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Recruitment

Recruitment – Meaning, Objectives, Importance, Factors, Strategies and Checklist of Recruitment | Human Resource Management

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Recruitment

Recruitment is the process of actively searching for, finding, and hiring candidates for a specific position or job. In recruitment, the entire hiring process is considered, from finding a candidate to integrating them into the company. As a result of recruitment, the organization looks for qualified candidates and encourages them to apply for jobs. This creates a pool of job seekers, facilitating the recruitment of better candidates.

Recruiting brings together potential employees and organizations looking for qualified candidates. In an organization, a properly implemented recruitment process results in the hiring and selection of suitable personnel.

Hiring talent is a systematic process in HRM. The process includes identifying, attracting, screening, shortlisting, interviewing, selecting, and finally hiring the most qualified candidate to fill in vacant positions in an organization. Employees are considered the biggest asset of any company, and their HR department is responsible for managing their People Management. Among the primary duties of Human Resource Management (HRM) is to keep building the pool of Human Capital for the organization so as to select the right candidate for the right job. In recruiting, the goal is to choose and hire the right person for the right job at the right time. Generally, the Human Resource Management Department considers two of the main sources of recruitment: internal and external. It is the objective of the recruitment process to gather information about talented and qualified individuals who may be interested in working for the organization.

Definitions related to Recruitment by Renowned Authors 

Some of the definitions related to recruitment by renowned authors are as follows:

  • As defined by Edwin B. Flippo, “It is a process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization.” He further elaborates it, terming it both negative and positive.
  • As per DeCenzo and Robbins, it is the process to discover potential candidates for future actual or anticipated job vacancies. Another perspective is that it is a linking activity which brings together organizations those with jobs to fill and people those are seeking jobs.
  • As per the definition of Dale Yoder, It is way through which the manpower requirements of the organization can be fulfilled. It employs effective procedure to attract the people in ample amount to make sure a suitable person is recruited on the available job profile.
  • Kempner says that Recruitment is identified as a first step of the process which persists with selection and ends with the joining of the suitable candidate in the organization.
  • Plumbley describes recruitment as a process to match the capacities of candidates with the demands of the organization. The inclination of qualified candidates should also match with the rewards and benefits the organizations are willing to provide in the job.

Importance of Recruitment

Some of the importance of recruitment are as follows:

  • It is a convenient way to create a pool of information about candidates who are best suited to meet an organization’s talent requirements.
  • It is an essential step of planning and analyzing the current and future manpower requirements of the company.
  • The purpose of this process is to encourage and attract candidates as well as get a great deal of interest in the job vacancies.
  • Employers and their future employees are connected through it.
  • The right match between candidates’ expectations and the rewards offered by the organization reduces employee turnover.
  • It is a less expensive method of discovering talented workers in an industry.
  • Through proper sorting of suitable candidates for the job, the selection process can be improved.
  • The organization can also keep its manpower composition in accordance with social law and government regulations.
  • It determines the most suitable candidates through a variety of recruitment channels.
  • Organizations can use it to create different sources of attracting the best candidates for their job profiles.

Objectives of Recruitment

Some of the objectives of recruitment are as follows:

  • Encourage and empower a growing number of applicants to apply for positions in the organization.
  • Develop a talent pool of candidates to allow the selection of the best candidates for the organization.
  • The organization needs to achieve its overall organizational objectives in order to attract and engage people
  • Recruit the right people for your organization who will fit in with its culture and contribute to its goals.
  • Provide as many job candidates as possible at the lowest cost.
  • It helps to increase the achievement rate of the selection process by diminishing the number of unmistakably underqualified or overqualified candidates.
  • Meet the organization’s legal and social responsibilities concerning the composition of its workforce.
  • This helps to reduce the chance that activity candidates once enrolled and selected will leave the organization after a few months.

Factors Influencing Recruitment

Some of the factors influencing recruitment are as follows:

  • Enterprise size

An enterprise’s size will determine the number of employees it has to hire. The number of people employed by a big company increases at regular intervals, whereas the number of employees employed by a small organization stays the same. In order to select the right person, a big business house will stay in touch with sources of supply and try to attract as many people as possible. This allows it to spend a substantial amount of money seeking out potential candidates. A larger enterprise will also have an impact on recruitment.

  • Employment conditions

Recruitment is greatly affected by the employment conditions in an economy. Job opportunities are limited in underdeveloped economies, but there is no shortage of candidates. There may also be a lack of suitable candidates due to insufficient educational and technical facilities. It becomes easier to choose from large numbers of people when there is a greater availability of people. Alternatively, if there is a shortage of qualified technical personnel, it will be difficult to find qualified individuals.

  • Structure of salaries and working conditions

Employee availability is greatly influenced by the wages and working conditions offered by an enterprise. The enterprise will have no problems recruiting staff if higher wages are offered in comparison to similar concerns. Businesses offering low salaries may face a high labour turnover rate. In similar way, employees’ job satisfaction will be determined by the working conditions of an enterprise. When an enterprise offers good working conditions like proper sanitation, lighting, ventilation, etc., it would give its employees more job satisfaction, and they might not leave their present jobs. Similarly, if employees quit their jobs due to unsatisfactory working conditions, new hires will be needed.

  • Rate of Growth

An enterprise’s growth rate also affects recruitment. Growing enterprises require regular recruitment of new employees. In addition to promotions of existing employees, vacancies will be created as a result of promotions. When the incumbent vacates his position upon retirement, etc., a stagnant enterprise can recruit new employees.

Recruitment Strategies

A recruitment strategy is a document which provides information about the target position on the job market and the main recruitment sources. Recruitment should be aligned with the HR Strategy and support the organization’s strategic goals and initiatives. As the organization reaches its desired position on the job market, HR Recruiters have to follow the recruitment strategy defined in the recruitment strategy to meet the main objectives. A successful recruitment strategy makes it possible for an innovative organization to match diverse human resources with the organization. For the organization to attract more and better talent, the recruitment strategy needs to be well planned and practical.

Building a unique position on the job market is achieved with a recruitment strategy. The best talent is coveted by every company, but companies are not the only ones who are able to hire them. Potential employees favor companies that seem attractive to them. The organization is differentiated from its competition by its smart recruitment strategy. Taking a different approach to recruitment promotes creativity for the organization on the job market.

Recruitment is the most expensive external service. The hiring of talents from the job market consumes enormous budgets within many organizations. As a result, they rely on specialized recruitment companies to deliver the candidates since they do not know their position on the job market. A significant proportion of the recruitment budget is allocated to recruitment sources that provide long-term benefits. Time is saved by the recruitment strategy. Researching recruitment sources that are not attractive to the organization is not the HR Recruiter’s responsibility. HR Recruiters have deep knowledge of the recruitment sources and the quality of candidates, allowing them to successfully recruit from several sources. Hiring employees who possess the desired skills is the aim of HR Recruiters. Recruitment is a powerful source of external know-how, especially when it can increase the company’s own know-how quickly.

Recruitment Checklist

During the recruitment process, managers use the recruitment checklist to navigate the process. This checklist outlines the recruitment process briefly and highlights the key recruitment milestones. Recruitment and staffing processes aren’t used by managers every day. In order to ensure the smooth and efficient recruitment of the new hire, managers should use the recruitment checklist. Most mistakes are the result of missing steps in the recruitment process or improper documentation. Checklists can help to prevent such mistakes.

The recruitment checklist includes the following procedures:

  1. Procedure for opening a job
  2. Defining the job
  3. Inviting the job candidate
  4. Making Job Offer
  5. Closing the vacancy

Recruitment checklists usually force candidates to go through the job opening process, since it is the most difficult part of the recruitment process. Managers usually know how to conduct interviews. Job openings are difficult, and the manager is more likely to make a lot of mistakes during this period. The manager’s most painful experience during the recruitment process is the job opening. Management gains an understanding of the recruitment process through the recruitment checklist. The commitment of Human Resources to help managers is appreciated. A checklist is a very useful tool offered by Human Resources to business leaders.

An effective recruitment checklist is one that is not complex and is easy to navigate by managers. When managers have a guide telling how to open a job vacancy in their team, they will not forget to open it formally. The recruitment checklist can greatly influence the satisfaction with the recruitment process. Managers do not need to know every detail of the process, but they should be able to understand the main recruitment documents so that they can easily open job vacancies.

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