What is Recruitment Process in HRM?

Recruitment Process can be defined as “it is a method to attract and discover possible workforce to fill up the uninhabited post in the business”. The HR Recruitment Process helps to work with prospects based upon their capability to work and mindset which is necessary for achievement of organizational objectives.

The Recruitment Process in personnel management starts with identification of job vacancy in the company, later on the HR department analyzes the task requirement, review the task application, screen and shortlist the desirable prospects and the procedure ends with hiring of right and best prospect for the task.

What is Recruitment Process in HRM?

The recruitment procedure is the most essential function of HRM department. The Human Resource Manager use various strategies to reach the possible candidate. The recruitment technique utilized to get in touch with the prospects differs based upon the source of recruitment.

The Recruitment In-charge typically does the task analysis to learn the abilities and employment capability to carry out the task. Once the abilities and abilities required are clear they start looking for people with such specialties. The HRM department describes the potential candidate about their job profile and the advantages (rewards) they can acquire from the company. The prospects interested in the job are more screened, talked to by HR and lastly best fit prospects are chosen for the job. In other words, a good hiring process 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 considerable approaches of recruitment which are regularly used in the business world specifically:

1. Direct Recruitment Methods

2. Indirect Recruitment Methods

3. 3rd Party Recruitment Methods

The significant distinction between direct and indirect technique of recruitment is that the company send out a representative to get in touch with the potential prospect (which means direct contact) when it comes to direct recruitment method while in the case of indirect recruitment approaches the prospects are about task vacancy through various channel of advertisement.

1. Direct Recruitment Methods:

The school recruitment is a huge part of recruitment brought out using direct method. The organization sends an agent from HRM department in academic institutes to engage with prospective prospects. The prospects who are seeking for tasks are discussed about the task vacancy in the company and the abilities which are needed to perform the job. The representative interacts with the prospects with the aid of positioning cells of the organizations. A briefing session is carried out before the actual screening and interview procedure.

The Organization (Employer) gets information about the scholastic records of the candidates through the positioning cell. Once the company is ensured about the existence of excellent working abilities in the candidate the Human Resource Representative is sent out to the organization to perform recruitment procedure. The organization usage different recruitment approaches like performing seminars, taking part in conventions, job fair to hire the candidates using direct technique. Through this technique the candidates from the scholastic background of engineering, management and medical science are mainly hired by the company.

1. Indirect Recruitment Methods:

In the indirect method of recruitment the company utilize the ad channel such as news documents, radio, task websites, radio, television, magazines and professional journals to reach the prospective candidates. The ad supplies information about the task requirement, the variety of income provided, the kind of task (full-time or part-time) and job area. The candidates who have an interest in the task apply for it and share their resume with the organization.

The Personnel Management (HRM) Department of an organization utilizes indirect approach of recruitment in three scenarios:

1. When company doesn’t have an appropriate employee who can be promoted to carry out the greater position jobs.

2. When the organization is brand-new to the work territory and want to connect brand-new skill 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 company the extensively dispersed advertisement is extremely useful as it helps the company to reach various appropriate candidates. Many organizations also utilize blind ad to reach out candidates in which the identity of the company is not revealed.

1. Third Party Recruitment Methods:

The 3rd party technique 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 different channels which assist the company to develop contact with the potential prospects.

Recruitment Process Steps

Broadly, there are five actions of recruitment procedure in HRM which is utilized by many companies in corporate world to increase the performance of hiring. The five Recruitment Process Steps ensure that recruitment happens without any interruption and within the allocated period. It also helps to preserve compliance and consistency in the recruitment process.

Five Best Recruitment Process Steps:

1. Recruitment Planning

2. Strategy development

3. Searching

4. Screening

5. Evaluation and control

Recruitment Planning

It is the primary step of HR Recruitment Process in which the job vacancies in the organization are examined and relevant job description is prepared. It also consists of preparation of task requirements and details about qualification and abilities needed to perform the job.

This step is very crucial for recruitment process as it helps in drawing in the right and suitable candidates for the job. Based upon the education and experience requirement described in the recruitment strategy a swimming pool of interested prospect can be created.

Strategy Development

After the job description and job spec is prepared the company decides the number of recruits required to work on the profile to close the vacancy as soon as possible. The employer decides the method that should be embraced for successful recruitment of staff member. The strategic draft consists of the following point:-

1. Sources of Recruitment- Based upon the task position and employment skills required to perform the job the recruiter choose the source of recruitment. The internal and external are the 2 classifications of the recruitment source. This decision is crucial as remainder of the recruitment strategy is based on this step of recruitment.

2. Methods of Recruitment- The HRM department picks the technique of recruitment whether the company wishes to hire the prospect utilizing direct or indirect approach. A lot of companies now are using 3rd party recruitment technique and outsourcing some part of recruitment procedure to the experienced consulting firms.

3. Geographical Area- The place of job is repaired and therefore recruitment team needs to choose the area from which they can search candidates who wish to sign up with the job. The location in which big amount of qualified prospects lie is picked to browse the suitable employee for the organization.

4. Make Employees or Buy Employees- The financial investment needed for recruitment is depending upon this choice. The organization can choose to pick the experienced workers and pay them proper income or can selected less certified people and trained them to carry out much better.

Searching

The browsing action is divided into two parts that is:

Source activation

Selling.

The activation occurred when the department which has job verifies it to the HR supervisor about the requirement; likewise approve the draft of task description as well as spec. Under offering the company chooses the channel of communication to reach the potential prospects.

Screening

Once the task applications are gotten by the HR Recruiter it begins the screening process. It is an action in which the application are shortlisted for the additional selection procedure. After short-listing of application based upon the task requirements the selection process starts. At the early stage the employer needs 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 examined in this action. The action is vital as organization has to inspect the expense incurred throughout recruitment and the output in regards to choice of appropriate candidates and their joining. The cost of recruitment includes the time spent by the management by including in the recruitment process, the expense of ad, employment selection, expert fees in case of recruitment outsourcing and likewise the wages of recruiter. The output is determined in regards to choice and how quickly the worker as joined the company likewise the viability as well as performance of the recently signed up with staff member.

Example of Best Recruitment Process & Practices

The traditional HR Recruitment Processes are mostly used by a great deal of business in business world. However, as there is scarcity of talent various companies are coming up with innovative ideas to reach the prospective candidate and develop a talent swimming pool for company.

Here are two prominent examples of such ingenious best recruitment process practices utilized by McDonald and Amazon

McDonald use Snapchat to hire

People of age 20-25 are extremely much active on Snapchat. The digital natives younger generation is active on this app and employment the organization can grab their attention to include them in labor force. Snapchat is now utilized as method to produce an employer brand name and bring in young people towards the task opening. It is now a full blown recruiting strategy utilized by huge business like McDonald and Grubhub. McDonald utilized video advertisements and applications to communicate the prospective staff members about the task vacancy in the organization.

McDonald has likewise released 10-second video advertisements in which their present workers 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 rerouted to the career webpage of the company. The interested candidate can also try essentially the uniform of McDonald and send a 10 2nd video to the employer about why they will be excellent employee of the company.

It is a fun and simple method to draw in candidates and produce a skill pool for the company.

Peer-reviewed hires by Amazon

The existing staff members can set correct measure for employment the future workforce of the company. The peer evaluation is an excellent method to shortlist the prospect for the choice process. The workers who are dealing with the business are familiar with the office environment, distinct task requirement and everyday job demands. If a peer turns down a candidate they can be considered as unsuitable after comprehensive evaluation.

Amazon is utilizing this special hiring technique under the program “bar raiser”. Here the workers voluntarily get involved in the interview committees. They speak with the candidate personally or through phone. The worker then submits the assessment and works together with other peers who have interviewed the exact same candidate. The candidate are rejected if the bar raisers do not approve them. It is a method of crowd-sourcing the workers of the business.