What is Recruitment Process in HRM?

Recruitment Process can be defined as “it is a method to draw in and discover possible manpower to fill the vacant post in the company”. The HR Recruitment Process helps to work with candidates based upon their capability to work and mindset which is essential for accomplishment of organizational objectives.

The Recruitment Process in human resource management starts with recognition of task vacancy in the company, later the HR department analyzes the job requirement, review the job application, screen and shortlist the desirable candidates and the process ends with hiring of right and best candidate for the job.

What is Recruitment Process in HRM?

The recruitment procedure is the most crucial function of HRM department. The Personnel Manager use different methods to reach the potential prospect. The recruitment method used to get in touch with the prospects varies based upon the source of recruitment.

The Recruitment In-charge frequently does the job analysis to learn the skills and capability to perform the task. Once the skills and abilities required are clear they begin searching for individuals with such specializeds. The HRM department describes the prospective candidate about their task profile and the benefits (benefits) they can gain from the company. The prospects interested in the job are further screened, interviewed by HR and lastly best in shape prospects are selected for the task. Simply put, a good 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 methods of recruitment which are routinely utilized in the corporate world particularly:

1. Direct Recruitment Methods

2. Indirect Recruitment Methods

3. 3rd Party Recruitment Methods

The major difference between direct and indirect approach of recruitment is that the company send out an agent to contact the prospective prospect (which means direct contact) in the case of direct recruitment method while in the case of indirect recruitment approaches the prospects are informed about task vacancy through various channel of ad.

1. Direct Recruitment Methods:

The campus recruitment is a huge part of recruitment performed using direct technique. The company sends an agent from HRM department in academic institutes to connect with prospective candidates. The candidates who are seeking for tasks are described about the job vacancy in the organization and the abilities which are needed to carry out the task. The representative communicates with the candidates with the assistance of positioning cells of the institutions. A rundown session is carried out before the actual screening and interview procedure.

The Organization (Employer) gets info about the scholastic records of the prospects through the placement cell. Once the organization is made sure about the presence of excellent working skills in the candidate the Human Resource Representative is sent to the institution to carry out recruitment procedure. The organization usage various recruitment methods like conducting seminars, taking part in conventions, job reasonable to recruit the candidates using direct approach. Through this method the prospects from the academic background of engineering, management and medical science are primarily recruited by the organization.

1. Indirect Recruitment Methods:

In the indirect technique of recruitment the company use the ad channel such as news papers, radio, task websites, radio, tv, magazines and expert journals to reach the potential candidates. The ad provides info about the job requirement, the series of salary used, the kind of job (full-time or employment part time) and task location. The candidates who have an interest in the job request it and share their resume with the organization.

The Personnel Management (HRM) Department of an organization uses indirect approach of recruitment in 3 scenarios:

1. When company doesn’t have an appropriate staff member who can be promoted to perform the higher position jobs.

2. When the company is new to the work area and want to reach out new skill in the market

3. This method is frequently used to fill up the job in scientific, technical and professional department.

To fill the greater position in the organization the widely dispersed ad is extremely helpful as it helps the company to reach various suitable candidates. Many companies also use blind advertisement to reach out prospects in which the identity of the company is not revealed.

1. Third Party Recruitment Methods:

The 3rd party technique of recruitment consists of the assisting 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 possible candidates.

Recruitment Process Steps

Broadly, there are 5 steps of recruitment process in HRM which is used by numerous business in corporate world to increase the efficiency of hiring. The five Recruitment Process Steps guarantee that recruitment occurs without any interruption and within the designated time duration. 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 initial step of HR Recruitment Process in which the job vacancies in the company are examined and appropriate job description is prepared. It likewise includes preparation of task specification and information about qualification and abilities needed to the job.

This action is really crucial for recruitment process as it helps in attracting the right and appropriate candidates for the job. Based upon the education and experience requirement described in the recruitment plan a swimming pool of interested prospect can be developed.

Strategy Development

After the task description and task requirements is prepared the company chooses the variety of employees needed to deal with the profile to close the job as soon as possible. The recruiter chooses the method that must be adopted for successful recruitment of staff member. The strategic draft consists of the following point:-

1. Sources of Recruitment- Based on the job position and skills required to perform the task the employer pick the source of recruitment. The internal and external are the two classifications of the recruitment source. This decision is crucial as rest of the recruitment technique is based upon this step of recruitment.

2. Methods of Recruitment- The HRM department chooses the approach of recruitment whether the firm wants to recruit the prospect utilizing direct or indirect method. A great deal of business now are utilizing 3rd party recruitment approach and outsourcing some part of recruitment procedure to the knowledgeable consulting companies.

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

4. Make Employees or Buy Employees- The financial investment needed for recruitment is depending upon this decision. The organization can choose to choose the competent employees and pay them proper salary or can picked less certified people and trained them to perform better.

Searching

The searching action is divided into 2 parts that is:

Source activation

Selling.

The activation happened when the department which has vacancy confirms it to the HR supervisor about the requirement; likewise approve the draft of task description as well as requirements. Under offering the organization selects the channel of interaction to reach the prospective candidates.

Screening

Once the job applications are received by the HR Recruiter it starts the screening procedure. It is a step in which the application are shortlisted for the additional selection process. After short-listing of application based upon 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 job.

Evaluation and employment Control

The validity and employment efficiency of HR Recruitment Process is evaluated in this action. The step is necessary as company has to inspect the cost incurred throughout recruitment and the output in terms of choice of suitable candidates and their joining. The expense of recruitment includes the time invested by the management by including in the recruitment procedure, the expense of ad, selection, specialist charges in case of recruitment outsourcing and likewise the wages of recruiter. The output is computed in regards to selection and how soon the employee as joined the company also the viability along with performance of the recently signed up with staff member.

Example of Best Recruitment Process & Practices

The traditional HR Recruitment Processes are primarily used by large number of companies in business world. However, as there is deficiency of talent numerous companies are creating innovative ideas to reach the possible prospect and produce a talent swimming pool for company.

Here are 2 popular examples of such ingenious finest recruitment procedure practices utilized by McDonald and Amazon

McDonald usage Snapchat to hire

People of age 20-25 are really much active on Snapchat. The digital locals more youthful generation is active on this app and the company can get their attention to include them in workforce. Snapchat is now used as way to develop an employer brand and draw in young individuals towards the job opening. It is now a full blown recruiting method utilized by huge business like McDonald and Grubhub. McDonald used video advertisements and applications to convey the prospective employees about the job vacancy in the organization.

McDonald has also launched 10-second video advertisements in which their present workers are featured and they are talking about their experience to deal with McDonald. The person who is interested in the task can swipe up the video and they will be rerouted to the profession webpage of the company. The interested prospect can also try virtually the uniform of McDonald and send out a 10 second video to the company about why they will be great employee of the company.

It is an enjoyable and easy way to draw in candidates and create a skill swimming pool for the company.

Peer-reviewed hires by Amazon

The existing workers can set appropriate measure for the future workforce of the company. The peer review is an exceptional way to shortlist the prospect for the selection process. The employees who are working with the business recognize with the workplace environment, special job requirement and employment daily task demands. If a peer turns down a prospect they can be considered as inappropriate after extensive evaluation.

Amazon is using this distinct hiring technique under the program “bar raiser”. Here the workers voluntarily participate in the interview committees. They speak with the candidate face to face or via phone. The employee then submits the assessment and teams up with other peers who have actually talked to the same candidate. The candidate are declined if the bar raisers do not authorize them. It is a method of crowd-sourcing the employees of the company.