What is Recruitment? An Overview

Recruitment in Human Resource Management (HRM) entails the business function that undertakes the identifying, interviewing, selection, and hiring of consumers. It involves all the actions undertaken, including the process from the assessment of staffing demand up to meeting it in a timely and cost-efficient manner. To learn further about this approach, read this blog. In this blog, we will discuss What is Recruitment, its importance, and its impact on an organisation.

Table of Contents 

1) What is Recruitment? 

2) Why is Recruitment important?

3) The Recruitment process 

4) Types of Recruitment 

5) Best practices in Recruitment 

6) Conclusion 

What is Recruitment? 

Recruitment meaning actively searching for, interviewing, and hiring qualified candidates to fill positions within an organisation. This process starts with identifying the company's needs and ends with the admission of employees to the organisation. Recruitment can also be interpreted as finding potential employees and encouraging them to apply.

The Recruitment Process is primarily implemented to find individuals best qualified for positions within the company. The typical idea behind this process is to hire individuals to help the organisation achieve professional goals. Through Recruitment, organisations also ensure that the company's workforce is aligned with its initiatives and goals.
 

Why is Recruitment important?

Recruitment can help organisations overcome the difficulty of finding and attracting the right individuals for particular positions. The right Recruitment process helps consolidate the strength of the company's human resources, boosts team spirit, ensures the company's development, and supports business growth. 

Through the selection process, the organisation can attract candidates with the necessary skills whose ethics matches its principles. This positively affects productivity, staff satisfaction, and retention rates, which help the organisation achieve its most profitable objectives.

The Recruitment process 

Organisations integrate their Recruitment processes depending on their structure and specific needs. We will, however, investigate the general approach of the Recruitment process adopted by most organisations and companies. Here's a complete breakdown of the Recruitment Process:

1) Job analysis 

This step allows the Human Resources (HR) Manager to analyse the suitability of potential job applicants against the job role. They develop a detailed job description that includes the title and purpose of the position. Once the job description is created, it is reviewed for accuracy and checked to see if it is an updated version.

The HR department sets the basic requirements an applicant must meet to be considered suitable for a position. They may also include other preferred skills or qualifications beyond the minimum or essential qualifications. Finally, they define a salary range to compensate for the position's duties and responsibilities.

2) Sourcing of talent 

This is the step where the organisation lets everyone know there is an open position, and they are looking for someone to fill it. The organisation uses various methods to advertise an open position. Some of these include networking through word of mouth, posting job on various social media platforms, advertising in newspapers, and using the company's reputation to attract candidates.

3) Screening of applicants 

This is where the job applicant's skill and personality are tested and evaluated to determine if he or she is the best candidate. First, pre-screening narrows the list of candidates and leaves only those who meet or exceed the minimum requirements.

Applicants who have passed the screening then undergo an entrance interview. This basic interview is usually conducted over the phone or in person to evaluate or assess the basic skills relevant to the job.

Further, hiring managers conduct a test to gain access to candidates' skills. Hiring managers conduct a series of interviews depending on the number of available participants for that position. Further, the Hiring managers finally selects among the candidates.

4) Finalisation of the job offer 

The final stage of the Recruitment process is the review process, where the chosen candidate is offered the job and assigned the specific position. The Recruiter sends an offer, and the applicant responds affirmatively, and then they join forces on an agreement.

5) Induction and introduction 

The signing of the employment contract marks the beginning of the employment process. What follows is the employee's decision and notification of the joining date. 

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Types of Recruitment 

After learning about What is Recruitment, it’s time to learn its various types. Various Recruiting techniques can help the talent acquisition team attract and filter candidates. Let’s look at some of them:

Internal Recruitment

This type of Recruitment requires the filling out job vacancies in an organisation. These vacancies are filled by current employees within the organisation. There are several methods which are involved in this type of Internal Recruitment:

a) Promotions: The most deserving employee is promoted to a higher position. This type of promotion encourages motivation, and the employees retain their loyalty to the organisation.

b) Transfer: An employee is moved to a different location or department according to their expertise. This helps in optimising the business processes and presents the employees with new challenges to work on.

c) Employee referrals: Here, employees refer to other known candidates for the vacant positions in their organisation. This helps the Hiring managers speed up their Recruitment process, and the integration of the referred employees is quite seamless in the organisation as they are already familiar with the policies and culture of the organisation.

External Recruitment

In this type of Recruitment, Hiring managers opt for different channels to hire candidates, which brings a new variety of skills and knowledge to the organisation. Several methods are involved in external Recruitment:

a) Job advertisements: Several job vacancies are posted regularly on different channels, which attracts many candidates. These advertisements can be tailored to reach the required demographics and candidates with skills.

b) Recruitment agencies: Several special Recruitment agencies help many candidates find their desired roles. This helps the HR Managers a lot as they don’t have to again go through the entire process.

c) Campus Recruitment: Campus Recruitment is one of the major areas where HR managers can find their desired candidates. Mostly, these candidates are freshers or graduates, which gives organisations a chance to foster new talents and work ethics.

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Best practices in Recruitment 

Every company wants to have the best talent on board. To do this effectively, you need the best Recruitment practices. Let's dive into today's most effective Recruitment practices. Let's dive into today's most effective Recruiting practices:

a) Define your brand: When people look for jobs, they often start with well-known brands they know and trust. Project the brand as such and communicate the company's goals accordingly.

b) Use social media: Advertise jobs and answer questions about positions in social media posts. Great talent is often found among those who follow the brand.

c) Invest in qualified Recruiters: The best people should be employed to conduct the Recruitment process. The organisation should also ensure continuous training of these Recruiters for a better action plan.

d) Use smart sourcing tools and technologies: Reduce hiring costs with smart sourcing tools and technologies. This ensures a level playing field between small and large companies.  

e) Implement good candidate relationship management strategies: Create a good communication process where candidates, employees, and the organisation can communicate freely and directly. 

f) Compliance management: Compliance management should not only automate and streamline the Recruitment process but also ensure that everything is properly documented and archived.  

g) Engage the organisation's employees: An organisation should encourage employee involvement in the hiring process, and one way to do this is to create and maintain a strong employee referral program. 

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Conclusion 

We hope that from this blog, you understood What is Recruitment and how it can play a major role in organisations. There are several types of Recrutiment which the HR managers can implement to find candidates with new skills and backgrounds that can contribute to the progress of the organisation.

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