Recruitment

Recruitment means making available persons to fill different vacant posts in the organisation. Efforts are made in the process that more and more people submit applications so that selection becomes easy.

Recruitment Process

Process of recruitment of employees involves the following stages:

Requisition of Employees: Requisition process begins with the requisition of employees. After determining the need of employees in their respective department, the department manager brings it to the notice of personal manager.

Identification of source of Recruitment: On receipt of requisition letters from all departments, the personnel manager, by virtue of his knowledge and experience, decides about the sources from where to make available the personnel possessing different qualifications.

Invitation to Interested People: In the second stage, after finding the sources, interested people are invited to apply for different jobs. To this effect, personnel, manager prepares a comprehensive information carrying the following details: 1) Number of vacancies, 2) nature of job, 3) qualification required, 4) experience, 5) detail of salary, 6) conditions of employment, 7) last date of application and 8) brief detail of selection procedure.

Preparing the List of Deserving Applicants: On the receipt of the applications the same are verified. During the course of verifications, applications are divided into two parts. One part consists of those applications which fulfil all the qualifications required by the organisation and other part consists of those applications which do not fulfil all the requisite qualifications. A list of those applicants who possess the requisite qualifications is prepared. Such eligible applicants alone are included in the selection process.

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Sources of Recruitment of Employees

To attract employees to business organisations usually two kinds of sources are used:

Internal Recruitment

Internal recruitment is a human resource strategy that prioritises hiring current employees for new or open positions within the company. There are several types of internal recruitment:

1. ?Promotion: Promotions are the most common internal recruitment method. If an employee is performing well and willing to take on more responsibility, you may give them a promotion after conducting an interview.

2. Transfers: Transfers of employees from one department to another are also quite common. The job responsibilities don't change, but the employee moves to another department within the organisation.

3. Confirmations: An employee on probation, an intern in a temporary position or even an independent contractor who becomes permanent are all examples of confirmation.

4. Referrals: Referrals have become an essential part of the recruitment process. If an employee refers a viable candidate with the right qualifications for a particular job to hiring managers, it could help save lots of time and money during recruitment.

External Recruitment

External Sources of Recruitment?mean hiring people from outside the organization. In other words, seeking applicants from those who are external to the organization.

Following are the different types of external sources of recruitment:

1.??Media Advertisement:?The advertisement is the most common and preferred source of external recruiting. The ads in newspapers, professional journals, give a comprehensive detail about the organization, type, and nature of job position, skills required, qualification and experience expected, etc. This helps an individual to self-evaluate himself against the job requirements and apply for the jobs which best suits him.

2.??Employment Exchange:?The employment exchange is the office run by the government wherein the details about the job seekers such as name, qualification, experience, etc. is stored and is given to the employers who re searching for men for their organizations.

For certain job vacancies, it is mandatory for every organization to provide details about it to the employment exchange. It is the most common source of external recruitment that offers jobs to unskilled, semi-skilled and skilled workers.

3.??Direct Recruitment:?The direct recruitment also called as factory gate recruitment is an important source of hiring, especially the unskilled workers or workers who are paid on a daily-wage basis. Here, the company puts up a notice on a notice board or on the factory gate regarding the jobs available, such that the applicant sees it and apply for the job directly.

4.??Casual Callers:?The casual callers, also called as unsolicited applications are the job seekers who come to the well-renowned organizations casually and either mail or drop in their job applications seeking the job opportunity.

This could be considered as an important source of external recruitment as the personnel department maintains the folder of unsolicited applications and call those who fulfil the job requirements, whenever the vacancy arises.

5.???Educational Institutions or Campus Placement:?Creating a close liaison with the educational institutes for the recruitment of students with technical and professional qualifications has become a common practice of external recruitment. Here, the companies, visit the technical, management and professional colleges to recruit the students directly for the job positions. The recruitment from educational institutions is also termed as campus recruitment.

6.??Labour Contractors:?This is the most common form of external recruitment wherein the labour contractors who are either employed with the firm or have an agreement to supply workers to the firm for the completion of a specific type of a task. This method is again used for hiring the unskilled and semi-skilled workers. The contractor keeps in touch with the workers and sends them to the places where their need arises. In doing so, the contractors get the commission for each worker supplied.

7.??Walk-Ins:?This is again a direct form of recruitment wherein the prospective candidates are invited through an advertisement to come and apply for the job vacancy. Here, the specified date, venue, and time are mentioned, and the candidates are requested to come and give interviews directly without submitting their applications in advance.

8.??E-recruiting:?The e-recruiting means searching and screening the prospective candidates electronically. There are several online job portals that enable the job seekers to upload their resume online which are then forwarded to the potential hirers. Such as naukri.com, monster.com, shine.com, etc. are some of the well renowned online job portals.

9.??Management Consultants:?There are several private management firms that act as a middleman between the recruiter and the recruit. These firms help the organization to hire professional, technical and managerial personnel, and they specialize in recruiting middle level and top level executives.

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