What is Recruitment Process in HRM?

Recruitment Process can be specified as “it is a way to attract and find prospective workforce to fill the vacant post in the company”. The HR Recruitment Process helps to employ candidates based on their capability to work and attitude which is important for achievement of organizational objectives.

The Recruitment Process in personnel management starts with identification of job vacancy in the organization, later the HR department evaluates the task 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 various tactics to reach the prospective candidate. The recruitment method utilized to get in touch with the prospects differs based upon the source of recruitment.

The Recruitment In-charge frequently gets the job done analysis to discover out the abilities and ability to carry out the task. Once the skills and capabilities required are clear they begin searching for people with such specialties. The HRM department explains the possible candidate about their task profile and the benefits (rewards) they can acquire from the organization. The candidates thinking about the job are more screened, talked to by HR and lastly best in shape candidates are chosen for the job. In other words, a great 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 substantial approaches of recruitment which are routinely used in the business world specifically:

1. Direct Recruitment Methods

2. Indirect Recruitment Methods

3. 3rd Party Recruitment Methods

The major difference between direct and indirect method of recruitment is that the company send out an agent to get in touch with the prospective candidate (which indicates direct contact) when it comes to direct recruitment technique while when it comes to indirect recruitment approaches the candidates are informed about task vacancy through various channel of ad.

1. Direct Recruitment Methods:

The campus recruitment is a significant part of recruitment brought out utilizing direct method. The organization sends out an agent from HRM department in educational institutes to connect with potential prospects. The prospects who are seeking for tasks are discussed about the job vacancy in the organization and the abilities which are required to carry out the task. The representative engages with the candidates with the assistance of placement cells of the institutions. A briefing session is performed before the actual screening and interview procedure.

The Organization (Employer) gets details about the academic records of the prospects through the positioning cell. Once the company is ensured about the presence of excellent working skills in the prospect the Human Resource Representative is sent out to the organization to conduct recruitment procedure. The company use different recruitment methods like performing workshops, participating in conventions, task reasonable to recruit the candidates using direct technique. Through this method the prospects from the academic background of engineering, management and medical science are mostly hired by the organization.

1. Indirect Recruitment Methods:

In the indirect technique of recruitment the company use the ad channel such as news documents, radio, task websites, radio, tv, publications and professional journals to reach the possible prospects. The advertisement provides info about the job requirement, the series of income provided, the type of job (full-time or part time) and job location. The candidates who have an interest in the job obtain it and share their resume with the company.

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

1. When company doesn’t have a suitable worker who can be promoted to perform the higher position jobs.

2. When the organization is new to the work area and desire to connect brand-new talent in the market

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

To fill the greater position in the organization the extensively dispersed ad is very beneficial as it assists the company to reach various ideal candidates. Many companies likewise use blind ad to reach out candidates in which the identity of the company is not revealed.

1. 3rd Party Recruitment Methods:

The 3rd celebration technique of recruitment consists of the assisting hands which are outside the organization. The Recruitment Consultant or Employment Agencies, Search & Select Companies, Employee Referral, Voluntary Organization, Data Banks, employment Trade Unions and employment Labor Contractors are different channels which help the company to establish contact with the prospective candidates.

Recruitment Process Steps

Broadly, there are five actions of recruitment process in HRM which is used by numerous business in corporate world to increase the efficiency of employing. The 5 Recruitment Process Steps ensure that recruitment occurs without any disturbance and within the allotted time duration. It likewise assists to preserve compliance and consistency in the recruitment process.

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 organization are analyzed and relevant job description is prepared. It likewise includes preparation of task requirements and details about certification and skills needed to carry out the job.

This step is extremely crucial for recruitment process as it assists in drawing in the right and employment ideal candidates for the job. Based upon the education and experience requirement explained in the recruitment plan a swimming pool of interested candidate can be produced.

Strategy Development

After the task description and job requirements is prepared the organization decides the number of recruits needed to work on the profile to close the vacancy as soon as possible. The employer chooses the strategy that should be adopted for successful recruitment of worker. The strategic draft includes the following point:-

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

2. Methods of Recruitment- The HRM department selects the approach of recruitment whether the company wishes to recruit the prospect utilizing direct or indirect technique. A great deal of business now are using 3rd party recruitment method and outsourcing some part of recruitment process to the experienced consulting companies.

3. Geographical Area- The location of job is fixed and hence recruitment team needs to choose the area from which they can browse prospects who want to join the job. The location in which large quantity of certified candidates are situated is picked to search the suitable staff member for the organization.

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

Searching

The searching action is divided into 2 parts that is:

Source activation

Selling.

The activation occurred when the department which has vacancy confirms it to the HR supervisor about the requirement; likewise authorize the draft of job description in addition to requirements. Under selling the organization selects the channel of communication to reach the potential candidates.

Screening

Once the job applications are by the HR Recruiter it begins the screening procedure. It is a step in which the application are shortlisted for the more choice process. After short-listing of application based on the task spec the choice procedure starts. At the early phase the recruiter has to get rid of the applications which are clearly under certified and not suitable for the task.

Evaluation and Control

The credibility and efficiency of HR Recruitment Process is examined in this action. The action is vital as company needs to check the cost sustained during recruitment and the output in terms of selection of appropriate 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, selection, expert costs in case of recruitment outsourcing and likewise the wages of recruiter. The output is computed in regards to selection and how quickly the employee as joined the company likewise the viability in addition to efficiency of the freshly joined staff member.

Example of Best Recruitment Process & Practices

The traditional HR Recruitment Processes are primarily used by a great deal of companies in business world. However, as there is shortage of skill various business are coming up with ingenious concepts to reach the possible candidate and develop a talent pool for company.

Here are 2 prominent examples of such innovative best 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 company can grab their attention to include them in labor force. Snapchat is now used as method to produce a company brand name and bring in young individuals towards the task opening. It is now a full blown recruiting technique utilized by huge companies like McDonald and Grubhub. McDonald utilized video ads and applications to communicate the prospective workers about the task vacancy in the company.

McDonald has actually likewise released 10-second video advertisements in which their present employees 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 web page of the business. The interested prospect can also try essentially the uniform of McDonald and send out a 10 second video to the employer about why they will be fantastic employee of the company.

It is an enjoyable and simple method to attract candidates and develop a skill pool for the business.

Peer-reviewed hires by Amazon

The existing staff members can set appropriate step for the future workforce of the company. The peer review is an exceptional way to shortlist the prospect for the choice procedure. The employees who are working with the business recognize with the office environment, unique task requirement and daily task needs. If a peer rejects a candidate they can be deemed as unsuitable after extensive evaluation.

Amazon is using this special hiring technique under the program “bar raiser”. Here the workers willingly take part in the interview committees. They speak with the applicant face to face or through phone. The employee then sends the examination and teams up with other peers who have interviewed the same candidate. The candidate are turned down if the bar raisers do not approve them. It is a way of crowd-sourcing the workers of the company.