In context of human resource management, the term recruitment is the process of finding and selecting the candidate who is well suitable for a job opening in a timely and cost-effective manner. Basically, it is the process of hiring a candidate which is most suitable for a particular job. Selecting a right candidate is extremely important for any organization because it is very difficult to go through the rigorous process again and again for the same job role, as it includes energy, time, cost, and resources. The process of hiring a candidate either internally or externally must be done in a perfect & professional manner.
Process of Recruitment
It is the whole process that begins with the identification of the needs of the company with respect to the job & resources and ends with the employing a candidate in the company. When we think of the recruitment process, what immediately comes to our minds are the activities like analysis of the requirement for a particular job, to attract the candidates for the particular job, screening of the applicants and selecting among them the best candidate for the required job. Before the organization recruit candidates, they must properly implement the virtual staffing plans and forecast them to determine how many people they actually require.
Forecasting of the employee is based upon two factors either internally or externally. There are two methods of doing the process of professional recruitment:
It is done when the company looks to fill the vacancy from their organization or existing workforce itself. It is a cheaper and quicker process to recruit, people are already familiar with the organization, the company already knows about the strength and weakness of the candidates.
This is the process when a company looks to fill the vacancy from any suitable application or outside the business. It is done outside the company which brings new ideas; people have a wider range of experience, longer process, more expensive, shifts in population, competition, etc.
The main reason why the process of recruitment is implemented deeply is to find the person who is goal-oriented, talented and best suitable for the job role within the organization, and also who will help the company move towards attaining the organizational goals. There is some reason why the requirement process is so important to the companies:
To ensure proper alignment of skill sets to organizational goals. Through the process of refinement, one can make sure that the skill set of the staff or the manpower of a company remains aligned with its initiative goals or not.
To ensure effective and efficient recruiting, which means that the person is employed for the job full of talent, required skills, and qualified for the job?
To ensure compliance with policies and laws, one must adhere to the laws and regulations when it comes to human resource management. Equal opportunity and non-discrimination in the process of hiring are the most major factors which are really important.
To do any of the methods, a company generally have two options:
An in-house team analyzes the job role & requirement, prepare a JD, search for suitable candidates, be it campus hiring process or through job portal or through reference, then they scrutinize the applicants, organize the recruitment process & finally shortlist the right fit for the job.
An External Agency or Recruitment Outsourcing Agency, on the other hand, is a third party which performs the whole recruitment process on behalf of the company & fulfills the vacant position.
Recruitment is mainly affected by several factors which play a big part in whether the process of recruitment will be successful or not. Some of the important factors are as below:
Factors of Recruitment Process
There are many tools and technologies which have been developed to help the HR department make much more effective use of emerging recruitment or existing recruitment channels. According to the reports, the mobile career and recruitment websites now account for 20% to 30% of traffic. This could even be higher for the organizations who are embracing social media especially Facebook since half of the Facebook users are on mobile.
Below is the rundown of some technological tools which plays important role in the recruitment process in HRM:
In today's competitive world, ATS is the integration platform which can connect to other tools and services used in the process of hiring. They help us to bring many recruitment functions into a central place thus further streamlines the practices. It’s important to feature i.e. intelligent skills matching is based upon the semantic technology and thus provide the built-in real-time analytics to evaluate what channels perform the best.
Research from Comscore says that about 2.8 million job seekers a month already had crossed the access of job listing from their mobile devices in U.K., with daily looking of 67%. In studies, it is found that 88% of people look for the job on their mobile phones, with one in three keen to apply using their mobile devices. The mobile recruiting tools can be broken down into several areas, QR codes, text alerts, app, and mobile-optimized websites.
Gamification is the broad trend to apply game mechanics to the non-game environment, such as recruitment, to motivate people or change the behavior- “said Gartner”.According to the analyst's forecast, over next 5 yrs, and by the next 5 yrs, there will be more than 70% of the global 2,000 organizations that will have at least one gamified application. It has the power to deliver the efficiency significantly at the front end development process both to attract and engage the people with correct skills for the particular role.
The Geolocation is the process to identify the real-world geographic positions of the person with the help of their mobile phones or desktop devices. It has the potential to bring recruitment and HR teams much more lose with the right talent. At the time of hiring, when you ask the candidate what is most important to you, they will always focus on three main things as salary, job title, and location.
According to the survey of OfficeTeam, UK found 41% of the HR directors who had increased their use of video conferencing to conduct the interviews as compared with 2010. The video is the medium for new generation candidate, so HR must become more accepting of its place in the process of hiring. The video clip can be shared with everyone in the hiring process. There are no tools which can be used in the process of video interviewing as Sonru, Tazio, LauncPad, etc.
Creating a basic flowchart for recruitment process sometimes helps in tracking full process. Not every recruitment process is the same, but this is general as it gets. It is an essential part of an acquisition function which is defined as the process of creating a pool of candidates who are interested in the job and then hiring the best candidate well qualified for the job.
There are some of the steps which are involved in the process of recruitment as follows:
This is the process of understanding and identifying the need of requirement from Recruiting manager about what his/her expectation is to be the vacant seat of the job. The things which are required to be considered re the education qualification, the flexibility of the candidate, knowledge, skills, compensation, experience, etc. Because the changes for the candidate may be good as from their last job, so you also must look at the candidate perfectly about his/her background.
Once you have identified what actually you need both in terms of hard and soft skills, now it’s time to put a plan together to find what you need from the candidate. Who all are involved with the hiring process on the steps that will be taken and the use of communication channel that you will be using to hire the candidate, you must always make sure that you get the “buy-in” of everybody who is all you need is one misstep to blow everything.
This is the important stage where the companies are required to be a “hunter”, not a “gatherer”, as there are many companies who think that professional and amazing candidate will be going to rain down from the sky into their company to fill the vacant position of the required job. No, it does not happen. This is why most of the companies hire “headhunters”. Even the companies with internal recruiters or the hiring authorities cannot match the expertise connections of the recruiter who works in the trenches of the industry day after day.
Finding the desired candidate is not enough, anybody can find the candidate. But, to find a suitable candidate for the job role is much more important. So, the most important factor, which is also most difficult, is to find them, identify them and search for them. You must always make sure that the candidate you find fit in your job role & must be well qualified, talented and challenging enough to face the competitive world.
Once the viable candidate is found, the process of recruitment can begin. In other word, candidates must be sold on not only the opportunity but also on the organization. This important distinction is missed by some organizations. Top candidates are not just interested in getting a new job; they are more interested in getting a new job with a great employer. There could be a chance that they like the job, but do not like the employer and so might not take the job.
Steps of Recruiting Process
Now, you have the batch of viable candidates, most likely the passive candidates who are curiously interested in the job position. But not every single of them will be going to take it through the process. The first stage of the screening process is the telephonic interview. The phone screening whittles the list down so that you can move to the next stage of the process. In this stage, many of the candidates are refined during their telephonic conversation.
There are two main aspects of face to face interview. The first one is if the process is stretched out for too long then the candidate involved loses interest. Another is the employer must communicate with the candidate where they are in process and what they expect in the near term or will start looking somewhere else. There are the two most important aspects, which most of the companies neglect at the time of interviewing.
The most delicate stage of the recruiting process is the offering stage. A hiring manager should never take for granted whether a candidate is going to accept an offer or not. If any organization is working with the search consultant, then the hiring manager of that organization should let the search consultant extend the offer. This is what the candidate expects and this is what should be done.
Why should the step of offering and hiring be combined together? This is because not every employment offer is accepted. If every offer is accepted, then yes this can be done. If 1 candidate rejects the offer, then the company may extend it to another candidate, if 2 rejects the offer, it can be extended to the 3 one and so on. Once the candidate does accept the offer of employment, that’s when the official hiring is successfully done.
If you cannot retain the employees, to whom you have hired, then what’s the point of hiring the best candidate in the marketplace? When we offer onboarding, then we are talking about more than just new employee paperwork. Many companies have failed to do that which results in the new employee showing up for their first day of work only.
The process of recruitment is much more than just offering and managing the services of employment. It is all about boosting an employer brand, finding out the best talent possible for a specific profile and retaining the employees moreover.