WHAT IS RECRUITMENT PROCESS IN HRM?
A successful recruitment process in HRM results from understanding why you’re recruiting employees and the type of employees you need. Whenever the job opening occurs the recruiters immediately pull together a recruitment advertisement to send off to a local newspaper or to post on the internet. They do this without giving much thought.
Having an opening and filling it seems to be the mentality the HR recruiters have because they often are under pressure to fill job vacancies as quickly as possible. The rushing is because they do not want to let the critical work slowdown or be left undone without proper manpower.
On other hand, the management would less consider spending a sum of the organization’s time and money for the successful recruitment process. Recruitment probably deserves more time and attention after all. Management should understand that spending some time developing a recruitment principle and strategies will save them time and money later.
Therefore, the organization should have deep knowledge on what is the recruitment process in HRM and how it impacts the business organization.
What is the recruitment process in HRM?
The recruitment process is one of the core functions of HRM to find and onboard the most suitable human capital and place them on-time in the business organization. It can also be described as, “system of searching for the potential workforce and stimulating and inviting them to use for jobs in an organization”
In simple words, the recruitment process is a process of promoting job availabilities in an organization and attracting appropriate candidates to apply for the position for the further selection process.
What are the stages of the recruitment process?
The recruiting process has seven (7) distinctive stages to get its fullest result. Here are the typical recruitment process stages that fit into any establishment.
- Identifying manpower gap/needs
first recruitment process stage is identifying manpower needs in your company. To get this stage done, the company should have a proper manpower gap analyzing mechanism. Therefore, you should be monitoring each employee’s availability in every operation. Certain tracking systems such as employee attendance, team communications would help this work done well. Make sure, every team is aware that they should raise manpower requisition as soon as found gap or need in their division.
- Recruitment plan
As soon as you received a manpower request from any such team, originate the proper recruitment plan by ensuring respective job description, job specification, no. of manpower, time frame, recruitment sources, etc. If these details are not availed, do a job analysis to derive such details.
- Applicant (Sourcing) search
As soon as you received a manpower request from any such team, originate the proper recruitment plan by ensuring respective job description, job specification, no. of manpower, time frame, recruitment sources, etc. If these details are not availed, do a job analysis to derive such details.
- Screening and shortlisting
Screening and shortlisting each look the same initially due to the fact we do similar kinds of tasks. But they both differ slightly due to the fact they cope with different activities.
Screening is the preliminary stage, every application would be checked whether the candidate has the required qualifications, skills, and experience. Suppose if the candidate doesn’t possess the required qualification or talent, his or her application would be rejected but can be database kept for future requirements.
The subsequent segment is shortlisting. The purpose of the shortlist is the too extensive analysis of the candidate’s profile to pick the suitable candidates from the application pool. And, assign for the next level of the interview process. - Interviewing
Conduct preliminary interviews with the shortlisted candidates over the phone, video interviews, online tests are the next stage. In this stage, after the resumes are screened, the applicants are contacted thru phone or video by the recruiter. For the candidates who clear the preliminary interviews, the top layer of applicants is shortlisted for the next level of the interview process.
A direct interview is important for the choice of the right people for the right jobs. Series of interviews are done to pick out a candidate’s talent-set as per job requirements. The purpose of these interviews is to find out the suitability of the candidate and to provide them an idea about the job profile and what is expected of the potential candidate. - Reviewing and Selection
The next stage for the recruitment process is selecting a prospective candidate. After series of interviews, the potential candidates would be reviewed against the given job criteria and the top candidate(s) would be selected for the position. Hence the selected candidate would be scrutinized by background check, medical check, and finally, be selected.
- Recruitment Evaluation
It is a process to evaluate an entire gamut of recruitment is done. An evaluation is consisting of the cost incurred for the process, the number of man-hours spent, the whole spectrum of the candidate pool that has arrived, etc. These elements are analyzed and reviewed for the improvement of a better recruitment process.
What are the types of sourcing methods in the recruitment process?
Internal sources and external sources are the two types of sourcing methods in the recruitment process. Both sourcing types have different choices to progress easier recruiting.
Internal sources of recruitment
Internal recruitment sources are called in-house hiring, in which the existing employees already operating in the organization may be suitable for higher jobs than the ones recruited from outside. Internal sources are mentioned as follows:
Transfers: The transfer is referred to as the technique of switching an employee from one workplace to another without any change in the activity, function, or rank.
Promotion: Promotion is the way better recruiting rather than hiring a new employee with an additional cost.
Employee referral: The employee referral concepts involve the existing employees participating in companies hiring needs. They refer people on their network to the job available in the company.
Hiring former employees: This practice becomes social nowadays. The employee quits for some reason and rejoins so, the recruiter should have left the employee’s safe database and have a better relationship with them.
Hire trainees/interns: The graduates who undergo internship training are the better option for placing the initial level of employment in an organization.
External sources of recruitment
More applicants are wished whilst business expansions are undertaken. Companies have to lend outside sources for recruitment for hiring positions whilst current personnel are not suitable.’. External sourcing strategies are mentioned as follows:
Job portals: Recruiters use hundreds of job boards to attract candidates because the first area ever the job seeker searches jobs are the job websites. LinkedIn, indeed, Naukri, are some of the well-known job board websites.
Employment agencies: An employment company works as a mediator among applicants and employers. Employment agencies are companies that assist candidates to find a suitable job. They provide suitable jobs on the idea of candidate’s qualification, talents, and experience
Contract hire: An employee would be hired through a third-party employment agency and the company pays the employee via contract agency. Contract hire is the better way to arranging manpower needs for temporary demands.
Newspaper classified ads: A traditional method to advertise employment opportunities in an organization. The company pays the advertising agencies and published the jobs. Then the job applicant approaches the company in response to the ads seen.
Campus hiring: campus recruiting is a program facilitated in universities or different academic establishments to provide jobs to students nearing completion of their studies. In this sort of application, the educational institution’s accomplice with companies who prefers to recruit from the student population.
Walk-in drive: Walk-in interviews are generally carried out by the companies on decided dates and time-slots for the preliminary screening of applicants. The walk-in interview refers to a candidate who can really walk into the interview venue without taking any previous appointment.
Job fair: The job fair is a mass recruitment event where multiple companies invite job applicants in one place and conduct interviews on-the-spot and hire if suitable candidates.
Social media network: Social media is a highly engaging platform for sourcing candidates. Social media like LinkedIn, Twitter, Facebook, WhatsApp are helping recruiters a lot to connect with job seekers.
Frequently asked questions
Whether the organization is big or small, has to engage in recruiting employees.
Several factors influence this process. Some major factors are organization size, employment conditions, compensation and benefits, work location, public reviews, growth pattern, etc.
The end-to-end recruitment life cycle refers to the complete processes involved during recruitment from start to end. Therefore, the typical seven stages of Identifying manpower gap/need, recruitment plan, sourcing, shortlisting, interviewing, and selection.
HR works in many roles together with employee engagement, statutory compliance, employee development, and many others, in which one of the key attentions for HR is to attract is to pick out and onboard appropriate applicants for the business needs. So, recruitment is a key responsibility of HR.
The fair recruitment process is hiring people complying with local laws and as per company policy. Hiring the right person for the job role is an utmost priority for any recruiter. The recruiter should be aware of the recruitment is done abiding by fair and equal opportunity terms of conditions such as race, gender, religion.
A good recruiter must have strong verbal and written communication as he/she has to communicate a lot in various channels. Other basic qualities of recruiters are active listening, convincing abilities, negotiating abilities, interpersonal skills, and multitasking.
Recruitment comes first step before selection. Successful recruitment helps to find the right candidate and the candidate will be taken into the further selection process. The selection process carries out a background check and other formalities then the onboarding is taken care of.
In general, HR is responsible for many responsibilities including recruitment. On other hand, the recruiter is responsible only for recruiting employees to the company. In most small and mid-sized companies, recruiters are monitored by senior-level HRs because they have vast experience in both recruitment and other HR activities.
Recruitment process outsourcing (RPO) is a business prototype to support companies to resolve their recruitment needs. Any organization that experiences difficulty filling vacancies within their organization, the company transfers its manpower requirements to an external provider i.e., RPO agencies that has professional expertise in hiring people with the given skill sets.
The types of interviews include phone interviews, online tests, virtual interviews, face-to-face interviews, walk-in interviews, technical interviews, group interviews, stress interviews, structured interviews, and unstructured interviews.
Related topics
The 8 Core Functions of Human Resource Management
What is the purpose of HR interview questions
How to Answer – Why HR? Interview Question
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