HRM | Recruitment | Recruitment process | selection | Selection process

Recruitment _Recruitment process 

Recruitment

Definition of recruitment:

Recruitment is the process of identifying, screening and hiring the most suitable candidate for a job vacancy.

OR

# Recruitment is the process of searching the candidates for employment and stimulating them to for jobs in the organization.

Recruitment process

Recruitment process is a process of identifying the jobs vacancy, analyzing the job requirements, reviewing applications, screening, short listing and selecting the right candidate. Recruitment process is the first step in creating a powerful resource base.

1. Recruitment Planning

Recruitment planning is the first step of the recruitment process, where the vacant positions are analyzed and described. It includes job specifications and its nature, experience, qualifications and skills required for the job, etc.

# Identifying Vacancy

The first and foremost process of recruitment plan is identifying the vacancy. This process begins with receiving the requisition for recruitments from different department of the organization to the HR Department, which contains −

# Number of posts to be filled, Number of positions, Duties and responsibilities to be performed, Qualification and experience required

# Job Analysis

Job analysis is a process of identifying, analyzing, and determining the duties, responsibilities, skills, abilities, and work environment of a specific job. These factors help in identifying what a job demands and what an employee must possess in performing a job productively.

The immediate products of job analysis are job descriptions and job specifications.

# Job Description

# Job Specification

# Job Evaluation

2. Recruitment Strategy

Recruitment strategy is the second step of the recruitment process, where a strategy is prepared for hiring the resources. While preparing a recruitment strategy, the HR team considers the following points −

#Make or buy employees, Types of recruitment, Geographical area, Recruitment sources

3. Searching the Right Candidates

Searching is the process of recruitment where the resources are sourced depending upon the requirement of the job. After the recruitment strategy is done, the searching of candidates will be initialized. This process consists of two steps –

# Source activation, Selling 

The sources are broadly divided into two categories: Internal Sources and External Sources.

Internal Sources: Internal sources of recruitment refer to hiring employees within the organization through −

# Promotions, Transfer, Former Employees, Internal Advertisements (Job Posting), Employee Referrals, Previous Applicants.

External Sources:  External sources of recruitment refer to hiring employees outside the organization through.

# Direct Recruitment, Employment Exchanges, Employment Agencies, Advertisements, Professional Associations, Campus Recruitment, Word of Mouth

4. Screening / Short listing

Screening starts after completion of the process of sourcing the candidates. Screening is the process of filtering the applications of the candidates for further selection process.

5. Evaluation and Control

Evaluation and control is the last stage in the process of recruitment. In this process, the effectiveness and the validity of the process and methods are assessed. Recruitment is a costly process; hence it is important that the performance of the recruitment process is thoroughly evaluated. 

Explanation of recruitment Sources:-

Internal sources

External sources

1.  Internal sources of recruitment :- The major internal sources are_

a. Promotion and transfer :- Organizations generally prepare a central pool person from which vacancies can be filled in. such person are usually posted in various dept. depending on internal requirement through formal procedure.

b. Job posting/ Internal advertisement :- Job posting is another way of hiring people from within, in job posting, the organization publicities job opening on bulletin boards in the plant on office. In the weekly on monthly organization newsletter or in some cases, in a specially prepared posting sheet from human resources.

c. Employee Referrals:- Employee referral means recommendations from a current employee the organization in this case are encouraged to recommend the names of their friends for a possible vacancy in the near future. After the routing screening and examining process condition al job offers extended to the recommended candidates for the vacancy.    

d. Retirements :-   At times management may  not suitable candidates in place of the one who had retired, after meritorious service. Under the circumstance, management may decide to call retired employee with new intension.    

e. Former Employees:- These include retired employee who are willing to work on a part time basic individuals who left work and are willing to come back for higher compensations. Even retrenched employees are taken up once again. The advantage here in that the people are already known to the organization and there is no need to find out their past performance and character.

2. External sources of recruitment:-

a) Employment Agencies:-

There are three forms of employment agencies.

1 Public employment Agencies :-These type of agency provides public employment service. Most public agencies tend to attract and list individuals who are unskilled on have hand minimum training.

2 Private employment agencies:- The private employment agencies must do something different from what the public agency do. The major difference between public and private employment agencies is their image. That is private agencies are believed to offer positions to applicants of a high caliber. Private agencies also provide a more complete line of services . They advertise the positions, screen applicants against the criteria specified by the employees and usually provide a guarantee covering six month on a year an protection to the employs should the applicant not performs satisfactorily.

3 Executive search firm/ head hunters:- This agency source consists of management consulting, executive search or “head hunter” firms. Agencies of this type are actually specialized  private employment agencies. They specialize in middle-level and top-level executive placement. Executive search firms canvass their contacts and do preliminary screening. They seek out highly effective executive who have the right skills. Can adjust to the organization and most important are willing to consider new challenges and opportunities.

b. Professional organizations :-Organizations like the chambers of commerce and industries engineers institutions, management association etc. may act as external sources of recruitment. These organization publish rosters of job vacancies and distribute these list to members. It is also common practice to provide placement facilities at regional and national meeting where individuals looking for employment and companies looking for employees can find is other building a network of employment opportunities.

c. Campus Recruiting :-Here the recruiters visit reputed educational institution with a view to pick up job aspirants having requisite technical or professional skills. Job seekers are provided information about the jobs and the recruiters,in turn get a snapshot of job seekers through constants interchange of information with respective institution . A preliminary screening is done within the campus and the shortlisted students are subjected to the reminder of the selection process.

d. Unsolicited Applicants/ Casual calters:-Unsolicited Application whether they reach the employer ,by letter , e-mail, or in person constitute a source of prospective applicants although the number of unsolicited applicants depends on economic conditions, the organization’s image and the job seeker’s perception of the types of jobs that might be available this source does provide an excellent supply of stockpiled applicants . even it company has no current openings, such applications are generally kept in a data bank and whenever suitable vacancy arises, the company would intinant the candidate to apply through formal channel.

e. Cyberspace Recruiting :- It means to recruit new employees by adding a recruitment section to their own website. Large organization on those planning to do a lot of interest recruiting often develop dedicated sites specifically designed for recruitment .They have the typical information you find in an employment advertisement, qualification sought experienced required, benefits provided but they also chow case the organization products services corporate philosophy and mission statement . the best designed of those websites include an on line response form  no applicants need not send a separate resume by mail, e-mail. Applicants fill a resume a  page and hit the “Submit button”

f  Advertisements:-

When an organization wishes to tell the public that it has a vacancy. Advertisements is one of the most popular methods used. Advertisements are different types –

1.Media ads:-

Newspaper ads.:- Newspaper is the most common medium of recruitment which is most of the time used for highly specialized recruitment. It is cost effective but it may be published without much of a lead time and it tend to attract only those who are actively seeking employment at that time while some of the best candidates may not be aware of such opening.

 Radio and television :- Radio and television are used to reach certain types of job applicants such as skilled workers. Companies in the private sector are hesitant to use the media because of high cost and also because they fear that such advertising will make the companies look desperate and damage their Conservative image.

2.Local ads:- Local ads through leaflet, poster banner micking in local area of the plant is one of the common and strong medium of recruitment fore recruiting low level  employee.

g. Competitors/ poaching/ raiding :- This method is popularly known as “poaching” or “raiding” which involves identifying the right people in rival companies, offering them better terms and luning them away. There are legal and ethical issues involved in raiding rival firms for potential candidates. However there are many ethical issues attached to it.

h. Mergers and Acquisitions:- When organization combine or one acquire another they have a pool of employees, out of whom some may not be necessary any longer. In this case a pool of qualified job application are available for fill the vacant post.

i. Labor Contractors:-  This the most common form of external recruitment where in the labor contractors who are either employed with the firm on have an agreement to supply workers to the form for the completion of specific type of task. This method is again used for hiring the unskilled and semi-skilled workers. The contractor keeps in touch with the workers and send them to the places where their need arisen. In doing so, the contractor get the commission for each worker supplied.

J. Direct Recruitment :-The direct Recruitment also called as factory gate recruitment is an important source of hiring especially the unskilled or semi –skilled employee. Here the company puts up a notice on a notice board on the factory gate regarding the jobs available such that the applicant seen it and apply for the job directly.

K. Walk –Interview : This is a direct form of recruitment where is the prospective Candidates and invited through an advertisement to come and apply for the job vacancy. Here the specified date, venue, and time are mentioned and the candidates are requested to come and give interviews. Directly without submitting their application in advance.

Differentiate between recruitment and selection.

Recruitment VS Selection

Recruitment

• It means searching for sources of Labor simulating people to apply for jobs.

• It is a positive process.

• It creates a large pool of applicants for jobs.

• It is a simple process.

Selection

• It means selection of right kinds of people for various jobs.

• It is a negative process.

• It leads to screening out unsuitable candidates.

• It is a complex and time-consuming process.

Definition of Selection

 Selection is the process of picking or  choosing the right candidate, who is most suitable for a vacant position in an organization.

The objective of selection is to pick up the right candidate who would meet the requirements of the job and the organization best.

By selecting best candidate for the required job, the organization will get quality performance of employees. Moreover organization will face less of absenteeism and employee turnover problems. By selecting right candidate for the required job, organization will also save time and money.

SELECTION PROCESS

Step of selection Process:  1. Receiving Application, 2.Screening Application/Short list, 3. Employment Test (Written test) , 4. Background and reference check 5. Medical and physical Examination 6. Job offer 7. Placement.

Selection Process: The selection process is quite lengthy and complex as it involves a series of steps before making the final selection. The procedure of selection may vary from industry to industry company to company and form department to department. The selection procedure comparison of following systematic steps.

1.   Receiving Application: Potential employee apply for a job by sending application to the organization. The application given the interviewers information about the candidates like their bio data, work experience, hobbies and interest.

2.  Screening Application: Once the applications are received, these are screened by the screening committee, who then prepare a list of those applicants whom they find suitable for the interview. Once the list is prepared the qualified candidates are called for the interview either through a registered mail or e-mail.

3.  Employment tests/ Written tests/ paper & Pencil test: In order to check the mental ability and skill set of an individual, several tests are conducted to judge the suitability of the candidate for the job.

3.1   Aptitude test: An aptitude test is a systematic means of testing a job candidates abilities to perform specific tests and react  to a individuals latent ability to learn a job if he is given adequate training. There are different types of aptitude tests like-

     - Numerical reasoning tests: These test require you to answer questions based on statistics signs and charts 

     - Verbal reasoning test: A means of assessing your verbal logic and capacity to quickly digest information from passages of text.

-In tray exercise : A business related scenario that assesses how well you can priorities tasks.

-Diagrammatic tests: Tests that measure your logical reasoning usually under strict time conditions.

-Situational judgment tests: psychological tests that assess your judgement in resolving work –based problems.

-Inductive reasoning tests:   Test that identity how well a candidate can see the underlying logic in patterns, rather than words or numbers. Also called abstract reasoning tests.

- cognitive ability tests: A measurement of general intelligence, covering many categories of aptitude test.

-Spatial awareness tests: These Tests assess  your capacity to mentally manipulate images, and are often used in application for jobs in design, engineering and architecture.

3.2     Intelligence tests : A test designed to determine the intelligence and relative mental capacity of a pension.

3.3     Performance or achievement test: An achievement test is a test of developed skill or knowledge. These tests  are used to ascertain the individual knowledge what he claims  to know. When a candidate claims he/she known known some  trade or art, these tests are administrated to verify the veracity of her/his calaim . Trade test  are the most common type of achievement test. They are designed to measure knowledge as skill of candidate in a specific trade.

3.4     Graphology tests: These test involve using to assess the candidate’s personality and emotional make-up by examining a pension’s hand writing. For example the HR manager may ask applicant to write about why they want a job. This sample may be finally sent to a graphologist for analysis and the results may be put to use while selecting a pension.