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Recruitment Process
The recruitment and selection is the major function of the human resource
department and recruitment process is the first step towards creating the
competitive strength and the strategic advantage for the organisations.
Recruitment process involves a systematic procedure from sourcing the
candidates to arranging and conducting the interviews and requires many
resources and time. A general recruitment process is as follows:
• Posts to be filled
• Number of persons
• Duties to be performed
• Qualifications required
Preparing the job description and person specification.
Locating and developing the sources of required number and type
of employees (Advertising etc).
Short-listing and identifying the prospective employee with
required characteristics.
Arranging the interviews with the selected candidates.
Conducting the interview and decision making
• Identify vacancy
• Prepare job description and person specification
• Advertising the vacancy
• Managing the response
• Short-listing
• Arrange interviews
• Conducting interview and decision making
The recruitment process is immediately followed by the selection process
i.e. the final interviews and the decision making, conveying the decision and
the appointment formalities.
Sources Of Recruitment
Every organisation has the option of choosing the candidates for its
recruitment processes from two kinds of sources: internal and external
sources. The sources within the organisation itself (like transfer of
employees from one department to other, promotions) to fill a position are
known as the internal sources of recruitment. Recruitment candidates from
all the other sources (like outsourcing agencies etc.) are known as the
external sources of recruitment.
SOURCES OF RECRUITMENT:
The internal forces i.e. the factors which can be controlled by the
organisation are:
1. RECRUITMENT POLICY
The recruitment policy of an organisation specifies the objectives of
recruitment and provides a framework for implementation of recruitment
programme. It may involve organizational system to be developed for
implementing recruitment programmes and procedures by filling up
vacancies with best qualified people.
The external forces are the forces which cannot be controlled by the
organisation. The major external forces are:
6. COMPETITORS
The recruitment policies of the competitors also effect the recruitment
function of the organisations. To face the competition, many a times the
organisations have to change their recruitment policies according to the
policies being followed by the competitors.
POACHING/RAIDING
“Buying talent” (rather than developing it) is the latest mantra being
followed by the organisations today. Poaching means employing a
competent and experienced person already working with another reputed
company in the same or different industry; the organisation might be a
competitor in the industry. A company can attract talent from another firm by
offering attractive pay packages and other terms and conditions, better than
the current employer of the candidate. But it is seen as an unethical practice
and not openly talked about. Indian software and the retail sector are the
sectors facing the most severe brunt of poaching today. It has become a
challenge for human resource managers to face and tackle poaching, as it
weakens the competitive strength of the firm.
E-RECRUITMENT
Many big organizations use Internet as a source of recruitment. E-
recruitment is the use of technology to assist the recruitment process. They
advertise job vacancies through worldwide web. The job seekers send their
applications or curriculum vitae i.e. CV through e mail using the Internet.
Alternatively job seekers place their CV’s in worldwide web, which can be
drawn by prospective employees depending upon their requirements.
Recruitment Vs Selection
Both recruitment and selection are the two phases of the employment
process. The differences between the two are:
• Recruitment is the process of searching the candidates for
employment and stimulating them to apply for jobs in the organisation
WHEREAS selection involves the series of steps by which the
candidates are screened for choosing the most suitable persons for
vacant posts.
• The basic purpose of recruitments is to create a talent pool of
candidates to enable the selection of best candidates for the
organisation, by attracting more and more employees to apply in the
organisation WHEREAS the basic purpose of selection process is to
choose the right candidate to fill the various positions in the
organisation.
• Recruitment is a positive process i.e. encouraging more and more
employees to apply WHEREAS selection is a negative process as it
involves rejection of the unsuitable candidates.
• Recruitment is concerned with tapping the sources of human
resources WHEREAS selection is concerned with selecting the most
suitable candidate through various interviews and tests.
• There is no contract of recruitment established in recruitment
WHEREAS selection results in a contract of service between the
employer and the selected employee.
Outsourcing Recruitment
Outsourcing the human resource (HR) processes is the latest practice being
followed by middle and large sized organizations. It is being witnessed
across all the industries. In India, the HR processes are being outsourced
from nearly a decade now. Outsourcing industry is growing at a high rate.
Outsourcing the recruitment processes for a sector like BPO, which faces an
attrition of almost 50-60 per cent, can help the companies in BPO sector to
save costs tremendously and focus on other issues like retention. The job
seekers are also availing the services of the third parties (consultants) for
accessing the latest job opportunities.
In India, the trend of outsourcing recruitment is also catching up fast. For
example: Vodafone outsources its recruitment activities to Alexander Mann
Solutions (RPO service provider). Wipro has outsourced its recruitment
process to MeritTrac. Yes bank is also known to outsource 50 per cent of its
recruitment processes.
Advantage Of Outsourcing Recruitment
Traditionally, recruitment is seen as the cost incurring process in an
organization. HR outsourcing helps the HR professionals of the
organisations to concentrate on the strategic functions and processes of
human resource management rather than wasting their efforts, time and
money on the routine work.
Outsourcing is beneficial for both the corporate organisations that use the
outsourcing services as well as the consultancies that provide the service to
the corporates. Apart from increasing their revenues, outsourcing provides
business opportunities to the service providers, enhancing the skill set of the
service providers and exposure to the different corporate experiences thereby
increasing their expertise.
But at the same time, one of the major threats faced by this industry is the
growing popularity of e-recruitment. With the changing demand,
technologies and the penetration and increasing use of internet, the
recruitment consultancies or the intermediaries are facing tough competition.
To retain and maintain their position in the recruitment market, the
recruitment intermediaries or consultants (as they are
According to a survey amongst top employers, most of them agree with the
growing influence of technology and the Internet on the recruitment
processes. 70 per cent of employers reported the use of application portal on
their company’s official website. Apart from that, the emerging popularity of
the job portals is also growing.
But the fact that the intermediaries or the consultants are able to provide
their expert services, economies of scale, up to 40 percent savings in the
recruitment costs, knowledge of the market, the candidates, understanding of
the requirements, and most importantly, the assess to the suitable and
talented candidates and the structured recruitment processes. The
recruitment intermediaries save the organisations from the tedious of
weeding out unsuitable resumes, co-coordinating interviews, posting
vacancies etc. give them an edge over the other sources of recruitment.
Despite of the growing use of the internet, the recruitment intermediaries are
predicted to continue dominating the recruitment market in the anticipated
future.
Outsourcing Process:
How To Select A Recruitment Consultant
If an organisation decides to outsource its recruitment processes or activities,
it is very important to find and select a suitable recruitment consultant or
consultancies, which can deliver results according to the needs of the
organisation. Today, there are thousands of consulting firms (consultancies)
as well as freelance consultants working independently. An organisation
looks for various considerations and qualities before selecting the suitable
recruitment consultant.
• The reputation of the consulting firm in the job market (based on
expertise and experience).
• Who are the consultant’s or firm’s past and present clients?
3. Sources of recruitment
The strategy should define various sources (external and internal) of
recruitment. Which are the sources to be used and focused for the
recruitment purposes for various positions. Employee referral is one of the
most effective sources of recruitment.
4. Trained recruiters
The recruitment professionals conducting the interviews and the other
recruitment activities should be well-trained and experienced to conduct the
activities. They should also be aware of the major parameters and skills
(e.g.: behavioural, technical etc.) to focus while interviewing and selecting a
candidate.
5. How to evaluate the candidates
The various parameters and the ways to judge them i.e. the entire
recruitment process should be planned in advance. Like the rounds of
technical interviews, HR interviews, written tests, psychometric tests etc.
HR Challenges In Recruitment
Recruitment is a function that requires business perspective, expertise,
ability to find and match the best potential candidate for the organisation,
diplomacy, marketing skills (as to sell the position to the candidate) and
wisdom to align the recruitment processes for the benefit of the organisation.
The HR professionals – handling the recruitment function of the
organisation- are constantly facing new challenges. The biggest challenge
for such professionals is to source or recruit the best people or potential
candidate for the organisation.
In the last few years, the job market has undergone some fundamental
changes in terms of technologies, sources of recruitment, competition in the
market etc. In an already saturated job market, where the practices like
poaching and raiding are gaining momentum, HR professionals are
constantly facing new challenges in one of their most important function-
recruitment. They have to face and conquer various challenges to find the
best candidates for their organisations.
Recruiting Expatriates
Expatriate is a person who leaves his country to work and live in a foreign
country. Generally, expatriates are the nationals from the other countries
than the host and the MNC’s parent country, i.e. expatriates are the third
country nationals.
The unavailability of the required skills and talents takes the organisation to
source talent from other countries. The procedures and processes of
recruiting and selecting the human resources are never uniform even within
a single organisation. The procedures vary according to the post, the skill set
required, the nature of work etc. More of it is seen in the case of recruitment
of expatriates. The recruitment and selection procedures and considerations
are drastically different for expatriates than that of the domestic employees.
Recruitment of expatriates involves greater time, monetary resources and
other indirect costs. Improper recruitment and selection can cause the
expatriates to return hastily or a decline in their performance.
A mismatch between job (its requirements) and people can reduce the
effectiveness of other human resource activities and can affect the
performance of the employees as well as the organisation.
The recruiters for recruiting the expatriates should be carefully selected and
trained. The recruitment strategies for expatriates should be aligned with
requirements of the job. The interviews of expatriates are designed in a
manner to judge their:
• Adaptability to the new culture
• Intercultural interaction
• Flexibility
• Professional expertise
• Past international work experience
• Tolerance and open-mindedness
• Family situation
• Language ability
• Attitude and motivation
• Empathy towards local culture
A few researches in this field also suggest that women are morel likely to be
successful in certain positions as expatriates as they are more sensitive
towards new culture and people. Recruitment of expatriates should be
followed by cultural and sensitivity training, and language training.
Head Hunting
Headhunting refers to the approach of finding and attracting the best
experienced person with the required skill set. Headhunting involves
convincing the person to join your organization.
Headhunting Process
Forms Of Recruitment
The organisations differ in terms of their size, business, processes and
practices. A few decisions by the recruitment professionals can affect the
productivity and efficiency of the organisation. Organisations adopt different
forms of recruitment practices according to the specific needs of the
organisation. The organisations can choose from the centralized or
decentralized forms of recruitment, explained below:
CENTRALIZED RECRUITMENT
The recruitment practices of an organisation are centralized when the HR /
recruitment department at the head office performs all functions of
recruitment. Recruitment decisions for all the business verticals and
departments of an organisation are carried out by the one central HR (or
recruitment) department. Centralized from of recruitment is commonly seen
in government organisations.
DECENTRALIZED RECRUITMENT
Decentralized recruitment practices are most commonly seen in the case of
conglomerates operating in different and diverse business areas. With
diverse and geographically spread business areas and offices, it becomes
important to understand the needs of each department and frame the
recruitment policies and procedures accordingly. Each department carries
out its own recruitment. Choice between the two will depend upon
management philosophy and needs of particular organization. In some cases
combination of both is used. Lower level staffs as well as top level
executives are recruited in a decentralized manner.
Discrimination in employment
Discrimination refers to the any kind of prejudice, biasness or favoritism on
the basis of
• disability
• race
• age
• sex
• sexuality
• pregnancy
• Marital status
in employment. No person should be treated less favourably than any other
on the basis of the specified issues above. Many countries (like SA) have
already implemented Equal Opportunity Act, making it against the law to
treat anybody unfairly.
Diversity in workforce
With the globalization and the increasing size of the organisations, the
diversity in the workforce is increasing i.e. people from diverse
backgrounds, educational background, age groups, race, gender, abilities etc
come together to work for one organisation and common objectives.
Therefore, it is the responsibility of the employer to create an equality-based
and discrimination-free working environment and practices.