Recruitment: Definition, Processes And Factors Affecting It

INTRODUCTION

Recruitment is a process of identifying and preparing potential candidates to fill the application form. It is an initial phase of employment process. Recruitment inspires the potential candidates to fill the application form for employment. After estimating the need and requirement of human resource in an organization, the HR manager proceeds with identification of sources of HR, which is termed as recruitment.

Recruitment may be defined as a process of bringing right people for right position, at the right time to perform organizational activities in order to achieve the objectives. It is concerned with identifying and attracting a pool of candidates to fill the organizational vacancies.


Recruitment generates applications or applicants for specific positions to be filled in the organization. In other words, it is a process of finding and attracting capable applicants for employment. Hence, theoretically recruitment process ends with the receipt of applications. It is regarded as a positive process as it attracts a large number of qualified applicants who will take the job if it is offered.

It is concluded that, recruitment is a process of searching for and securing applicants for specific position to be filled. It specifies HR requirements through the generation of a pool of candidates for organizational vacancies. It identifies different sources of manpower. Recruitment process identifies the following:

1. Recruitment process identifies different sources of manpower supply,

2. Recruitment assesses their validity,

3. Recruitment process choose the most suitable source and

4. Recruitment process invites applications from  prospective candidates.

Recruitment Processes

Recruitment process begins after preparing HR planning and conducting job analysis. Therefore, it keeps a relationship with other human resource activities.

Recruitment is a step-by-step process of locating, identifying and attracting qualified people to apply for the vacant post in an organization. It requires the following phases:

1. Identifying The HR Requirement

The first step of recruitment is to assess the requirement of human resource in an organization to carry out the organizational mission, goals and objectives. Under this step, the required number and kinds of people needed for the organizational performance are identified. It can be done through the information obtained from HR planning and job analysis. This provides information on the current availability of human resources and anticipates the future requirement of HR for organizational activities. Under it, comprehensive draft is prepared specifying the duties, responsibilities, working conditions and skill requirements to perform the task.

2. Identifying Possible Sources Of HR Supply

After the assessment of HR requirement, the probable sources are identified for generating a pool of qualified candidates. This process involves searching for the potential candidates. Mainly sources of HR supply are of two types: internal sources and external sources. Internal sources consist of transfers and promotions. Whereas, external sources include a variety of alternatives like employment agencies, advertisement, casual callers, recommendations, educational institutions etc. Along with the probable sources, the suitable method of recruitment is also identified under this phase of recruitment. The sources and methods are adopted in such a way that they provide the best and qualified human resource at a minimum cost.

3. Communicating The Information 

In this step of recruitment, the potential candidates are informed about vacancy announcement.Under it, the information about the job requirement is passed away to the potential candidates about the job and required number of employees to be recruited. This information is passed away through different media or from the organization's notice board. The popular media for vacancy announcement are print media, electronic media, internet, and so on.

4. Receiving Application

Recruitment process ends by generating a pool of qualified candidate to fill organizational vacancies. Under it, a recruiter receives the application forms dropped by different applicants who are interested to apply for a job. It provides a pool of candidates for selection. After recruitment, selection process begins, which chooses the best applicant for the job who is supposed to perform well in the actual work situation. After receiving application forms, they are evaluated to check whether the basic requirement is maintained or not.

Factors Affecting Recruitment

Recruitment policy of an organization is affected by various factors. These factors may be divided into dimensions:- internal factors and external factors as follows:

1. Internal Factors

For the internal mechanism of the organization, some of internal factors that affect recruitment are as follows:

i. Size of the organization

Recruitment process is affected by the size of the organization to a large extent. Experience suggests that larger organizations recruits more candidates than small ones. Large organizations find recruitment less problematic than small organizations.

ii. Recruiting Policy

The recruitment policy of the firm also affects the recruitment process. This policy is concerned with candidates from outside the organization, whereas others want to recruit from internal sources.

iii. Image of the organization

Image or goodwill of the organization also affects the recruitment. Organizations having good image can attract potential and competent candidates to a large extent. Good public relation, rendering public services, etc. help to enhance the image and reputation of the organization.

iv. Image of job

Jobs having good image in terms of better remuneration, working condition, promotion, career development opportunities etc can attract the potential and qualified candidates to a large extent.

2. External Factors

External factors are concerned with the environmental changes that will take place in the external environment of organization. Some of the external factors that affect recruitment policy are as follows:

i. Demographic factors

A demography is the study of human population in terms of age, sex, occupation, religion, composition, ethnicity etc. The demographic factors have profound influence on recruitment process.

ii. Labor market

Labor market constitutes the force of demand and supply of labor of particular importance. For instance, if demand for a particular skill is high relative to its supply, the recruitment process evolves more efforts. Contrary to it, if supply is more than demand, the recruitment process will be easier.

iii. Unemployment situations

Unemployment rate of particular area is yet another influencing factor of recruitment process. If the unemployment rate is high, the recruitment process will be simpler and vice versa.

iv. Social and political environment

The forces of social and political environment also influence recruitment policy. For instance, the change in government can have a direct impact upon recruitment policy of the company due to change in government rules and regulations.

vi. Legal considerations

Legal considerations with regard to employment provision for under-privileged castes etc. will have a positive impact on recruitment policy of the organization.