What is Recruitment Process in HRM?

Recruitment Process can be defined as “it is a way to attract and find potential workforce to fill the uninhabited post in the business”. The HR Recruitment Process helps to hire prospects based upon their capability to work and employment attitude which is essential for achievement of organizational goals.

The Recruitment Process in personnel management begins with identification of job vacancy in the organization, later the HR department evaluates the job requirement, examine the task application, screen and shortlist the preferable candidates and the process ends with hiring of right and finest candidate for the task.

What is Recruitment Process in HRM?

The recruitment procedure is the most essential function of HRM department. The Human Resource Manager utilize different techniques to reach the prospective candidate. The recruitment technique used to get in touch with the candidates differs based on the source of recruitment.

The Recruitment In-charge often does the job analysis to discover the skills and capability to perform the task. Once the skills and capabilities needed are clear they start looking for people with such specializeds. The HRM department describes the possible prospect about their job profile and the advantages (benefits) they can gain from the company. The candidates interested in the task are more evaluated, talked to by HR and finally best fit prospects are selected for the task. In brief, a good hiring procedure involves the following:

1. Identify the Recruitment Needs through Job analysis

2. Recruitment or Manpower Planning

3. Writing or Creating a Right Job Description/li >

4. Advertisement for Open Job Vacancies

5. Screening of Job Applications

6. Initial Short- Listing of the Candidates

7. Conducting Interviews

8. Assessment of the Applicant

9. Reference/ Background Check

10. Issuance of Job Offer Letter

11. Joining & On-boarding

Methods of Recruitment

There are three significant techniques of recruitment which are regularly used in the business world particularly:

1. Direct Recruitment Methods

2. Indirect Recruitment Methods

3. 3rd Party Recruitment Methods

The significant distinction in between direct and indirect method of recruitment is that the company send a representative to get in touch with the prospective candidate (which means direct contact) when it comes to direct recruitment technique while when it comes to indirect recruitment methods the prospects are informed about job vacancy through various channel of ad.

1. Direct Recruitment Methods:

The school recruitment is a huge part of recruitment carried out using direct approach. The organization sends out an agent from HRM department in instructional institutes to connect with possible prospects. The candidates who are seeking for jobs are described about the task vacancy in the organization and the abilities which are needed to perform the task. The representative communicates with the prospects with the help of positioning cells of the institutions. A briefing session is conducted before the real screening and employment interview process.

The Organization (Employer) gets information about the scholastic records of the candidates through the positioning cell. Once the organization is guaranteed about the presence of excellent working skills in the candidate the Personnel Representative is sent to the institution to conduct recruitment process. The company usage numerous recruitment techniques like conducting workshops, taking part in conventions, task reasonable to recruit the prospects using direct method. Through this approach the candidates from the scholastic background of engineering, management and medical science are mainly recruited by the company.

1. Indirect Recruitment Methods:

In the indirect approach of recruitment the company utilize the ad channel such as news papers, radio, job sites, radio, television, magazines and professional journals to reach the potential prospects. The advertisement offers details about the task requirement, the variety of income used, the kind of task (full-time or part time) and task place. The prospects who have an interest in the job get it and share their resume with the organization.

The Human Resource Management (HRM) Department of a company utilizes indirect approach of recruitment in three circumstances:

1. When organization doesn’t have a suitable employee who can be promoted to perform the greater position tasks.

2. When the company is new to the work area and want to connect new talent in the market

3. This approach is typically utilized to fill the vacancy in scientific, technical and expert department.

To fill up the higher position in the company the ad is very beneficial as it assists the company to reach numerous suitable prospects. Many organizations also use blind advertisement to reach out prospects in which the identity of the organization is not exposed.

1. Third Party Recruitment Methods:

The 3rd party method of recruitment includes the assisting hands which are outside the organization. The Recruitment Consultant or Employment Agencies, Search & Select Companies, Employee Referral, Voluntary Organization, Data Banks, Trade Unions and Labor Contractors are various channels which assist the organization to establish contact with the potential candidates.

Recruitment Process Steps

Broadly, there are five actions of recruitment process in HRM which is utilized by numerous business in corporate world to increase the performance of working with. The five Recruitment Process Steps ensure that recruitment takes place without any interruption and within the allocated period. It also assists to maintain compliance and consistency in the recruitment procedure.

Five Best Recruitment Process Steps:

1. Recruitment Planning

2. Strategy development

3. Searching

4. Screening

5. Evaluation and control

Recruitment Planning

It is the first step of HR Recruitment Process in which the task vacancies in the organization are evaluated and relevant job description is prepared. It also includes preparation of job requirements and details about certification and skills needed to perform the task.

This action is very vital for recruitment process as it assists in drawing in the right and appropriate prospects for the job. Based upon the education and experience requirement explained in the recruitment strategy a pool of interested candidate can be developed.

Strategy Development

After the job description and job requirements is prepared the company chooses the variety of recruits needed to work on the profile to close the job as soon as possible. The recruiter chooses the strategy that needs to be adopted for effective recruitment of staff member. The strategic draft consists of the list below point:-

1. Sources of Recruitment- Based upon the job position and abilities needed to carry out the job the recruiter choose the source of recruitment. The internal and external are the 2 categories of the recruitment source. This decision is vital as rest of the recruitment method is based on this action of recruitment.

2. Methods of Recruitment- The HRM department chooses on the method of recruitment whether the company wishes to hire the candidate utilizing direct or indirect approach. A lot of companies now are using 3rd party recruitment technique and contracting out some part of recruitment process to the skilled consulting firms.

3. Geographical Area- The location of task is fixed and therefore recruitment team has to choose the area from which they can browse candidates who wish to sign up with the job. The location in which large amount of certified candidates lie is chosen to search the ideal employee for the organization.

4. Make Employees or Buy Employees- The financial investment required for recruitment is depending on this choice. The organization can pick to pick the experienced workers and pay them appropriate salary or can chosen less certified people and trained them to carry out better.

Searching

The browsing step is divided into two parts that is:

Source activation

Selling.

The activation took location when the department which has job confirms it to the HR supervisor about the requirement; likewise authorize the draft of job description along with specification. Under offering the organization picks the channel of communication to reach the potential prospects.

Screening

Once the job applications are received by the HR Recruiter it begins the screening process. It is a step in which the application are shortlisted for the more selection procedure. After short-listing of application based upon the task requirements the choice procedure begins. At the early stage the recruiter needs to get rid of the applications which are plainly under qualified and not ideal for the task.

Evaluation and Control

The credibility and efficiency of HR Recruitment Process is assessed in this action. The action is important as company has to inspect the expense sustained during recruitment and the output in regards to selection of suitable candidates and their joining. The expense of recruitment consists of the time invested by the management by including in the recruitment process, the expense of advertisement, selection, expert costs in case of recruitment outsourcing and employment likewise the wages of recruiter. The output is calculated in regards to selection and how soon the staff member as signed up with the company likewise the suitability as well as performance of the newly joined staff member.

Example of Best Recruitment Process & Practices

The conventional HR Recruitment Processes are primarily utilized by large number of business in corporate world. However, as there is shortage of skill various companies are developing innovative ideas to reach the possible candidate and produce a talent pool for business.

Here are 2 popular examples of such innovative best recruitment process practices utilized by McDonald and Amazon

McDonald usage Snapchat to recruit

People of age 20-25 are quite active on Snapchat. The digital locals more youthful generation is active on this app and the company can grab their attention to include them in workforce. Snapchat is now used as method to produce a company brand name and bring in youths towards the task opening. It is now a complete blown recruiting strategy utilized by big business like McDonald and Grubhub. McDonald used video advertisements and applications to communicate the prospective employees about the task vacancy in the company.

McDonald has also released 10-second video ads in which their current employees are featured and they are talking about their experience to deal with McDonald. The individual who has an interest in the task can swipe up the video and they will be redirected to the profession web page of the business. The interested prospect can likewise attempt essentially the uniform of McDonald and send a 10 second video to the company about why they will be excellent employee of the business.

It is a fun and simple way to draw in prospects and create a talent swimming pool for the business.

Peer-reviewed hires by Amazon

The existing workers can set appropriate step for employment the future workforce of the company. The peer review is an excellent way to shortlist the prospect for the choice process. The employees who are working with the company recognize with the workplace environment, distinct job requirement and everyday job needs. If a peer declines a candidate they can be considered as inappropriate after thorough review.

Amazon is utilizing this distinct hiring method under the program “bar raiser”. Here the employees voluntarily take part in the interview committees. They speak with the applicant personally or by means of phone. The employee then sends the evaluation and works together with other peers who have actually interviewed the same applicant. The candidate are turned down if the bar raisers do not authorize them. It is a way of crowd-sourcing the employees of the company.