Recruitment Process can be defined as “it is a method to draw in and discover potential manpower to fill the uninhabited post in the business”. The HR Recruitment Process assists to work with prospects based upon their ability to work and mindset which is necessary for achievement of organizational objectives.

The Recruitment Process in human resource management starts with recognition of job vacancy in the organization, later on the HR department analyzes the task requirement, review the task application, screen and shortlist the preferable 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 utilize various strategies to reach the potential prospect. The recruitment technique utilized to contact the prospects varies based upon the source of recruitment.

The Recruitment In-charge typically gets the job done analysis to find out the abilities and capability to carry out the task. Once the skills and abilities required are clear they start looking for people with such specializeds. The HRM department describes the prospective candidate about their job profile and the benefits (benefits) they can acquire from the organization. The candidates interested in the job are more screened, talked to by HR and lastly finest in shape prospects are selected for the job. In short, 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 significant approaches of recruitment which are regularly utilized in the corporate world particularly:

1. Direct Recruitment Methods

2. Indirect Recruitment Methods

3. 3rd Party Recruitment Methods

The significant difference in between direct and indirect technique of recruitment is that the company send out an agent to call the potential prospect (which means direct contact) when it comes to direct recruitment method while in the case of indirect recruitment methods the prospects are notified about job vacancy through different channel of ad.

1. Direct Recruitment Methods:

The school recruitment is a huge part of recruitment carried out using direct technique. The organization sends a representative from HRM department in academic institutes to interact with prospective candidates. The candidates who are seeking for tasks are discussed about the task vacancy in the organization and the abilities which are required to carry out the task. The representative interacts with the prospects with the assistance of placement cells of the institutions. An instruction session is conducted before the real screening and interview process.

The Organization (Employer) gets information about the academic records of the candidates through the positioning cell. Once the organization is ensured about the existence of exceptional working abilities in the candidate the Personnel Representative is sent out to the organization to carry out recruitment process. The organization use numerous recruitment approaches like performing seminars, participating in conventions, job fair to hire the candidates utilizing direct technique. Through this approach the prospects from the scholastic background of engineering, management and medical science are primarily recruited by the company.

1. Indirect Recruitment Methods:

In the indirect method of recruitment the organization utilize the advertisement channel such as news papers, radio, job sites, radio, tv, magazines and professional journals to reach the prospective candidates. The ad offers information about the task requirement, the series of wage offered, the kind of job (full-time or part time) and job place. The prospects who have an interest in the job get it and share their resume with the organization.

The Human Resource Management (HRM) Department of a company uses indirect technique of recruitment in three circumstances:

1. When company doesn't have a suitable staff member who can be promoted to perform the greater position jobs.

2. When the organization is brand-new to the work territory and wish to reach out brand-new talent in the market

3. This technique is frequently used to fill the vacancy in scientific, technical and professional department.

To fill up the greater position in the company the commonly dispersed ad is really helpful as it helps the company to reach numerous ideal prospects. Many organizations likewise utilize blind ad to reach out candidates in which the identity of the organization is not revealed.

1. Third Party Recruitment Methods:

The 3rd party approach of recruitment includes the helping 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 company to communicate with the possible candidates.

Recruitment Process Steps

Broadly, there are five steps of recruitment process in HRM which is utilized by many business in corporate world to increase the efficiency of hiring. The 5 Recruitment Process Steps make sure that recruitment happens without any interruption and within the allocated period. It likewise assists to keep compliance and employment 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 first action of HR Recruitment Process in which the task vacancies in the organization are evaluated and pertinent job description is prepared. It also consists of preparation of job specification and details about credentials and skills required to perform the job.

This step is really crucial for recruitment process as it assists in drawing in the right and ideal candidates for the task. Based upon the education and experience requirement explained in the recruitment strategy a swimming pool of interested prospect can be created.

Strategy Development

After the task description and task spec is prepared the organization decides the variety of recruits needed to deal with the profile to close the vacancy as soon as possible. The recruiter chooses the technique that needs to be embraced for effective recruitment of employee. The strategic draft includes the following point:-

1. Sources of Recruitment- Based on the task position and abilities needed to perform the task the employer choose the source of recruitment. The internal and external are the 2 categories of the recruitment source. This choice is crucial as rest of the recruitment strategy is based on this step of recruitment.

2. Methods of Recruitment- The HRM department chooses the technique of recruitment whether the company desires to hire the candidate using direct or indirect approach. A great deal of business now are using 3rd party recruitment technique and outsourcing some part of recruitment procedure to the experienced consulting firms.

3. Geographical Area- The place of task is repaired and thus recruitment group needs to decide the area from which they can browse prospects who want to sign up with the task. The area in which big amount of qualified candidates are located is chosen to browse the appropriate employee for the organization.

4. Make Employees or Buy Employees- The investment needed for recruitment is depending on this choice. The company can select to choose the proficient workers and pay them suitable salary or can selected less certified individuals and trained them to carry out better.

Searching

The searching step is divided into two parts that is:

Source activation

Selling.

The activation took location when the department which has vacancy validates it to the HR supervisor about the requirement