What is Recruitment Process in HRM?

Recruitment Process can be defined as “it is a way to attract and discover potential workforce to fill the uninhabited post in the company”. The HR Recruitment Process assists to employ candidates based on their ability to work and mindset which is essential for accomplishment of organizational objectives.

The Recruitment Process in human resource management starts with identification of job vacancy in the organization, later the HR department analyzes the job requirement, evaluate the job application, screen and shortlist the preferable prospects and the procedure ends with hiring of right and best prospect for the task.

What is Recruitment Process in HRM?

The recruitment process is the most essential function of HRM department. The Personnel Manager utilize various strategies to reach the prospective prospect. The recruitment method used to get in touch with the prospects differs based on the source of recruitment.

The Recruitment In-charge typically does the job analysis to learn the skills and ability to perform the task. Once the skills and capabilities needed are clear they begin looking for people with such specialties. The HRM department describes the possible candidate about their job profile and the advantages (rewards) they can acquire from the company. The prospects thinking about the task are further evaluated, talked to by HR and job finally best fit candidates are picked for the task. In other words, an excellent hiring process includes 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 considerable approaches of recruitment which are frequently utilized in the corporate world particularly:

1. Direct Recruitment Methods

2. Indirect Recruitment Methods

3. Third Party Recruitment Methods

The significant difference between direct and indirect approach of recruitment is that the company send an agent to call the possible prospect (which implies direct contact) when it comes to direct recruitment technique while when it comes to indirect recruitment approaches the candidates are informed about job vacancy through different channel of ad.

1. Direct Recruitment Methods:

The school recruitment is a major part of recruitment brought out using direct method. The company sends out an agent from HRM department in educational institutes to connect with potential candidates. The candidates who are seeking for tasks are explained about the task vacancy in the organization and the skills which are required to carry out the task. The representative connects with the prospects with the help of placement cells of the institutions. A rundown session is performed before the real screening and interview procedure.

The Organization (Employer) gets info about the academic records of the prospects through the placement cell. Once the company is made sure about the existence of exceptional working abilities in the candidate the Personnel Representative is sent out to the institution to perform recruitment procedure. The company use different recruitment methods like performing seminars, taking part in conventions, job fair to recruit the candidates using direct technique. Through this technique the candidates from the academic background of engineering, management and medical science are mainly hired by the company.

1. Indirect Recruitment Methods:

In the indirect approach of recruitment the organization use the ad channel such as news papers, radio, task websites, radio, television, magazines and professional journals to reach the potential prospects. The ad supplies info about the task requirement, the series of salary used, job the kind of task (full-time or part time) and task place. The candidates who are interested in the task get it and share their resume with the company.

The Personnel Management (HRM) Department of a company utilizes indirect technique of recruitment in three situations:

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

2. When the company is new to the work territory and wish to connect brand-new talent in the market

3. This approach is often used to fill the vacancy in scientific, technical and professional department.

To fill up the greater position in the organization the widely dispersed ad is extremely beneficial as it helps the company to reach numerous appropriate candidates. Many organizations also utilize blind ad to reach out prospects in which the identity of the company is not revealed.

1. Third Party Recruitment Methods:

The 3rd party approach of recruitment includes the helping hands which are outside the company. 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 communicate with the prospective prospects.

Recruitment Process Steps

Broadly, there are 5 actions of recruitment process in HRM which is used by many companies in corporate world to increase the performance of working with. The five Recruitment Process Steps guarantee that recruitment occurs with no disruption and within the designated period. It also helps to keep 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 action of HR Recruitment Process in which the job vacancies in the organization are evaluated and relevant task description is prepared. It also consists of preparation of task spec and job information about certification and abilities required to carry out the job.

This action is very essential for job recruitment process as it assists in drawing in the right and job ideal candidates for the job. Based on the education and experience requirement described in the recruitment plan a pool of interested candidate can be created.

Strategy Development

After the job description and job specification is prepared the company decides the variety of recruits needed to work on the profile to close the vacancy as quickly as possible. The employer decides the method that ought to be embraced for effective recruitment of employee. The strategic draft consists of the list below point:-

1. Sources of Recruitment- Based upon the task position and skills required to perform the job the recruiter choose the source of recruitment. The internal and external are the two classifications of the recruitment source. This choice is crucial as remainder of the recruitment strategy is based on this step of recruitment.

2. Methods of Recruitment- The HRM department chooses the technique of recruitment whether the firm wants to recruit the prospect utilizing direct or indirect approach. A great deal of business now are using third party recruitment technique and outsourcing some part of recruitment process to the skilled consulting companies.

3. Geographical Area- The location of job is fixed and therefore recruitment group has to decide the area from which they can search candidates who wish to sign up with the task. The area in which large amount of certified candidates lie is picked to browse the appropriate employee for the company.

4. Make Employees or Buy Employees- The financial investment needed for recruitment is depending upon this choice. The company can pick to select the skilled staff members and pay them appropriate salary or can selected less competent individuals and trained them to carry out much better.

Searching

The searching action is divided into two parts that is:

Source activation

Selling.

The activation occurred when the department which has vacancy verifies it to the HR manager about the requirement; also approve the draft of task description along with requirements. Under selling the organization selects the channel of interaction to reach the potential candidates.

Screening

Once the task applications are received by the HR Recruiter it begins the screening procedure. It is an action in which the application are shortlisted for the more selection process. After short-listing of application based upon the task requirements the selection process starts. At the early phase the recruiter has to eliminate the applications which are clearly under qualified and not suitable for the job.

Evaluation and Control

The validity and effectiveness of HR Recruitment Process is evaluated in this step. The action is essential as organization needs to check the expense incurred throughout recruitment and the output in regards to choice of suitable candidates and their signing up with. The expense of recruitment includes the time invested by the management by associating with the recruitment process, the cost of advertisement, selection, expert fees in case of recruitment outsourcing and job likewise the incomes of recruiter. The output is determined in terms of selection and how soon the employee as signed up with the organization likewise the suitability as well as efficiency of the newly joined employee.

Example of Best Recruitment Process & Practices

The standard HR Recruitment Processes are mainly used by a great deal of companies in business world. However, as there is scarcity of talent different business are creating ingenious concepts to reach the prospective candidate and produce a skill swimming pool for business.

Here are two prominent examples of such ingenious finest recruitment process practices used by McDonald and Amazon

McDonald use Snapchat to hire

People of age 20-25 are quite active on Snapchat. The digital natives more youthful generation is active on this app and the organization can grab their attention to include them in workforce. Snapchat is now used as way to create an employer brand name and draw in young people towards the job opening. It is now a complete blown recruiting method used by big business like McDonald and Grubhub. McDonald utilized video ads and applications to convey the prospective workers about the task vacancy in the company.

McDonald has actually also launched 10-second video ads in which their current workers are featured and they are talking about their experience to deal with McDonald. The individual who is interested in the job can swipe up the video and they will be rerouted to the career website of the company. The interested candidate can likewise try essentially the uniform of McDonald and send out a 10 second video to the employer about why they will be terrific staff member of the .

It is a fun and easy method to bring in prospects and develop a skill pool for the company.

Peer-reviewed hires by Amazon

The existing employees can set appropriate procedure for the future workforce of the company. The peer evaluation is an excellent method to shortlist the candidate for the choice procedure. The workers who are working with the business are familiar with the workplace environment, unique job requirement and job everyday task needs. If a peer declines a prospect they can be deemed as unsuitable after comprehensive evaluation.

Amazon is utilizing this unique hiring strategy under the program “bar raiser”. Here the staff members willingly take part in the interview committees. They talk to the applicant personally or through phone. The staff member then sends the examination and collaborates with other peers who have spoken with the exact same applicant. The prospect are turned down if the bar raisers do not authorize them. It is a method of crowd-sourcing the staff members of the business.