The function of Recruitment and it’s techniques in HRM

The procedure of finding, screening, selecting and finally appointing the most appropriate candidate to the suitable role is referred to as recruitment. This process involves prediction of the required talent and proactive management of talent in addition to filling the talent gap. (Gosh, 2021) The process where the vacant job is filled by attracting and discovering potential manpower is the recruitment process.

This is one of the most prominent functions of Human Resource Division of an organization since it will decide the performance and working environment of the organization. Various strategies and analyzing processes are used by the HR managers to find and fill the job role with suitable employees.

Recruitment process

1. Analysis of the job role and deciding what are the skills, talent and least requirements needed for the job. In other words this step can be identified as preparation of the job description.

2. Talent sourcing where it encourages applications and makes available the targeted talent pool.

3. Screening the candidate to find the most perfect candidate/candidates to the relevant job role and shortlisting.

4. Interviewing and presenting the offer letter to the selected candidate.

Three main modes of recruitment can be identified.

1. Direct recruitment methods.

2. Indirect recruitment methods.

3. Third party recruitment methods.

Recruitment techniques in HRM

Organizations use various strategies of recruitment to attract the most appropriate candidates to the targeted post. These methods vary depends on the job role because the requirements of every job are not same. And also same techniques are not appropriate for all the industries. It is the duty of HR team to decide the best fit strategies to their field.

Basically there are two recruitment methods.

1. Internal recruitment – Sourcing candidates to the job role from already available employees. Although this is a time saving method, sometimes it discourages the exposing of new innovations and creations.

2. External recruitment – Sourcing candidates from outside the organizations.

There are numerous techniques of recruitment in HRM. Some of the examples are,

Ø Advertising

Direct advertising is done to attract the most suitable candidates. Advertisements can be done through audio and video media, social media, career sites, job boards, etc. This is one of the most effective ways of attracting applicants. But this is sometimes more expensive and wrong advertising may attract unsuitable candidates.

Ø Promotions

This is one of the internal recruitment techniques. Promotion is uplifting en employee to a senior position to fill the vacant post. Through transfers also can recruit the employee to a job role in a different department or branch.

Ø Recruitment agencies

Assistance of an external party can be taken in the process of recruitment. Recruitment agencies are important when outsourcing the recruitment process. Sometimes the cost is high. But this is a more time saving method.

Ø From retained information sheets.

Normally organizations store the details of the applicants in a data base. When there is a vacancy they can recruit someone from the already available pool of candidates. This strategy prevents the time and money on advertising.

Ø Employee referrals

In this method already existing employees give recommendations and referrals regarding the external applicants who are suitable to the job role. Internal staff member  refer an individuals that is known to them . This is a time saving and cost effective method and here a sense of responsibly lies with the employee who recommends the candidate.

Ø Career fairs

Conducting job fairs is an effective method of finding suitable candidates for the different fields in a company. This is appropriate for large scale businesses and industries.

Ø Through internships programs.

By offering internships it is expected to evaluate the skills and knowledge of the candidates for specific time duration. It is helpful for supervisors and HR managers to understand and analyse the performance of the candidate. When manager is satisfied with the performance of the individual, he will be absorbed to the job role as an employee. Employees find this time duration as an efficient method of improving their skills.

Ø Boomerang method of recruiting employees

This strategy is recruiting earlier worked employees. These employees have worked in the company and left for numerous reasons. These employees are familiar with the culture and environment of the organization.

Conclusion

The process of recruiting comprised with several stages. A huge responsibility lies with the HR team in finding most perfect candidates for the relevant job roles. So this process is done through the involvement of professionals. Recruitment is significant to any company since the workforce is the life blood of any organization. (Silverthorne and Snider, 2020)

 It is necessary to apply the appropriate technique of recruitment in order to find the right candidate, and to reduce time and cost related to the recruitment process. In addition to that the process of recruitment is affects the overall productivity and performance of the organization.  

Reference

Ghosh, P., 2021. What Is Recruitment? Definition, Process, Techniques, Metrics and Strategies for 2020. [Blog] toolbox, Available at: <https://www.toolbox.com/hr/recruitment-onboarding/articles/what-is-recruitment/> [Accessed 29 April 2022].

St-Jean, E., 2020. recruitment. [Blog] TechTarget, Available at: <https://www.techtarget.com/searchhrsoftware/definition/recruiter> [Accessed 29 April 2022].