Role of Human Resource Manager in Recruitment.

Human Resource Management

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Role of Human Resource Manager in Recruitment.

Role of Human Resource Manager in Recruitment

Aditya Deshmukh

Pooja Prasad

Arjun Cn

Alisha Chawla

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Role of Human Resource Manager in Recruitment.

ABSTRACT-
The process of recruitment is the one that is one of the main determinant factors of the success of

the company in the long run meaning to achieve the goals fixed by the company to be achieved

and for this to happen it is extremely essential that the Human Resource Manager is highly

skilled and has deep knowledge of the arena. He must know all the pros and cons of the types of

recruitment, know how to regulate the work environment and maintain a relationship with all the

employees such as to win their trust. Only once when all these factors are handled by the Human

Resource Manager the organization can benefit. Hence, it is obvious to understand that the

position of the Human Resource Manager is one of the most important and has to be filled with

all the due care and diligence possible.

INTRODUCTION-

The process of finding and hiring the best-qualified candidate (from within or outside of an

organization) for a job opening, in a timely and cost effective manner is called recruitment. The

recruitment process includes analyzing the requirements of a job, attracting employees to that

job, screening and selecting applicants, hiring, and integrating the new employee to the

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Role of Human Resource Manager in Recruitment.

organization. Whereas on the other hand, a Human Resource Manager is an Individual within an

organization responsible for hiring new employees, supervising employee evaluations, mediation

between employees and bosses as necessary, and general overseeing of the personnel

department. So it is indeed the job of a Human resource Manager to analyze the organization that

he is working in and understand the status of working employees in the respective organization.

When there is a need for new talent in the company or organization due to expansion in other

region or arenas or due to employee turnover in huge number or whatever the reason may be, the

Human Resource Manager has to ensure that he delivers that what is expected of him in the best

way possible. Apart from that a Human Resource Manager also has to pay attention to

recruiting, interviewing, and screening responsibilities of HR recruiters can be further broken

down by daily job duties, which include Partnering with hiring managers to determine staffing

needs, Screening resumes, Performing in-person and phone interviews with candidates,

Administering appropriate company assessments, Performing reference and background checks,

Making recommendations to company hiring managers, Coordinating interviews with the hiring

managers, Following up on the interview process status, Maintaining relationships with both

internal and external clients to ensure staffing goals are achieved, Communicating employer

information and benefits during screening process, Staying current on the company’s

organization structure, personnel policy, and federal and state laws regarding employment

practices, Serving as a liaison with area employment agencies, colleges, and industry

associations, Completing timely reports on employment activity, Conducting exit interviews on

terminating employees. We shall endeavor to look into the hardcore recruitment section.

TYPES OF RECRUITMENTS-

Recruitment is of 2 types

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Role of Human Resource Manager in Recruitment.

1. Internal Recruitment - is a recruitment which takes place within the concern or

organization. Internal sources of recruitment are readily available to an organization.

Internal sources are primarily three - Transfers, promotions and Re-employment of ex-

employees.

Internal recruitment may lead to increase in employee’s productivity as their motivation

level increases. It also saves time, money and efforts. But a drawback of internal

recruitment is that it refrains the organization from new blood. Also, not all the

manpower requirements can be met through internal recruitment. Hiring from outside has

to be done.

Internal sources are primarily 3 namely-

a. Transfers

b. Promotions (through Internal Job Postings) and

c. Re-employment of ex-employees - Re-employment of ex-employees is one of

the internal sources of recruitment in which employees can be invited and

appointed to fill vacancies in the concern. There are situations when ex-

employees provide unsolicited applications also.

Some pros and cons are:-

Pros Cons

Easier to access Insufficient internal

candidates labor supply when in
growth mode

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Role of Human Resource Manager in Recruitment.

Motivates employees Ripple/domino effect

Reduces training and Cumbersome
‘ramp up’ time procedures to ensure
fairness

Faster Become inbred, lose

flexibility
Less expensive Constrains
organizational agility
Increases job security

2. External Recruitment - External sources of recruitment have to be solicited from

outside the organization. External sources are external to a concern. But it involves lot of

time and money. The external sources of recruitment include - Employment at factory

gate, advertisements, employment exchanges, employment agencies, educational

institutes, labour contractors, recommendations etc.

a. Employment at Factory Level - This a wellspring of outer recruitment in which

the applications for opening are introduced on release sheets outside the Factory

or at the Gate. This sort of recruitment is material for the most part where

assembly line laborers are to be designated. There are individuals who continue

requesting employments starting with one place then onto the next. These

candidates are called as spontaneous candidates.1 These kinds of specialists apply

individually for their activity. For this sort of recruitment laborers tend to move

starting with one production line then onto the next and in this manner they are

called as "badli" specialists.

1
Peter J Dowling, Marion Festing and Allen D Engle, International human resource management.

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Role of Human Resource Manager in Recruitment.

b. Advertisement - It is an external source which has an essential place in

recruitment methodology. The greatest favorable position of notice is that it

covers a wide zone of market and scattered candidates can get data from

commercials. Medium utilized is Newspapers and Television.

c. Employment Exchanges - There are some employment trades which are

controlled by government. The majority of the government endeavors and

concerns utilization of individuals through such trades. Presently, enlistment in

government organizations has turned out to be mandatory throughout work trade.

d. Employment Agencies - There are certain professional organizations which look

towards recruitment and employment of people, i.e. these private agencies run by

private individuals supply required manpower to needy concerns.

e. Educational Institutions - There are certain expert Institutions which fill in as

external hotspot for selecting new alumni from these establishments. This sort of

enrollment done through such instructive organizations, is called as Campus

Recruitment.2 They have unique enlistment cells which cause in giving

occupations to new aspirants.

f. Recommendations - There are certain individuals who have involvement in a

specific region. They appreciate generosity and a remain in the organization.

There are certain opening which are filled by proposals of such individuals. The

greatest downside of this source is that the organization needs to depend

absolutely on such individuals which can later on turn out to be wasteful.

2
Margaret Foot, Caroline Hook and Andrew Jenkins, Introducing human resource management, (Pearson: New
York, 2016).

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Role of Human Resource Manager in Recruitment.

g. Labour Contractors - These are the specialist individuals who supply labour to

the Factory or Manufacturing plants. Through these contractual workers, laborers

are named on contract premise, i.e. for a specific day and age. 3 Under conditions

when these contractual workers leave the association, such individuals who are

delegated need to likewise leave the worry.

Some pros and cons of external recruitment are:-

Pros Cons

Promotes new ideas, Expensive

viewpoints, skills
Increases all forms of Can take longer than
diversity internal hiring
Save on training if right Always the risk of hiring
hires are made someone who is not
successful

Allows for rapid growth Limits internal

promotion opportunities
Useful to initiate Can create internal
business turnaround morale problems

HRM’S ROLE IN RECRUITMENT.

3
"What is Recruitment? Definition, Recruitment Process, Best Practices", Cleverism, 2018.

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Role of Human Resource Manager in Recruitment.

Selecting the right person depends on following a series of distinct steps. These steps provide a

HRM with a simple process that can be used no matter what type or level of position he wants to

fill. The process also ensures that his recruitment is efficient, effective and fair.

The steps are:-

1. Define the role- He made the decision that the needs to take someone on and that the best

option is to have someone directly employed in your business. Before he rushes off to find

someone, he must think carefully about what the role is, the actual requirements of the job and

how it fits into the business and his future plans.

By writing a job description he is going to make clear the purpose, tasks and responsibilities of

the job, not the person.

A good job description includes:4

 the main purpose of the job – ideally this should be just one sentence.

 the main tasks of the job – use active verbs such as ‘writing’, ‘repairing’ or

‘calculating’ instead of vaguer terms such as ‘dealing with’ or ‘in charge of’.

 the scope and responsibilities of the job – describe the dimensions and importance of

the job, for example, the number of people to be supervised, the degree of precision

required and the value of any materials and equipment used.

 the reporting line for the job – where does the job fit in the business and who does the

job holder report to.

4
Sudhir Menon, "The Hiring Process: How Human Resource Managers Recruit and Hire Employees - Video &
Lesson Transcript | Study.com", Study.com, 2018.

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Role of Human Resource Manager in Recruitment.

 practical details – include information about the wage level, hours, location and

whether the job is full or part-time, fixed term or temporary.

2. Build a profile of the ideal person to fill this role- Draw up a person specification based on

the job requirements.

 What are the skills, knowledge and aptitude necessary? Which of these skills are essential

and which are desirable? Which skills can he teach and which must the candidate have

already?

 For a small business, practical skills and experience are often more valuable that formal

qualifications. He needs people with the right attitude who are reliable, flexible and

willing to learn. As well as proven ability, he may also want to look at a person’s

potential ability to gain the appropriate skills.

 What sort of experience is required? What competencies are needed?

One must beware that experience may be gained from work-related situations, but

also from volunteering or leisure activities.

 What level of education and training should the person have?

Care has to be taken that this is only what is necessary for the job, not a personal

preference. Experience can often be a better indicator of suitability than formal

qualifications.

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Role of Human Resource Manager in Recruitment.

Are there any specific criteria that relate to the personal qualities or circumstances that are

essential and directly related to the job? Remember, it is illegal to discriminate on the basis of

age, gender, race, nationality, religion or belief, or disability.

A person specification helps the HRM undertake the selection and interview process in a

systematic way.

3. Attract applicants- Now he is starting the search for suitable candidates. He must think about

where he can advertise to attract a wide range of good quality applicants. He is aiming to get the

best response at the least cost.

Here are some of the places he considers:

 Direct recommendation and unsolicited applications – He may already have had people

approach him with speculative enquiries or colleagues may have recommended people

they think would suit his business.

 JobCentre Plus –He is to display vacancies and refer potential candidates free of charge.

They can also help and advise you throughout the recruitment process. He can contact

your local JobCentre Plus office or visit the GOV.IN website for more information. They

can also advise you on the various employment schemes available to help you recruit.

 Recruitment websites, such as Monster, JobsWales, Gumtree and many others. These are

very often the first place to look for suitable candidates and also to advertise job

vacancies. Be aware that this may restrict your search to only those who are computer-

literate.

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Role of Human Resource Manager in Recruitment.

 Social media, such as LinkedIn, Twitter, Facebook, etc. This is a fast growing option,

particularly for specialist skills, graduates and higher level candidates.

 Commercial recruitment agencies – some agencies specialize in particular types of work,

for example, secretarial, office work, accountancy staff, construction, etc. Agencies may

already have potential candidates registered with them and so can help to make the

process faster.

 Remember, commercial recruitment agencies charge a fee for their services – this is

generally a percentage of the salary paid to the successful applicant and typically around

15%.

 Executive search organizations – these operate in a similar way to recruitment agencies,

but generally work in higher management or specialist fields. They seek out suitable

candidates working in other companies either by direct approach or through specialist

advertising.

 Local or national newspapers – traditionally this has been the first port-of-call for

recruitment advertising. He should beware that this route may not produce the results that

he is looking for. Check out the publications you are considering and find out what

response rates they have had for similar job adverts.

 Specialist publications, for example trade or professional journals – these guarantee to

reach the precise group of potential applicants and can produce a positive response.

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Role of Human Resource Manager in Recruitment.

 Local schools, colleges and the Careers Service – It is to be made sure they are aware of

the skills and abilities you require. It can also be useful to offer work experience or job

shadowing to the benefit of both parties.

The recruitment advert

As well as where to advertise, he has to consider the advert itself. An effective job advert sells

the position and the business – this is particularly important for small and new businesses, where

the company name may not be particularly well known.5

Include the key elements of the job description and person specification, as well as a brief

description of your business. It is t be made sure that he includes details about how to apply and

by when.

Keep the advert short and to the point. Make sure it is clear, easy to understand and tailored to

your target audience. Avoid gender or culturally specific language and make sure it is non-

discriminatory. To broaden the appeal of the advert and potentially increase the number of

applicants, he may consider including an equality clause, as well as details of other information,

such as flexible working patterns etc.

Application forms

It can be helpful to use an application form when recruiting, rather than rely on each candidate

responding in his or her own way. First, this means he can be sure the candidates provide all the

information that is necessary and relevant to the job. It also makes it easier to compare like with

like and to make your initial assessment.

5
"HR Recruiter Job Description and Salary", Humanresourcesedu.org, 2018.

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Role of Human Resource Manager in Recruitment.

4. Selecting the best candidate- There are a number of steps to take in selecting the best

candidate.

 Drawing up selection criteria- HRM creates a checklist based on the essential or desirable

skills and experience required. He uses his checklist to assess how closely candidates

match up to the job and person specification.

 Deciding who is making the decision- Asks one of his professional advisers or a business

colleague to assist him with the selection and interview process. This helps to make sure

there is no personal bias in the process. It can also help if at least one person on the

selection panel has been trained in Equality and Diversity issues.

 Sifting through the applications- using his selection criteria checklist, to create a short-list

of people to interview. He should only select those applicants who meet all the essential

criteria.

 Sending a letter inviting candidates to an interview. It is to be made sure he asks if there

are any particular arrangements needed to accommodate them during the interview - for

example, ramp access or clear lighting levels. Also it is to be made clear if he is paying

the candidate reasonable travel expenses to the interview.

The interview process-

Most jobs use an interview process. This enables him to find out if the candidate is suitable for

the job and also enables him to give the candidate information about the job and his business.

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Role of Human Resource Manager in Recruitment.

It is to be made sure every candidate has the same opportunities to give the best presentation of

themselves, to demonstrate their suitability and to ask questions of the interviewer.6

It is recommended that he uses a consistent structure for the interview – using a standard set of

questions for every candidate and give them the same amount of time. Include open questions

(that is questions that can’t be answered by Yes or No)7 to encourage candidates to speak freely.

It is to be made sure all interviewers are well prepared and have read the application form, job

and person specifications beforehand. He should know which areas require further exploration or

clarification and plan the questions he wants to ask. He should be careful not to ask potentially

discriminatory questions, such as “are you planning to have children in the next few years?”8

Also he should be ready to answer candidates’ questions.

Although it is an interview situation, he should encourage the candidate to relax, Make sure there

are no interruptions during the interview.

At the end of each interview, he is to tell the candidate what happens next and when they can

expect to hear from him.

After the interview-

When he has made his decision, he is to write to all applicants to thank them and tell them

whether they’ve been successful or not. It is to be done as soon as possible after the interview.

If possible, he should give positive feedback to unsuccessful candidates on aspects they could

reasonably improve for future success.9 He wants to leave all candidates with a favorable

6
"Recruitment and Selection", Ahri.com.au, 2018.
7
"Core Functions of Human Resource Management | Boundless Management", Courses.lumenlearning.com, 2018.
8
“Functions of Recruitments”, Smallbusiness.chron.com, 2018.
9
"Essential Info for Hiring Your Employees", The Balance, 2018.

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Role of Human Resource Manager in Recruitment.

impression of his company – although they were not successful for this position, they may be

suitable for future positions. He may want to keep their applications or CVs on file for future

matching.

CONCLUSION-

Hence, to meet the objectives of an organization, it is important to have a pool of talents

motivated correctly. When candidates are hand picked by the managers after scrutinizing on

different levels and according to the needs and requirements of the company, it can be rest

assured that the company will make advancements in the right direction to meet its goals and

objectives in the stipulated time frame.

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Role of Human Resource Manager in Recruitment.

BIBLIOGRAPHY

BOOKS-

Human Resource Management by V. S. P. Rao (Author)

Human Resourse Management by Dessler/Varkkey (Author)

WEBSITES-
https://www.inc.com/encyclopedia/human-resource-management.html

https://www.humanresourcesedu.org/what-is-human-resources/

http://www.whatishumanresource.com/human-resource-management

https://www.thebalance.com/what-is-human-resource-management-1918143

http://searchhrsoftware.techtarget.com/definition/human-resource-management-HRM

https://www.coursera.org/specializations/human-resource-management

MISCELLANEOUS-
 Heller. R (1972): The naked manager Barrie & Jenkins, London
 Michael Armstrong (2008): Human resource Management & practice
 Hendry(1995) : Human Resource Management: A strategy approach to employment
Butterworth hemimann – Oxford
 Keep. E. (1989): Corporate training strategies in J Storey, New Perspectives on HRM,
Blackwell, Oxford

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