What is recruiting in HRM?

“Recruitment means searching finding and recruiting the best talent for an open job vacancy within the organization in specific time and cost.”

Recruitment in HRM is a systematic process for hiring talent. It starts with identifying, recruiting, screening, pre-screening, selecting, and finally hiring the potentially best candidate to fill the vacancies in a company.

In any organization, employees are considered as the greatest asset and human resource management is the most important function performed by the HRM department. The main role of the Human Resource Management (HRM) team is to build a pool of human capital for the company that can lead to the selection of the right candidate for the right job. Recruitment aims to select and hire the right person for the right job at the right time. The human resource management department often looks at two main sources of recruitment, internal and external sources of recruitment. The purpose of the recruitment process is to gather information about talented and qualified individuals who may be interested in working for the organization in an effective manner.

Recruitment - Meaning:

Recruitment is a method of finding future employees of the company and is designed to encourage qualified individuals to apply for the position. It helps to create a pool of job seekers and improve the ability to hire better employees.

Recruitment brings together qualified individuals seeking employment and companies looking for potential employees. The properly conducted recruitment process leads to the hiring and selection of suitable workers within the company.

Definition of Recruitment:

Recruitment is defined as a process of discovering reliable sources for contacting desired employees to meet the organization's staffing needs. Through the recruitment process, the organization can attract an adequate number of workers to facilitate the effective selection process and hiring of efficient workers.

Define Recruit

The actual meaning of the word 'recruit' is to get a person to join a group or company. For example: recruit members for a painting group or recruit people for the army.

The verb refers to formally joining a group or organization. The word recruit is commonly used when someone participates in a process of getting a job or work from an organization. The person who has newly joined an organization is called/defined as a new recruit.

Importance of Recruitment

The following points will help to understand the importance of recruitment:

The process is important to encourage and attract candidates and get a large number of applications for the open positions.
It is an effective way to create a pool of information about the potential candidates who are suitable for the organization's talent needs.
It is a very important step in planning and analyzing the current and future staffing needs of the company.
It bridges the gap between employers and their prospective employees.
It is a cost-effective way to gather information about the talented workforce in the industry.
It helps to improve the selection process by choosing suitable candidates for the job.
It reduces employee turnover by matching candidate expectations with the benefits offered by the company.
It also helps the company to meet the social and legal obligation to maintain the staff composition.
It identifies suitable candidates through the various recruitment channels.
It helps the organization to create various sources to attract the right candidate for the job profile.

Recruitment steps

The process of recruitment consists of three main steps or phases -.

Before publishing a job advertisement
Selection process
Formalities after the candidate have been selected.

The following are the common recruitment steps performed by the HR departments of various companies:

Preparation - In this step, the HR department prepares a profile of the ideal candidate for the vacant position. The skills and competencies required to perform the job are identified, as well as the qualifications and level of experience required to perform the duties. Once the framework is finalized, Human Resources determines the appropriate communication channel through which information about the vacancy can be disseminated to the appropriate candidates.

Receiving Applications - Once the job posting is published through internal and external recruiting sources, HR begins receiving applications for the vacancy. In most cases, HR confirms to applicants that their application has been received by the company and the further sorting process is initiated. Many companies use an Application Tracking System (ATS) to automatically notify applicants that their application has been received and is being processed.

Selection phase 1: Exclusion of unqualified applicants.

This is where the selection process begins: in this phase, applications that are not suitable for the job are screened out by the HR department. The application may be screened out based on the applicant's mismatch of qualifications or experience.

Selection phase 2: Compilation of the applicants.

Applicants who meet the requirements of the vacant position are then evaluated based on their experience and qualifications. The assessments provide information on how well the applicant is suited to the job profile to be filled. This is a time-consuming process, and Excel spreadsheets are often used to sort through the applications and score them based on their suitability for the job profile.

Selection phase 3: Interview rounds.

Ranked and selected applicants are invited for an interview. There are several rounds of interviews, which can vary from 2 to 6 depending on the selection process used by the company. Most often, the HR round includes a background check, personality, and behavioral suitability of the applicant. The interview round with the supervisor is often used to verify the actual work suitability of the applicant.

Selection phase 4: Future work situation.

This is considered the final selection round, in which the applicant is given a simulated work task. It includes questions or tasks related to the applicant's area of expertise. It provides actual results about the applicant's ability to work as a future employee of the company.

Offer and recruitment formalities

Usually, the 2-3 best-selected applicants receive an offer from the company. Hiring formalities include submitting the relevant documentation and signing the employment contract with the company. After the documentation formalities, the employee's joining date is set and a new employee joins the company.