
Hiring an outdoors expert company to undertake part of the work causes shared benefits in such cases as the company want to expand on its own only when the increased need lasts for a specific amount of time.
Employee Leasing
A staff member leasing company specializes in recruitment, training, human resource management, payroll accounting and threat administration. The leasing company likewise looks after the work guidance, day-to-day duties and other routine elements of work.
For example a nursing services firm employs numerous nurses and provides them to medical facilities on a contract basis. It provides an advantage to the organization to change its employees without actual layoffs.
Outsourcing
Under outsourcing a company procedure is contracted out to a 3rd party, the reason behind outsourcing are many. It reduces the need to hire and employment train specific staff as it is sourced out to someone focusing on that area having the resources and proficiency that results in competitive supremacy over time.
It likewise helps to minimize capital and operating expenditures and assists avoid burdensome policies, high taxes, labour union agreements etc.
Role Profiles for Recruitment Purposes
Role profiles, define the overall purpose of the role, its reporting relationships and essential result locations. They might likewise consist of the list of competencies needed. They might be technical (abilities and understanding required to do a specific task) and behavioral proficiencies connected to the role.
The profile also consists of the terms (pay, benefits, hours of work, mobility, taking a trip, transfers, training, employment advancement and career chances). The recruitment function offers the basis for person spec.
Person Specifications
An individual requirements also called recruitment, job or workers requirements is the essential element on which the choice procedure is based. It is the amount overall of education, training, experience, certification a person needs to perform the job designated to him.
When the task requirement have actually been specified, they must be categories under ideal heads. The fundamental categories consist of credentials, technical and behavioural competencies.
There are likewise a number of traditional schemes. The most popular consist of the seven-point plan established by Alec Rodgers in 1952 and the five-point grading system established by Munro Fraser in 1954. These provide certain headings under which attributes of an ideal prospect can be categorized.
Seven Point Plan
– Physical comprise: Health, physique, appearance, bearing and speech
– Attainments: Education, certifications, experience
– General intelligence: Fundamental intellectual capacity
– Special abilities: Mechanical, manual mastery, center in usage of words or figures
– Interest: Social, employment intellectual, physically active, constructional
– Disposition: Acceptability, influence over others, steadiness, reliability, selfreliance
– Circumstances: Domestic circumstances, professions of family.
Five-fold Grading System
Effect on others: Physical make-up, look, speech and manner
Acquired understanding or certification: Education, occupation training, work experience
Innate capabilities: Natural quickness of comprehension and ability for learning
Motivation: The kind of goals set by the individual, his or her consistency and decision in following them up, and success in attaining them
Adjustment: Emotional stability, ability to stand stress and ability to get on with individuals.
Attracting Candidates
Attracting candidates is mainly a matter of identifying, evaluating and using the most proper sources of applicants. However, where appropriate sources of recruitment are not there, then the analysis of elements adding to the recruitment in a company need to be analyzed. Various factors to be taken under factor to consider are as follows:
Internal Factors
– Company’s pay plan
– Quality of Work Life
– Organizational culture
– Career planning & development
– Company’s size
– Company’s products/services
– Company’s development 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. aspects
6. Information System
Recruitment must be rapid, but a cautious process. A wrong relocation can have a devastating effect on the endeavor. A couple of measures can be taken to minimize 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
Human Resource Accounting
Methods of Personnel Accounting
HR Audit
How to Create Training Program
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Performance Appraisal
Performance Appraisal Process
Performance Appraisal Problems
Management by Objectives
360 Degree Performance Appraisal
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Employee Discipline
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Competency Based Training
Human Resource Planning
Human Resource Planning Process
Human Resource Demand Forecasting
What is Human Resource Development?
Methods of Performance Appraisal
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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
Personnel 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
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Leadership Development
Management Development
Organisational Development
What is Planned Change
Types of OD Interventions
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Performance Management System
Performance Planning
Competency Mapping
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Employee Performance Monitoring
Performance Counselling
Performance Management and Reward
Ethics in Performance Management
Role of HR Professionals in Performance Management
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Group Dynamics
Organisational Culture
Group Decision Making
Group Conflict
Diversity in the Workplace
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Who Is a Supervisor?
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Classical Management Approach
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Organising in Management
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Modern and Others Schools of Management Thought
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Motivation Theories
Maslow’s Hierarchy of Needs
Herzberg Two Factor Theory
Mcclelland’s Needs Theory of Motivation
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