Recruiting is defined as the process of attracting the qualified pool of candidates for a job. It is one of the important responsibilities of the HR department to find the best candidate for a job opening in a cost effective and time-bound fashion.
There are several steps involved in the process of recruitment:
1. Job Analysis: The first step is ascertaining the number of job openings and the Knowledge, Skills and Abilities (KSAs) required for the same. Upon completion of an effective job analysis, the HR representative comes up with the right job description and a detailed overview of the qualifications required as well as the salary range for the job.
2. Advertisement: the job opening is then communicated to the external world so as to begin the search for qualified applications. This can be done through ads on social media, job portals, and classifieds in newspapers as well as posting blind ads for sending mailers to employees for attracting referrals.
3. Screening: This involves evaluating the profiles of received applicants on basis of their CVs, tests scores, past experience and other criterion. This is done to ascertain applicants’ skills, motivation level and their cultural fit with the organisation.
4. Further steps may include a series of tests, interviews, background checks and negotiations before the final offer is made. Post acceptance of the job offer, the employee is inducted into the organisation. The complete process is shown below graphically.
The process of recruitment is further classified into two types: Internal and external.
Internal recruitment takes place within the organisational confines. The sources of recruitment are inside the organisation. This includes recruitment through promotions, transfers and employment of ex-employees. This form of recruitment is considered reliable and cost effective, as the employees are already familiar with the organisation’s mission and goals, and know the dynamics and processes in place. It also leads to increase in employee motivation level. However, not all positions can be filled internally. Also, internal recruitment prevents the generation of new ideas and change in the organisation as there is no new blood.
As an alternative to internal recruitment, external recruitment came into being. The major sources include employment exchanges, advertisements, campus hiring, employee referrals, labour contractors, labour exchanges, and job tribunals. It involves more time and money, but is considered hugely effective as it leads to positive changes in the organisation.