Recruitment is ad integral part in Huma Resource Management. Recruitment is a hiring process where firstly the staffing and organisational needs of the company are identified. After that, a potential pool of candidates for the required staffing is attracted. The pool of candidates is generated by firstly identifying these candidates. These can be done by both internal and external sources. Next, the recruiter should attract these candidates to apply for the job. This can be done by extensive advertising in job sites, campus drives, reaching out to potential candidates from company database etc.
Recruitment is such an important process because it serves as a pre-math for selection. Recruitment is a deciding factor on the correct candidates being chosen in the selection process. Hence, attracting a better pool of candidates in the recruitment process proves to be extremely beneficial.
The process of recruitment largely varies due to the size of the organisation. A small or medium-sized firm may have only one person as a recruiter or a hiring manager. However, a larger company is most likely to have a whole dedicated team of recruiters to carry on the process effectively. A well-framed recruitment process helps both the company and the applicants. The company gets to generate a potential pool of candidates whereas the candidates get potential employment opportunities.
Sources of Recruitment
Recruitment by an organisation can be done by a variety of sources. They are as listed below:
Internal sources of recruitment can not only be effective but also economical. It is cost-effective for the company and ad also economises on a lot of time. Internal sources of recruitment mainly include promotions and transfers of employees intra-organisation. In addition to that intra-organisation employee referrals also largely contribute to the internal sources of recruitment. Utilising the company’s database to recruit former employees and candidates can also be a good choice.
A company can recruit through external sources via employment agencies. This is the common and surest source of recruiting eligible pool of candidates. The company can also conduct campus drives in various schools, colleges and universities thereby facilitating recruitment. Apart from that, the recruitment procedure can be advertised in various media sources to have a greater reach and therefore attract a greater pool. Utilising various labour unions in the recruitment process is also something that the company can do.
The e-sources of recruitment are gaining quick popularity in today’s times. Recruitment ads can be posted on agency websites. Also, online job boards can be used for the recruitment process. However, the chance of attracting a large number of unqualified candidates works as the biggest disadvantage in this case. Its easy availability and much higher reach still make it a popular option.
Purpose and Importance of Recruitment
Recruitment has a dynamic purpose and importance that caters to both the organisation and the candidates. The multifaceted importance and purposes of recruitment are what makes it such an important process in an organisation. The importance of recruitment are as follows :
Even though recruitment does not ensure the final onboarding of the candidates in the company but it effectively attracts a large number of candidates to apply for the vacancies. This gives the candidates a potential chance for employment and also publicises the organisation among job-seekers.
The selection process is undertaken to keep in mind the ultimate organisational needs. The candidates have to go through an extensive process of screening before they are finally selected. Hence recruitment provides a large option for the selectors to choose fro to cater to the needs of the firm.
The Success Rate of Selection
Since the recruitment process is already comprehensive, it takes present and future job analysis into account and then recruits candidates. This rules out the presence of under-qualified or over-qualified candidates reaching the selection process. This, in turn, increases the success rate of the selection process.
Every organisation has legal obligations that it ha to meet. In addition to that, the social obligations also termed as corporate social responsibility is a big factor that organisations take care of. By recruiting candidates and maintaining the workforce composition, these obligations are successfully met.
The recruitment process is largely undertaken to maintain organisational transparency. It is an effective measure by which complete transparency can be maintained. The transparency does not only cater to the organisation but also the employees. This means that in the organisation, the HR manager, field recruiters, clients, all of these entities are completely aware of the process and possess the same information. In addition to this, a transparent procedure also ensures that the candidates are aware of the status of their job application.
Since recruitment is a transparent process, it ensures confidence in the organisation. Since the recruiters, clients and managers are aware and accountable for the entire recruitment process, all of them have directly or indirectly contributed to the result and are confident of the choice and satisfied by it.
A proper and legitimate recruitment process is based on merit. It is based on job analysis, attracts candidates based on the job description and screens them based on merit. The parameters for screening are mentioned at every step and the results depend solely on the merit of the candidate. This rules out the possibility of any candidate facing discrimination due to their race, caste, colour or personal connections. Recruitment adds fairness to the organisational procedure.
Framing a proper job description is important for any organisation. In recruitment, the candidates are chosen based on the job description provided by the company. It is a detrimental factor in recruiting candidates. Hence recruitment helps in curating a proper job description which includes all the primary, secondary and tertiary aspects related to the particular job role.
An inconsistent system of recruitment is most likely to provide biased and unstandardised results. To ensure fair judgements and selection of the right man for the right job, the recruitment process is kept consistent with standardised measures of screening at every stage.
An effective and well-framed recruitment policy will not just hire the right candidates for the job. It will heighten the reach of the organisation in addition to generating an eligible pool of candidates. Recruitment has present and future impacts that facilitate an organisation multi-dimensional ways. A proper recruitment policy shall ensure that the right person is onboarded for the right job with the company’s commitment in place.