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Recruitment is a major responsibility of the Department of Human Resources. HR works in employee engagement, employee development, statutory compliance, data management, and many other areas, and one of the key areas for human resources focus on is attracting, selecting, and recruiting suitable candidates for the organization.
The description of the recruitment process is not just the flow chart of the recruitment process. It is about the roles and responsibilities of the recruitment process that managers fully understand the details of the process when applying to fill a job vacancy.
Drawing a flow chart of the recruitment process is the easiest part of the recruitment process description. A good recruitment process description describes the duties and deadlines for the successful recruitment of a new employee and sets the expectations of the key clients in the recruitment process. The recruitment process for human resources does not take place. Recruitment is done for key clients - managers.
Managers need to understand their duties and what steps they need to take before starting a regular recruitment process. The recruitment process should be documented and clear decisions should be made when recruiting a single job seeker.
Empxtrack. 2013
What is the recruitment process in HRM?
The recruitment process is the most important function of the Human Resources Department. The HR manager uses a variety of tactics to reach the potential candidate. The method of recruitment used to contact the applicants varies depending on the source of recruitment.
The recruitment In-charge does job analysis to find out the skills and ability to perform the job. Once the required skills and abilities are clear, they begin to look for people with such specialties. The HRM Department explains to the potential candidate their job profile and the benefits (benefits) they can receive from the organization. Candidates interested in the job are further screened and interviewed by the HR and finally the best suitable candidates are selected for the job. In short, a good recruitment process involves the following:
- Identify recruitment requirements through job analysis
- Recruitment or manpower planning
- Write or create an accurate job description
- Advertising for open job vacancies
- Examining job applications
- Starting Short - List of Candidates
- Conducting interviews
- Appraisal of the applicant
- Reference / background check
- Issuing a job offer letter
- Joining and onboarding
Methods of recruitment
There are three regular recruitment methods in the corporate world, namely:
1. Methods of direct recruitment
2. Indirect recruitment methods
3. Third party recruitment methods
The main difference between the direct and indirect recruitment method is that the organization sends an agent (i.e. direct affiliation) to contact the potential candidate in the direct recruitment method and informs the candidates about the job vacancies in the indirect recruitment method. Through various ad channels.
Direct Recruitment Methods:
Campus recruitment is a major part of the direct recruitment process. The organization sends a representative from the HRM Department of Educational Institutions to interact with potential candidates. Job seekers are given job vacancies in the organization and the skills required to perform the job. The agent interacts with the candidates with the help of organization positioning cells. A short session will be held before the fact-finding and interview process.
The organization (employer) obtains information about the candidates' academic records through the placement box. Once the organization has confirmed that the candidate has excellent work skills, the HR representative will be sent to the agency to conduct the recruitment process. The organization uses a variety of recruitment methods, such as holding seminars, attending conferences, and job fairs to recruit applicants using a direct method. Through this system, candidates with a background in engineering, management and medicine are largely recruited by the organization.
Indirect recruitment methods:
In the indirect recruitment process, the organization uses advertising channels such as newspapers, radio, workplaces, radio, television, magazines and professional magazines to reach out to potential candidates. The ad provides information about job requirements, salary range offered, job type (full time or part time) and place of employment. Candidates interested in the job should apply and share their CV with the organization.
The human resource management department (HRM) of an organization uses the indirect recruitment method on three occasions:
When the company does not have a suitable employee who can be promoted to a higher position.
When the organization is new to the area of work and wants to reach new talents in the market
This method is often used to fill vacancies in the scientific, technical and professional fields.
Wide-spread advertising is very useful for filling the top position in the organization as it helps the company to reach out to various suitable candidates. Many organizations also use blind advertising to reach candidates who do not disclose their organization identities.
Third party recruitment methods:
The third party recruitment system includes supportive hands outside the organization. Recruitment consultants or employment agencies, search and selection companies, employee referrals, voluntary organization, data banks, trade unions and labor contractors are the various channels that help the organization to establish contacts with potential candidates.
Recruitment Process Steps
Broadly speaking, there are five steps in the HRM recruitment process used by many companies in the corporate world to enhance recruitment efficiency. The five steps in the recruitment process ensure that recruitment takes place without interruption and on time. It also helps maintain consistency and consistency in the recruitment process.
These are the five best recruitment process steps
- Recruitment plans
- Strategy development
- Searching
- Screening
- Evaluation and control
Recruitment plans
It is the first step in the human resource recruitment process that analyzes the job vacancies in the organization and prepares the relevant job description. It also includes job descriptions and descriptions of qualifications and skills required to perform the job.
These steps are very important for the recruitment process and will help in attracting the right and suitable candidates for the job. You can create a pool of interested candidates based on the education and experience requirements described in the recruitment plan.
Strategy development
After preparing the job description and job specification, the organization determines the number of recruitments needed to work on the profile to close the vacancy as soon as possible. Recruiters decide the strategy to be followed to successfully recruit an employee. The strategic draft includes the following.
- Sources of recruitment
- Methods of recruitment
- Geographical area
- Create employees or buy employees
Searching
The search steps are divided into two parts, namely:
1. Activate the source
2. Sale
Activation took place when the vacant department confirmed it to the Human Resources Manager about the need. Approve the draft job description as well as the specifications. Under the sale, the organization selects the communication channel to reach out to prospective candidates.
Screening
Once the HR Recruiter receives the job application, it initiates the screening process. It is a step-by-step listing of the application for further selection process. The selection process begins after a short listing of applications based on job specifications. At the early stage the recruiter has to remove the applications which are clearly underqualified and unsuitable for the job.
Evaluation and control
The validity and effectiveness of the human resource recruitment process will be assessed at this stage. This step is essential as the organization will have to bear the cost of recruitment and the selection of suitable candidates and their affiliation. Recruitment costs include time spent by management involved in the recruitment process, advertising costs, selection, outsourcing, consulting fees, and recruiters' salaries. The output is calculated in terms of selection and how soon the employee as joined the organization also the suitability as well as performance of the newly joined employee.
Hrhelpboard.com. n.d.
References
Empxtrack. 2013. Recruitment and selection – The most important HR function - Empxtrack. [online] Available at: <https://empxtrack.com/blog/recruitment-and-selection-the-most-important-hr-function/>
https://www.youtube.com/watch?v=CNU2ZMOnf1I
Hrhelpboard.com. n.d. What is Recruitment Process in HRM? Methods & Steps for 2021. [online] Available at: <https://www.hrhelpboard.com/recruitment/recruitment-process.htm>
This is yet another daunting task that is performed by HR. If Handled well this can do world of good to an organization and HR professionals can use these articles to gain required knowledge about what they should do. A valuable blog.
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DeleteRequiting a person to a job is directly effect to the company productivity. You have nicely describes what is requiting and the methods of requiting. Nice Article. Good Luck!
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DeleteRecruitment is one of the key job functions of HR manager.
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DeleteOne of the most important responsibilities of an HR manager is recruitment. Thank you for sharing the document for refference.
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DeleteRecruitment is one of the most critical jobs of a human resources management. Please accept my thanks for providing the material for my reference. All of these points have been well stated and in a logical sequence.
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