What is Recruitment Process in HRM?

Recruitment Process can be specified as “it is a way to attract and find potential manpower to fill up the uninhabited post in the business”. The HR Recruitment Process assists to hire prospects based upon their capability to work and attitude which is essential for accomplishment of organizational objectives.

The Recruitment Process in personnel management begins with recognition of task vacancy in the organization, later on 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 finest prospect for the task.

What is Recruitment Process in HRM?

The recruitment process is the most essential function of HRM department. The Personnel Manager use different techniques to reach the potential prospect. The recruitment technique used to call the candidates varies based on the source of recruitment.

The Recruitment In-charge often does the job analysis to discover the abilities and capability to perform the task. Once the abilities and capabilities needed are clear they begin looking for people with such specializeds. The HRM department discusses the prospective prospect about their task profile and the advantages (benefits) they can acquire from the company. The prospects interested in the task are more screened, talked to by HR and lastly best fit prospects are picked for referall.us the task. In other words, a good hiring procedure 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 3 considerable techniques of recruitment which are routinely used in the corporate world namely:

1. Direct Recruitment Methods

2. Indirect Recruitment Methods

3. Third Party Recruitment Methods

The significant difference between direct and indirect method of recruitment is that the company send out an agent to contact the prospective prospect (which suggests direct contact) when it comes to direct recruitment approach while in the case of indirect recruitment methods the candidates are informed about job vacancy through various channel of ad.

1. Direct Recruitment Methods:

The campus recruitment is a huge part of recruitment brought out using direct technique. The company sends out an agent from HRM department in academic institutes to connect with prospective candidates. The candidates who are seeking for jobs are explained about the job vacancy in the company and the abilities which are needed to perform the job. The representative engages with the prospects with the assistance of placement cells of the organizations. A rundown session is performed before the real screening and interview procedure.

The Organization (Employer) gets details about the academic records of the prospects through the placement cell. Once the organization is ensured about the presence of excellent working abilities in the candidate the Human Resource Representative is sent out to the organization to conduct recruitment procedure. The organization usage numerous recruitment approaches like performing workshops, participating in conventions, job fair to recruit the candidates utilizing direct technique. Through this method the prospects from the scholastic background of engineering, management and medical science are mostly recruited by the company.

1. Indirect Recruitment Methods:

In the indirect approach of recruitment the company use the advertisement channel such as news papers, radio, job sites, radio, television, publications and professional journals to reach the potential candidates. The ad supplies details about the job requirement, the variety of salary provided, the kind of job (full time or part-time) and task location. The candidates who are interested in the job get it and share their resume with the company.

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

1. When organization does not have an ideal worker who can be promoted to perform the higher position jobs.

2. When the organization is brand-new to the work territory and desire to reach out new talent in the market

3. This technique is frequently utilized to fill up the vacancy in scientific, technical and expert department.

To fill the higher position in the organization the extensively dispersed advertisement is really beneficial as it assists the company to reach various ideal candidates. Many companies also use blind advertisement to connect prospects in which the identity of the company is not revealed.

1. 3rd Party Recruitment Methods:

The third 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 help the organization to communicate with the potential candidates.

Recruitment Process Steps

Broadly, there are 5 actions of recruitment process in HRM which is used by numerous companies in corporate world to increase the efficiency of working with. The five Recruitment Process Steps make sure that recruitment occurs without any disruption and within the allotted time duration. It also assists to maintain compliance and consistency in the recruitment procedure.

Five Best Recruitment Process Steps:

1. Recruitment Planning

2. Strategy advancement

3. Searching

4. Screening

5. Evaluation and control

Recruitment Planning

It is the initial step of HR Recruitment Process in which the job vacancies in the company are analyzed and relevant job description is prepared. It likewise includes preparation of task specification and information about qualification and skills needed to perform the task.

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

Strategy Development

After the task description and job spec is prepared the organization chooses the number of employees needed to work on the profile to close the job as soon as possible. The recruiter decides the strategy that should be embraced for effective recruitment of staff member. The tactical draft includes the following point:-

1. Sources of Recruitment- Based upon the job position and abilities required to perform the job the recruiter select the source of recruitment. The internal and external are the 2 classifications of the recruitment source. This choice is important as remainder of the recruitment method is based on this action of recruitment.

2. Methods of Recruitment- The HRM department chooses on the approach of recruitment whether the company wishes to hire the candidate utilizing direct or indirect method. A great deal of business now are utilizing 3rd party recruitment method and outsourcing some part of recruitment procedure to the skilled consulting firms.

3. Geographical Area- The area of task is repaired and hence recruitment team needs to choose the area from which they can search prospects who desire to sign up with the task. The area in which big amount of qualified candidates lie is selected to browse the appropriate staff member for the company.

4. Make Employees or Buy Employees- The financial investment needed for recruitment is depending on this decision. The organization can choose to select the knowledgeable workers and pay them proper income or can chosen less certified people and trained them to perform better.

Searching

The browsing step is divided into two parts that is:

Source activation

Selling.

The activation took location when the department which has vacancy validates it to the HR manager about the requirement; also approve the draft of task description in addition to specification. Under selling the company picks the channel of communication to reach the prospective prospects.

Screening

Once the job applications are received by the HR Recruiter it starts the screening . It is an action in which the application are shortlisted for the additional selection process. After short-listing of application based on the task requirements the selection procedure starts. At the early phase the recruiter has to eliminate the applications which are plainly under certified and not appropriate for the job.

Evaluation and Control

The validity and effectiveness of HR Recruitment Process is evaluated in this action. The action is important as organization needs to inspect the cost sustained during recruitment and the output in terms of selection of suitable prospects and their signing up with. The expense of recruitment consists of the time spent by the management by involving in the recruitment procedure, the cost of advertisement, choice, specialist costs in case of recruitment outsourcing and likewise the incomes of employer. The output is computed in terms of choice and how soon the staff member as joined the company likewise the viability in addition to efficiency of the newly signed up with staff member.

Example of Best Recruitment Process & Practices

The standard HR Recruitment Processes are mainly utilized by large number of business in corporate world. However, as there is shortage of skill various business are creating ingenious concepts to reach the prospective prospect and create a talent pool for business.

Here are 2 popular examples of such ingenious best recruitment process practices used by McDonald and Amazon

McDonald usage Snapchat to hire

People of age 20-25 are quite active on Snapchat. The digital natives younger generation is active on this app and the company can get their attention to include them in workforce. Snapchat is now utilized as way to produce a company brand and attract youths towards the job opening. It is now a full blown recruiting strategy utilized by huge companies like McDonald and Grubhub. McDonald utilized video advertisements and applications to communicate the potential staff members about the task vacancy in the organization.

McDonald has likewise launched 10-second video advertisements in which their present workers are included and they are speaking 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 career website of the company. The interested candidate can likewise attempt practically the uniform of McDonald and send out a 10 second video to the company about why they will be terrific worker of the company.

It is an enjoyable and simple method to draw in candidates and create a talent swimming pool for the company.

Peer-reviewed hires by Amazon

The existing staff members can set proper step for the future labor force of the company. The peer review is an exceptional way to shortlist the prospect for the selection process. The employees who are dealing with the company recognize with the office environment, unique job requirement and everyday task needs. If a peer turns down 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 willingly take part in the interview committees. They interview the candidate in person or by means of phone. The worker then submits the examination and works together with other peers who have actually spoken with the same applicant. The prospect are rejected if the bar raisers do not approve them. It is a way of crowd-sourcing the employees of the company.