Recruiting the ideal candidate is a daunting task. Here you’re going to study about Recruitment and Different Types of Recruitment.
what is Recruitment?
Recruitment is a procedure of finding and captivating the potential resources for engaging the unfilled positions in an organization. It sources the employees with the skills and attitude, which are needed for accomplishing the objectives of an organization.
This is a process of identifying the jobs vacancies, evaluating the job requirements, reviewing applications, background screening, shortlisting the candidates and selecting the right employee. Some companies also outsource recruitment to dedicated recruitment agencies.
Process of Recruitment
To increase the expertise of hiring, it is recommended that the team of the Human Resource Department of an organization follows the five best practices. These practices are shown in the following diagram.
The above mentioned practices ensure successful recruitment without any disturbance. These practices also assure flexibility and compliance in the recruitment process.
Recruitment process is the major step in creating a compelling resource base. The procedure is a systematic process starting from sourcing the candidates to arranging and then conducting interviews. Then finally selecting the right employees for the organization.
Let’s check the practices of the Recruitment process in detail.
First Step of Recruitment Process is Recruitment planning, where the unfilled positions are evaluated and described. Recruitment planning includes job specifications, nature of the job, experience of candidates, qualifications and skills obligatory for the job, etc.
Second Step of the Recruitment process is Strategy Development, where a strategy is planned for hiring the resources. After finishing the preparation of job specifications and descriptions, the next step is to determine which strategy to adopt for recruiting the potential applicants for the organization.
Third step of Recruitment Process is Searching, where the resources are sourced depending upon the demand of the job. When the recruitment strategy is completed, the searching of applicants will be initialized. Searching of applicants consists of two steps, which are
- Source activation: When the line manager verifies and grants the existence of the vacancy, the search for applicants starts.
- Selling: In selling, the organization selects the media through which the communication of jobs reaches the expected applicants.
Fourth Step of Recruitment process is Screening, which starts after completion of the process of searching the applicants. Background Screening is the process of filtering the applications of the job seekers for further selection process. Background screening is an essential part of the recruitment process that helps the agency in removing irrelevant or unqualified applicants, which were received through searching.
The Background screening procedure of the Recruitment process consists of following steps.
- Reviewing Resumes & Cover Letters of the applicants.
- Organising Telephonic or Video Interviews.
- Identifying the Top Candidates from the list.
Last Step of Recruitment Process is Evaluation of the selected candidates. In this process, the capability and the validity of the process and methods are determined. Recruitment is a quite costly process, hence it is essential that the overall performance of the recruitment process is efficiently evaluated.
Different types of recruitment
Recruitment is broadly classified into two different categories, which are presented in the following diagram.
Now we will discuss the above mentioned types of recruitment in Detail. First of all check this diagram for better understanding the different resources of Internal Recruitment and External Recruitment.
Internal Recruitment refers to hiring employees within the organization internally. We can explain this in other words, applicants seeking for the different positions are those who are presently employed within the organization.
At the time of recruiting employees, the first consideration should be given to those employees who are presently working within the organization. This is a significant source of recruitment, which provides the opportunities for the development of organization.
We can also utilize the existing resources within the organization for better results.
As performance of the employees is already known to the organization, so internal recruitment is the best and easiest way of selecting existing resources. Now we will discuss various internal sources of recruitment.
Promotion refers to upgrading the position of the employees by checking their performance in the organization. Promotion is the procedure of shifting an employee from a lower position to a higher position with more job responsibilities, facilities and status. Most organizations fill the higher unfilled positions internally with the help of the process of promotions.
Transfer is the process of interchanging employees from one job to another without any changing the rank and responsibilities. It can also be the shifting of employees from one department to another or one location to another location. Transfer is depending upon the demand of the position.
We can understand the concept from this example. Let’s suppose there is a company named as XYZ Ltd. XYZ Ltd having two branches B1 and B2 and an employee from B1 resigned from his job. Now this position has to be filled for continuation of the Project.
So instead of searching for new persons, XYZ Ltd shifts an employee from B2 to B1 (Depending on the requirements and capabilities of the respective employee).
This type of internal shifting of an employee from one branch to another is called Transfer.
Internal Advertisements is a process of posting or advertising jobs within the organization. This posting is an open invitation to all the employees inside the organization, where they can apply for the unfilled positions. It gives equal opportunities to all the employees working in the company.
Hence, the recruitment will be done within the organization and it is the cost effective process.
Former employees is another source of this type of recruitment, where the ex employees are called back depending upon the demand of the position. Former Employees is a cost effective process and saves plenty of time.
The other major advantage of recruiting former employees is that they are well versed with the responsibilities of the job and the organization needs to pay less attention to their training and development.
The HR team checks the profiles of previous applicants from the recruitment database of the organization. These applicants are those who have applied for different seats in the past in the organization. These resources are very helpful and can be easily approached. In most of the cases the response is positive. It is also an inexpensive way of filling up the unemployed seats.
Employee referrals is an efficient way of sourcing the right applicants at a low cost. It is the process of hiring new resources through the references of employees (who are currently working with the company). In Employee Referrals, the current employees can refer their friends and relatives for hiring unfilled seats.
Companies encourage employee referrals, because it is a cost effective process and saves time as compared to hiring applicants from external sources. Most companies, in order to encourage their employees, go ahead and compensate them with a referral bonus for a successful hire.
Pros & Cons of Internal Recruitment
All sources of Internal recruitment have its own set of Pros and Cons.
The Pros of Internal Recruitment are as follows:
- It is very simple, quick, easy and cost-effective.
- There is no need for induction and training, as the applicants already know their roles and job responsibilities.
- It encourages the employees to work hard, and increases the work production within the system.
- It helps in advancing the employee loyalty towards the organization.
The Cons of hiring candidates through internal sources of Internal Recruitment are as follows:
- It stops new hiring of potential candidates. Sometimes, new candidates bring creative ideas and new thinking.
- Its scope is limited because all the vacant positions cannot be filled.
- There could be problems in between the employees, who are promoted and who are not promoted.
- If an internal resource is promoted or transferred then that position will remain unfilled. So an organization needs external resources to fill up those positions.
- Those Employees who are not promoted, may end up being unhappy and unmotivated.
External Recruitment refers to hiring employees from outside the organization. Only those candidates seek job opportunities who are not connected to the organization internally.
External employees bring creativeness and fresh thoughts to the organization. Although hiring through external sources is a little bit expensive and tough as compared to internal recruitment, it has amazing potential of driving the organization forward in achieving its objectives and aims .
Now we are going to discuss major resources of External Recruitment which are as follows.
Direct recruitment refers to the source of external recruitment where the recruitment of qualified candidates is done by putting a notice of vacancy on the notice-board in the organization. This method is also called Factory-gate Recruitment, all technical workers are hired through this process.
Employment agencies are a good source of External Recruitment. Employment agencies are run by different sectors like public, private or government. It provides un-skilled, semi skilled and skilled candidates as per the demands of the organization. These Employment agencies hold a database of qualified candidates and organizations can use their services at a pre-defined cost.
As per the law,it is mandatory that the organization provides details to the employment exchange for certain job vacancies. Employment exchange is an entity of government, where the details of the job seekers are stored and given to the employers for filling the unfilled positions. This external recruitment is helpful in hiring for unskilled and skilled workers.
Professional associations are a major source in External Recruitment, these Associations can help an organization in hiring technical, professional and managerial candidates. They specialize in sourcing mid-level and top-level resources. There are many professional associations that act as a medium between the organizations and the job seekers.
Advertisements are the most popular and preferred source in External Recruitment. The job vacancy is circulated through different print and electronic media with a specific job specification and description of the demands.
Use of advertisements is the best way to source applicants in a short period of time and it offers an efficient way of screening the candidates according to the specific requirements.
Advertisement is the best suitable procedure for External Recruitment, because a large volume of hiring in a short period of time can only be done through Advertisement.
Advertisement is one of the valuable ways to hire candidates, but when time and numbers are necessary, then advertisement is the choice for recruitment.
Campus recruitment is another source of external recruitment, where educational institutions such as colleges and universities offer opportunities to hire students. In this type of recruitment, the organizations visit management, technical and professional institutions for recruiting students directly for the new seats.
Word of mouth is a way of sourcing the candidates for filling up the unemployed positions. There are many well reputed organizations with good reputation in the market. Such organizations only require a word-of-mouth advertising regarding a job vacancy to fascinate a large number of candidates.
Pros & Cons of External Recruitment
Various sources of external recruitment have both its Pros and Cons.
The Pros of External Recruitment are as follows.
- It encourages new and fresh candidates who have innovative ideas and skills for the organization.
- Branding of the organizations increases through external sources of Recruitment.
- There will be no problems or partiality between the employees of the organization.
- The scope for selecting the right applicants is more, because of the appearance of a large number of applicants.
The Cons of recruiting through external sources are as follows:
- The selection process of different sources of External Recruitment is lengthy, So it consumes more time to complete.
- The recruitment cost of External sources is very high as compared to recruiting through internal sources.
- The candidates who are selected through external sources demand more remuneration and benefits as compared to internal sources.
At the end, we conclude that the HR department of the organization should be flexible enough to choose between internal or external sources of recruitment, depending upon the Demands of the organization. To Hire Professional Recruitment Services kindly visit us at Khawaja Manpower Services.