Explain the concept of Recruitment?

The term recruitment can be defined as the action of the enlisting of the new type of the people in to the work force depending on the various types of the requirements that have been enlisted by the employer. It is actually the increase in the natural population as the progeny grows with the time and hence the new members arrive in to the scene as the place is made for them by the moving of the old ones. This process involves the analyzation of the requirements of a job that results in attracting the employees to that job, carrying on with the screening and the various selection parameters and hence ultimately hiring and then integrating the new employee to the organisation. The recruitment is the process of finding and then hiring of the best qualified candidate from with in or the out side of an organisation for a opening of the job in a timely and also a cost effective manner.

The recruitment process involves the development of the management as this is the aspect of the organizational development that helps in covering the process of the recruitment and the assessment of the executive level employees and then training them in the leader ship in order to equip them for the higher positions. This process generally includes the development of the cognitive thinking as well as the idea generation and the decision making followed by the behavioural and the environmental skills. The behavioural parameters include the choosing of the appropriate attitudes and the values and the environmental parameters include the parameters that are required in an employee that are suiting the management style to the situation. A recruitment process hence can be termed as a model of the candidate that is very organisation specific required for the purpose of the finding and then hiring the new type of the employees according to the need of the employer. The typical view of the recruitment is that the owner ship of the process of the recruitment is that the owner ship resides with in the human resources function although the companies also use the third party recruitment firms. It is a very core function of the human resource management as it is referred to as the over all process of the attracting, then selecting and then appointing the suitable type of the person that the company finds to be suitable in a suitable budget too in a permanent manner or the temporary manner.

It is a very positive process that is brought in to the process for searching prospective employees and then this is followed by the process that helps in stimulating them in order to apply for the jobs in the organization the process of the recruitment forms a very important and a very vital part of the process of the human resource management. The main objective in the process should be of discussing the need for the fore casting of the needs of the human resource and also of the techniques that are required to carry on with the fore casting. One should be able to explain the various steps to an effective type of the recruitment strategy along with the ability to develop a job analysis and the description of the job. The process of the requirement requires very proper type of the strategic planning. The process of the recruitment helps an organisation with a particular type of the pool of the qualified candidates for the job from which the employer can have the option to choose. Before the process of the recruitment, the recruitment companies implement very proper type of the staffing plans and then this is followed by the process of the fore casting in order to determine the number of the people that are required. This forms the basis of the process of the recruitment as this basis will act as the annual budget of the organisation and the short to the long term plans of the organisation, like that of the process of the possibility of the expansion. The organizational life cycle will surely be a factor as it forms a very critical and an important parameter of the process of the recruitment. The fore casting can be done depending on the internal factors and also with the help of the external factors. The constraints of the budget, the expected or the trend of the separation of the employees followed by the levels of the production and the sales increase or the decrease and the various types of the global plans of the expansion, all form a very important part of the internal factors. The external factors include the various types of the changes that make place with the changing time and the changing laws that are formed or changed in the different types of the scenarios that can be political, geographical or due to need factor, the rates of the unemployment, the shifts in the population due to the shifts in the urban, the sub urban and the rural areas and the factor of the competition. All this helps in doing the process of the fore casting of the data that are gathered and then also analysed. With the help of the human resource professional, one is able to see the gaps that may be present and after filling these gaps, begins the process of the recruitment of the individuals that are having the right type of the skills, the education and the various types of the back grounds. All these form a very major part of the concept of the human resource planning.

In the process of the recruitment, it is very important to move on with a very specific type of the strategy other wise all can go in to the waste. It is very important that for what type of the work, the work force is required and what type of the work force is required. Hence to ensure the smooth running of the process of the recruitment, it has been divided in to the various types of the steps.

The first step of the process of the recruitment involves acknowledgement of the opening of the job. During this step, the manager and the human resource manager look at the description of the job for the opening of the job assuming that it is not a new type of the job. Both the manager and the human resource manager in this part play a very necessary and the critical role as the manager is the one who will be present at all the times with the staff and he is the one who will be guiding and grooming them in the due course of the time and also he is the one who knows that what to do with the resource and what type of the staff is actually required at the base. The human resource manager is the one who will be providing the training to the staff on the various types of the required valid topics and will be guiding the staff and the manager and every one in the staff from the time to time. It is very important that every individual gets a chance and is allowed and is able to develop and then implement the various types of the strategic human resource management plans. The concept of the planning is very valuable in the life of an every individual and as a whole in every group or any type of the organization. At times the recruitment strategy may sound to be very easy but the recruitment of the right type of the talent at the right place and at the right time takes the skill and the practice but more importantly it takes the strategic planning to achieve the right types of the goals with the correct type of the vision. An in depth analysis and under standing of the labour market and the factors determining the relevant aspects of the labour market is very key in to being the strategic about your recruiting processes.

When any type of the opening of the job takes place, then the human resource management professional should be ready to fill that position. A recruitment strategy involves the various types of the aspects. The first one is the referring to a staffing plan. Then it is very important to confirm whether the analysis of the job is correct or not with the help of the questionnaires. The description of the job and the various types of the specifications must be written and then there should be an effective system of the bidding in order to recruit and then review the internal candidate qualifications for the possible promotions. It is very important to determine the best recruitment strategies for the position and then at the last the recruiting strategy is implemented. The first step in the process of the recruitment is the acknowledgement of the opening of the job. Then assuming the analysis of the job, then the description of the job is made ready. Now comes the turn of getting the employees for doing the jobs. Now one major thing that needs to be under stood here is that there are two types of the places from where the employees can be achieved, the internal and the external candidates. The internal candidates refer to the employees who are already working for the company and the external candidates are the ones who are not working in the same company but in some other organisation. If an internal candidate meets the requirements and the qualifications for the recruitment strategy, then this individual might get the chance to apply for the job and hence as a result of this, the job vacancy may not be published.

There are a large no of the organisations which have the formal type of the job posting procedures and also the bidding systems as required for the internal candidates. But the most important advantage that has been observed in publishing the open positions to every one in and out side the company is that it ensures that the strata of the organisation always remains diverse in the nature. For a high level position of an executive, it is very much possible that the decision may be taken to go for hiring an out side head hunting firm. At any entry level position vacancy, it is very much possible to advertise on the social net working web sites and it is a very common type of the strategy that is being used by the companies in the today’s world. The various types of the companies use different types of the strategies depending on the type of there requirements and that too depending up on the various climatic factors along with the various types of the working conditions. Every company in the today’s world of the competition has been found to be having a specific type of the recruitment plan in place. This plan can also be very in formal in the nature but also it is very important to out line where one can plan to recruit with in the expected time lines. The economic situation of the country is to be considered as with the high rate of the unemployment, one may be able to receive the high no of the applications for the one job. In an up of the economy, one also may receive a large no of the applications and hence should consider using a large no of the sources. There are a large no of the companies that are in the world known for there recruitment strategies that are very innovative in the nature. One of such type of the companies is of the South west Air Lines. This is the company that always looks for the right kind of the people and are very less focused on the skills than on the personality of the individual. It always during its recruitment drives, looks for the positive team players that always match the under dog, the quirky company culture. The applicants are accessed in the form of the group inter views and all those who are having the encouragement for their fellow applicants are the ones who continue with the process of the recruitment.

Now in understanding the concept of the recruitment, it is very critical to have an in dept under standing of the concept of the recruiters. There are different types of the recruiters that are present in the present scenario. These types of the recruiters vary in the way they work and are available depending on the various types of the organizations. The recruiters play a very important role for the various organizations as the work of the organizations is reduced and the recruiters try to involve a large chunk of the employees to get a larger view of the prospective. There are a large amount of the companies that are having certain amount of the staff in the department of the human resource, whose job is only to recruit people. There job is to identify the vacancy and then try to recruit the best available source from inside the organization or at times from the out side of the organization. But in some of the cases, the organizations tie up with the various other companies for the recruitment process as these help in providing the resource to the organization at a very nominal fee. A recruiter can be defined as the one who works to enlist or enrol the people as the employees as the members of an organization. The main job of the recruiter is to work towards the filling of the various openings of the job in the businesses or the various organizations. The recruiters work from the resumes or with the help of the actively soliciting individuals who are qualified for the positions. A job of the recruiter includes the reviewing of the experiences of the job of the candidates, negotiating the salaries and then placing the candidates in the agreeable positions of the employment. The recruiter is responsible for finding out the job candidates, managing the various types of the communications of the candidate and hence all together facilitating the process of the hiring.

The recruiter can be an internal, in house or the corporate in the nature. This type of the recruiter is the most common type of the recruiter. The internal recruiters as the name suggests are the employees or often the contractors of the company and there job is to only source and recruit for the full time employee positions for the company. Just the salary is paid to them and the benefits just like any other employee. They are comparatively less aggressive as they have to represent the company well and also have no benefits of the commissions for the pay. These types of the jobs are relatively stable, longer term and also the pressure is some what less in this type.

A contingency recruiter is the one that has been out sourced by the organization in helping the company to find the full time employees. They are paid only if they find a candidate and not for spending the time on the search. This type of the recruiter is responsible to do the initial recruiting, the screening and the interviewing and also arranging the inter views with the candidates for the client company. These types of the recruiters help the companies to meet the unexpected high demand of the recruitment if in any of the case the in house recruiters can not keep up with the hiring demand. The client pays a flat fee or the percentage of the first year’s salary usually 10 to 35 percent depending on the amount of the difficulty. There are a lot of the agencies who are in to the business of providing the contingency recruitment services. Normally they advertise these jobs as the direct hire or the contract to hire in order to indicate that they are different than the more common contract positions.

Next type of the recruiter is the retained agency that is very similar to that of the contingency recruiter. The main difference between these two types of the recruiter is that the client company pays a retainer a fixed up front amount fee in order to have the company perform a dedicated search. A portion of the fee is paid up front and the remaining is paid after the recruitment has been made. The initial amount is made irrespective of the whether the recruitment is made or not and this type of the recruitment is generally done for the vacancies for the higher level positions in order to incentivize the recruiter to spend more of the time on a low profitability of the placement.

Then comes the next type of the recruiter called as the out placement recruiter. This type of the recruiter helps in providing the job seeking assistance to the down sized the displaced or the riffled employees. Often the employer will hire an out placement company in order to help their recently down sized work force find the jobs as these type of the recruiters provide the resume and inter viewing assistance, the career counselling etc. A large no of the consulting firms follow an IT consulting company recruitment procedure in order to provide staffing to the companies but they typically provide the higher skilled professionals like the soft ware engineers, the finance and the various marketing professionals. This type of the recruitment is generally seen in the smaller consulting companies that generally involve the staffing companies according to the employment contract that is valid until the project that they are working on is on going.

The recruitment forms the major part of the human resource management these days as it is very important to get the right set of the employees as in the world of the competition, all the companies are in need of the good type of the employees but the employees will only go there where they are attracted and the tings they get are near to the things that they want from the new type of the employer. So it becomes all the very necessary to under stand the need of the employee and why he or she is moving from one company to the other and the changes he is expecting and so the recruiter should try to give these things to the employee but under standing the limits of the employer as well.