Recruitment Meaning | Recruitment Process
Recruitment Meaning:
What is Recruitment? HR Recruitment Process simply means Recruitment and Selection of candidates through the Methods of Recruitment.
Recruitment is the process of searching for prospective employees and stimulating them to apply for the job. After recruiting, the company collects the applications from candidates. The company selects candidates for personal interview after the analysis of applications.
The company analyzes the application according to the Qualifications, Skills, and Achievements of a candidate. Company screens out the best candidate from the bulk applications. After screening out for best applications, the company may arrange a personal interview or the company may conduct a written examination.
Recruitment is one of the crucial function in Human Resource Management. Through Recruitment, a company collects bulk applications from the candidates. After collecting bulk applications from all the candidates, company screens out best candidates and selects the candidates for personal interview. At last, when any candidate passes a personal interview, the company selects him/her for the job.
Below given are the basic steps for recruitment process: (The steps may vary from the company to company, meaning they might omit steps, add steps or move them around)
Identifying hiring need means, to identify what kind of employees company requires. The ultimate objective behind the recruitment must be clear. The company must have a clear idea regarding skills requires for the job. Hiring need means the motive of hiring new employees.
A perfect plan makes everything easy. So, after identifying what you need, it is time to make a proper plan. A plan made on finding what you need for the organization. With the help of planning, future uncertainties can be minimized.
This is the step when you have to plan for what kind of actions will be taken to achieve the objective of the recruitment process.
This is the step where the company needs to search for an ideal candidate. Companies must not think that superstar candidates will rain down from the sky and company became more profitable. Instead, the company must thoroughly search for the candidates and find them.
The company has to search for candidates from various sources like colleges, various agencies, online portals etc. So that, a company can choose from various option and select the best candidates.
Finding candidates from various sources is not enough. But the important thing is, to identify those qualified and skilled candidates from numbers of candidates. The third stage helps in searching the candidates while in the fourth stage, identification of skilled employees is necessary.
After identifying A-level (best) candidates, there must be the recruitment of those A-level candidates. Recruitment of those candidates is important because these candidates will save the cost of the company and improve productivity in the future if they will be selected for the job.
Telephone screening is the first screening stage of the recruitment process. There will be a list of strong candidates who are interested in recruitment and selection after telephone screening. (telephone interview)
The face-to-face interview helps the interviewer to analyze body language, confidence, and reactions of the candidate in various situations. A personal interview will give the idea whether the candidate is ideal for the post or not.
After the personal interview with various candidates, interviewer analyzes the skills and reactions of candidates by asking various questions. Interviewer again makes a list of candidates with the best performance. Hiring manager offers employment to those candidates with the best performance.
The hiring of the candidate must be made after a voluntary offer from the company and acceptance of employment from the candidate. There is no guarantee each candidate applied for the interview and performed well he/she will accept the employment offer.
After successful completion of all the above stages, at last, the company selects the ideal candidates for the job. What if the company can't retain any candidate after completion of all the above stages? There must be any fault in the recruitment process followed by the management.
A recruitment process is called as successful when the management retains required candidates for the job with required skills.
Conclusion:
The recruitment process is a very crucial factor in human resource management. There must be the recruitment of the right people, at right time and in the right place. If a company follows the above recruitment process carefully, there are more chances of getting skilled candidates for the job.
Suggested Books for Recruitment:
Recruiting 101: The Fundamentals of Being a Great Recruiter
Lean Recruitment: Finding Better Talent Faster
Who: The A Method for Hiring
The company analyzes the application according to the Qualifications, Skills, and Achievements of a candidate. Company screens out the best candidate from the bulk applications. After screening out for best applications, the company may arrange a personal interview or the company may conduct a written examination.
Recruitment is one of the crucial function in Human Resource Management. Through Recruitment, a company collects bulk applications from the candidates. After collecting bulk applications from all the candidates, company screens out best candidates and selects the candidates for personal interview. At last, when any candidate passes a personal interview, the company selects him/her for the job.
Recruitment Process:
Below given are the basic steps for recruitment process: (The steps may vary from the company to company, meaning they might omit steps, add steps or move them around)
1. Identifying the hiring need:
Identifying hiring need means, to identify what kind of employees company requires. The ultimate objective behind the recruitment must be clear. The company must have a clear idea regarding skills requires for the job. Hiring need means the motive of hiring new employees.
2. Planning:
A perfect plan makes everything easy. So, after identifying what you need, it is time to make a proper plan. A plan made on finding what you need for the organization. With the help of planning, future uncertainties can be minimized.
This is the step when you have to plan for what kind of actions will be taken to achieve the objective of the recruitment process.
3. Thoroughly Scrutinizing:
This is the step where the company needs to search for an ideal candidate. Companies must not think that superstar candidates will rain down from the sky and company became more profitable. Instead, the company must thoroughly search for the candidates and find them.
The company has to search for candidates from various sources like colleges, various agencies, online portals etc. So that, a company can choose from various option and select the best candidates.
4. Identifying viable candidates:
Finding candidates from various sources is not enough. But the important thing is, to identify those qualified and skilled candidates from numbers of candidates. The third stage helps in searching the candidates while in the fourth stage, identification of skilled employees is necessary.
5. Recruiting of A-level candidates:
After identifying A-level (best) candidates, there must be the recruitment of those A-level candidates. Recruitment of those candidates is important because these candidates will save the cost of the company and improve productivity in the future if they will be selected for the job.
6. Telephone Screening:
Telephone screening is the first screening stage of the recruitment process. There will be a list of strong candidates who are interested in recruitment and selection after telephone screening. (telephone interview)
7. Personal Interview:
The face-to-face interview helps the interviewer to analyze body language, confidence, and reactions of the candidate in various situations. A personal interview will give the idea whether the candidate is ideal for the post or not.
8. Employment Offer:
After the personal interview with various candidates, interviewer analyzes the skills and reactions of candidates by asking various questions. Interviewer again makes a list of candidates with the best performance. Hiring manager offers employment to those candidates with the best performance.
9. Hiring the candidate:
The hiring of the candidate must be made after a voluntary offer from the company and acceptance of employment from the candidate. There is no guarantee each candidate applied for the interview and performed well he/she will accept the employment offer.
10. Onboarding of the candidate:
After successful completion of all the above stages, at last, the company selects the ideal candidates for the job. What if the company can't retain any candidate after completion of all the above stages? There must be any fault in the recruitment process followed by the management.
A recruitment process is called as successful when the management retains required candidates for the job with required skills.
Conclusion:
The recruitment process is a very crucial factor in human resource management. There must be the recruitment of the right people, at right time and in the right place. If a company follows the above recruitment process carefully, there are more chances of getting skilled candidates for the job.
Suggested Books for Recruitment:
Recruiting 101: The Fundamentals of Being a Great Recruiter
Lean Recruitment: Finding Better Talent Faster
Who: The A Method for Hiring
Recruitment Meaning | Recruitment Process
Reviewed by BK
on
October 05, 2018
Rating:
Reviewed by BK
on
October 05, 2018
Rating:
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