Recruitment Process can be defined as “it is a way to bring in and discover prospective manpower to fill the vacant post in the company”. The HR Recruitment Process assists to work with candidates based on their ability to work and mindset which is essential for accomplishment of organizational objectives.

The Recruitment Process in human resource management starts with identification of task vacancy in the organization, later the HR department evaluates the task requirement, examine the task application, screen and shortlist the preferable prospects and the procedure ends with hiring of right and finest prospect for the task.

What is Recruitment Process in HRM?

The recruitment procedure is the most important function of HRM department. The Human Resource Manager use various methods to reach the potential prospect. The recruitment technique utilized to get in touch with the prospects varies based upon the source of recruitment.

The Recruitment In-charge often does the task analysis to discover the skills and capability to perform the task. Once the abilities and abilities required are clear they start looking for people with such specialties. The HRM department discusses the possible prospect about their task profile and the advantages (benefits) they can get from the company. The prospects thinking about the job are more screened, interviewed by HR and lastly finest healthy prospects are picked for the task. Simply put, an excellent hiring procedure 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 considerable methods of recruitment which are regularly utilized in the business world particularly:

1. Direct Recruitment Methods

2. Indirect Recruitment Methods

3. Third Party Recruitment Methods

The significant difference between direct and indirect technique of recruitment is that the company send out a representative to contact the potential candidate (which suggests direct contact) when it comes to direct recruitment approach while when it comes to indirect recruitment methods the candidates are notified about job vacancy through various channel of ad.

1. Direct Recruitment Methods:

The campus recruitment is a huge part of recruitment brought out using direct technique. The company sends out a representative from HRM department in instructional institutes to communicate with prospective candidates. The prospects who are seeking for tasks are discussed about the task vacancy in the company and the skills which are required to carry out the job. The representative connects with the candidates with the assistance of positioning cells of the organizations. A briefing session is performed before the actual screening and interview process.

The Organization (Employer) gets info about the academic records of the prospects through the placement cell. Once the company is ensured about the existence of excellent working abilities in the candidate the Human Resource Representative is sent to the organization to perform recruitment procedure. The company usage numerous recruitment methods like performing seminars, taking part in conventions, library.kemu.ac.ke task reasonable to hire the candidates utilizing direct technique. Through this method the prospects from the academic background of engineering, management and medical science are primarily recruited by the company.

1. Indirect Recruitment Methods:

In the indirect approach of recruitment the company use the ad channel such as news documents, radio, task sites, radio, television, magazines and expert journals to reach the possible prospects. The ad supplies info about the task requirement, the variety of income offered, the kind of job (complete time or part-time) and job location. The prospects who have an interest in the task look for it and share their resume with the company.

The Human Resource Management (HRM) Department of a company utilizes indirect approach of recruitment in 3 circumstances:

1. When company doesn’t have an ideal employee who can be promoted to carry out the higher position jobs.

2. When the company is new to the work area and want to connect brand-new skill in the market

3. This approach is often utilized to fill up the vacancy in clinical, technical and professional department.

To fill up the greater position in the company the commonly dispersed advertisement is very helpful as it assists the company to reach various suitable candidates. Many organizations also utilize blind ad to reach out prospects in which the identity of the organization is not exposed.

1. 3rd 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 assist the company to establish contact with the prospective prospects.

Recruitment Process Steps

Broadly, there are 5 actions of recruitment process in HRM which is utilized by many companies in corporate world to increase the effectiveness of employing. The five Recruitment Process Steps guarantee that recruitment happens with no disruption and within the designated period. It likewise assists to keep compliance and consistency in the recruitment procedure.

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 step of HR Recruitment Process in which the task vacancies in the organization are examined and pertinent job description is prepared. It also includes preparation of task requirements and details about certification and abilities required to carry out the task.

This step is very crucial for recruitment procedure as it assists in drawing in the right and suitable candidates for the task. Based upon the education and experience requirement explained in the recruitment plan a swimming pool of interested candidate can be created.

Strategy Development

After the job description and job specification is prepared the organization decides the number of recruits needed to deal with the profile to close the job as quickly as possible. The recruiter decides the strategy that should be adopted for successful recruitment of employee. The strategic draft includes the following point:-

1. Sources of Recruitment- Based on the task position and skills required to carry out the job the recruiter pick the source of recruitment. The internal and external are the 2 classifications of the recruitment source. This decision is critical as rest of the recruitment method is based upon this step of recruitment.

2. Methods of Recruitment- The HRM department selects the method of recruitment whether the firm desires to hire the candidate utilizing direct or indirect approach. A lot of companies now are utilizing third party recruitment technique and contracting out some part of recruitment process to the consulting firms.

3. Geographical Area- The area of job is repaired and therefore recruitment group needs to choose the area from which they can search prospects who wish to sign up with the job. The location in which big quantity of qualified prospects lie is selected to browse the suitable employee for the company.

4. Make Employees or Buy Employees- The investment required for recruitment is depending on this decision. The company can pick to select the skilled staff members and pay them suitable income or can chosen less qualified individuals and trained them to carry out better.

Searching

The searching step is divided into two parts that is:

Source activation

Selling.

The activation happened when the department which has vacancy confirms it to the HR supervisor about the requirement