HUMAN RESOURCE MANAGEMENT (HRM)
Human Resource Management, otherwise known as HRM or HR for short, is the function of people management within an organization. HR is responsible for facilitating the overall goals of the organization through effective administration of human capital — focusing on employees as the company’s most important asset.
Recruitment is the first step in building an organization’s human capital. At a high level, the goals are to locate and hire the best candidates, on time, and on budget.
Human Resource Management involves management functions like planning, organizing, directing and controlling
It involves procurement, development, maintenance of human resource
It helps to achieve individual, organizational and social objectives
Human Resource Management is a multidisciplinary subject. It includes the study of
management, psychology, communication, economics and sociology.
It involves team spirit and team work.
It is a continuous process
Importance of Human Resource
Behind production of every product or service there is a human mind, effort and man hours (working
hours). No product or service can be produced without help of human being. Human being is fundamental resource for making or construction of anything. Every organisation desire is to have skilled and competent people to make their organisation competent and best.
Among the five Ms of management, i.e., men, money, machines, materials, and methods, HRM deals about the first M, which is men. It is believed that in the five Ms, “men” is not so easy to manage.
“every man is different from other” and they are totally different from the other Ms in the sense that men possess the power to manipulate the other Ms. Whereas, the other Ms are either lifeless or abstract and as such, do not have the power to think and decide what is good for them.
Recruitment and Selection is an important operation in HRM, designed to maximize employee strength in order to meet the employer’s strategic goals and objectives. In short, Recruitment and Selection is the process of sourcing, screening, shortlisting and selecting the right candidates for the filling the required vacant positions. Recruitment can also refer to processes involved in choosing individuals for unpaid roles. Managers, human resource generalists and recruitment specialists may be tasked with carrying out recruitment, but in some cases public-sector employment agencies, commercial recruitment agencies, or specialist search consultancies are used to undertake parts of the process
Streamlining the hiring process with suitable recommendations
Choosing the best suitable process of recruitment for effective hiring of resources
Scope of Recruitment and Selection
The scope of Recruitment and Selection is very wide and it consists of a variety of operations.
Resources are considered as most important asset to any organization. Hence, hiring right resources is the most important aspect of Recruitment
The scope of Recruitment and Selection includes the following operations:
Dealing with the excess or shortage of resources
Preparing the Recruitment policy for different categories of employees
Analysing the recruitment policies, processes, and procedures of the organization
Identifying the areas, where there could be a scope of improvement
What does recruitment involve?
While the recruitment process is unique to each organization, there are 15 essential steps of the
Identify the hiring need
Devise a recruitment plan
Write a job description
Advertise the position
Recruit the position
Phone Interview/Initial Screening
Types of Recruiting
Internal Recruiting: Internal recruiting involves filling vacancies with existing employees from within an organization.
Retained Recruiting: When organization hire a recruiting firm, there are several ways to do so retained recruiting is a common one. When an organization retains a recruiting firm to fill a vacancy, they pay an upfront fee to fill the position. The firm is responsible for finding candidates until the position is filled. The organization also agrees to work exclusively with the firm. Companies cannot, in other words, hire multiple recruiting firms to fill the same position.
Contingency Recruiting: It is like retained recruiting, contingency recruiting requires an outside firm.
Unlike retained recruiting, there is no upfront fee with contingency. Instead, the recruitment company receives payment only when the clients they represent are hired by an organization.
Staffing Recruiting: Staffing recruiters work for staffing agencies. Staffing recruiting matches
qualified applicants with qualified job openings. Moreover, staffing agencies typically focus on short- term or temporary employment positions.
Outplacement Recruiting: outplacement is typically an employer-sponsored benefit which helps
former employees transition into new jobs. Outplacement recruiting is designed to provide displaced
employees with the resources to find new positions or careers.
Reverse Recruiting: refers to the process whereby an employee is encouraged to seek employment with a different organization that offers a better fit for their skill set. We offer Reverse Recruiting Days to help workers with this process. At our Reverse Recruiting Days we review resumes, conduct mock interviews, and offer deep dives into specific job roles.
Recruitment needs They are of three types
Planned – arising from changes in organizational structure, policy of retirement etc.
Anticipated – movement in personnel which an organization can predict by studying
trends in internal and external environment
Unexpected – resignation, death, accident, illness
Process of Recruitment:
Once you have a pool of applicants, the selection process can begin, and the application form is usually the first step in this process
A filled application form provides four types of information:
1. You can make judgment on substantive maters, such as whether the applicant has the
education and experience to do the job.
2. You can draw conclusion about the applicant’s previous progress and growth, a trait that is
especially important for management candidates
3. You can draw tentative conclusion regarding the applicants stability on previous work record (here, however, be careful not to assume that an unusual number of job changes necessarily reflects on the applicants stability
4. You may be able to use the data in the application form to predict which candidates will succeed on the job and which will not.
Recruitment and Selection Techniques:
Background investigation and reference check
high-value talent.Mobile optimisation is also key to sourcing, as the modern candidate expects to be able to search, apply, receive and accept a position on a mobile device. Across the board, Millennial expect technological integration, and if sourcing is not fully mobile optimised, organisations will fall at the first hurdle
3. Adopt Inbound Recruiting: There are two recruiting strategies majorly used in recruiting talent acquisition: Inbound and outbound. In outbound strategy, the recruiter searches for and contacts candidates whereas inbound strategy is more about creating and building relationships with the candidates over a long time. In the inbound recruiting process, the recruiter or the company uses different digital marketing strategies to engage the group of passive and active job seekers. Switch from outbound and engage and attract more candidates.
Exploring Trends in Recruitment
1. Recruitment marketing:Recruitment marketing is growing and is emerging as one of the top
trends. It is a combination of strategies and tactics used by an organization to attract and
engage the job seekers. The main aim of having a recruitment strategy is to attract the top
candidates to fill the open position by making it more appealing for the candidates. Follow
the latest trends in the market and create an effective strategy.is growing and is emerging as
one of the top trends
2. Go Mobile: Online and social media presence and mobile connectivity have a huge impact
on the Footprint of recruitment activity. According to a study, about 45% of candidates use their phones at least once a day for job hunting. The study also reveals that 16% of job seekers submit their application through their mobile phones. However, many recruiters have still not adapted to this change. To make the selection process more efficient and effective, you should chat and interact with them on a mobile device. Make this a part of your recruiting strategy and speed up your recruiting process.The seamlessness of this connectivity could be the Deciding factor in being able to successfully recruit
Recruitment is Nothing Less than a War for Talent
The talent acquisition system that is currently in place is outdated and needs to undergo significant
amendments to make it work according to the demands of today’s talent and recruitment professionals alike.
This is not the same generation that used to put their salaries before anything else when deciding to choose a company to work with.
Candidates nowadays are more worried about their own values and whether or not the company they are going to work with shares those values. And it is just a few people that hold this philosophy.
More than 85% of the millennial give salary secondary importance. Another trend that the current talent recruitment system doesn’t consider is how more than 80% of millennial have started liking the work from home option – even a day a week of WFH needs to be accounted for.
These are just a couple of things that makes the job of acquiring skilled workers tougher every passing day.
This is why it has become all the more important for not only the system to change but people recruiting talent to upgrade as well.
Recruitment Management Technologies
A Recruitment Management System is intended to deal with the whole enrolment process. Directly from employment demands through to the last position of an up-and-comer. An RMS builds the proficiency of enrolment specialists.
Enrollment Management Systems likewise give you data that will help in keeping up an extraordinary applicant and customer relationship. Great frameworks will enable you to mechanize numerous assignments like work process the executives, messaging up-and-comers and likewise remind enrollment specialists to finish errands and supports group joint effort.
Parts of the Recruitment Management System:
1. Customer Relationship Management
2. Applicant Tracking
4. Job Posting
5. Interview planning
Effective Recruitment Methods
Recruitment agencies are the most effective method for the hiring process. And you might be
thinking why? Will give you reasons why recruitment agencies work:
They save time: Hiring a recruitment agency will save you months of time, just think about the time it takes to screen out the resumes, contact the selected candidates and decide on the talent to bring for the face to face interview. It gets difficult for a normal hiring manager to take care of the whole process. And when you outsource the hiring process then you don’t have to spend your time looking at resumes and taking interviews. Now, as a hiring manager, you can spend your time on other human capital activities. You will be able to find excellent talent: A recruiting agency is more capable of finding top talent for your company. You will be able to find excellent talent: A recruiting agency is more capable of finding top talent for your company.
This top talent is not present on the common job boards but these can be passive candidates which are present in the market and you need the best tools to search them. And when you hire a recruitment agency, you will have access to the whole the market of the hidden talent and that too in every field.
then a recruitment agency can offer a temporary solution. Another example is if you want to hire an
employee quickly, so the recruitment agencies will offer a permanent solution.
They focus on serving the client: A recruitment agency take the full responsibility of serving the clients and they also make sure that the hiring is done according to the client only.
Shift your sourcing mix : According to Adler, if you’re in a scarcity situation, you must shift your sourcing mix towards more passive candidates
Needs analysis vs. job description: Adler argues that the first person who talks to the candidate on the phone is key to great hires. They need to conduct a needs analysis rather than flood the person they are talking to with details of the job.
Start listening : When we talk to candidates, we ask them if they would be open to explore a position clearly more superior to their current ones .Once they say yes, don’t dive into what skills they need to have or required academic background. Talk about what the job is, what they get to do at work and what they can become. This changes the conversation and gets your upper-third interested. Like marketing, hiring needs a sound value proposition it can rely on.
Test Skills: The main aim should be to the focus on what the job is and use skill tests to determine whether the candidate can achieve what is expected of them and not the other way round
Know where your best hires are coming from: Look at your hires and single out top performers. Go back and look for a candidate source which seems to convert best for your company. If possible, experiment with paid promotion of your job postings in that channel or consider spending more time looking for people in this particular place
We spend hours looking for the right people, go through their social media profiles, their repositories and online activity. We exchange emails or talk and then you finally get to meet them, either in person or via video interviewing tools. We speak to them, verify their skills and…find THE ONE.
The major challenge we face in the ongoing market is counter offer part. Compensation is not the only factor that determinates the counter offer issues, there are many listed things in the consultant thought process. Understanding their level of expectations and a open talk can be the effective measure to reduce the drop ratio.
What Berenike & Bion do for optimizing offer to hire ratio:
Offer attractive pay
Branding the PERKs structure
Be open to negotiation
Effective follow ups
Describing Workplace culture.
Berenike & Bion ensure the best ration turn in regards with Quality to hire.
Here comes into picture the efficiency of the Berenike & Bion as a team.
Quality to hire (QoH) : The evaluation is done post hire, therefore reporting on historical
performance. Line managers on the other hand see Quality of Hire as a series of indicator metrics
that reasonably predict how well a candidate will perform on the job if hired.”
We hire talent with a futuristic vision in either of the perspectives. Both the parties can be defined
Attributes of a consultant for the company
Exploration goals in terms of career from the company for the consultant.
Strategies to Optimize QoH:
Attract in vs. filter strategy: Depending whether candidates are active or passive, you need
to adjust your strategy. Passive candidates need to be attracted in, and this is exactly how
most upper-third candidates are hired.Recruitment companies offer flexible solutions: Recruitment agencies offer flexible solutions which
will be based on your company’s requirements. Like for example, you need talent for remote hiring
Implementing Best Practice Recruitment:
When is a process called as a best Practice? Berenike & Bion is here is define it.
Benchmarking and Forecasting: Until now, the more sophisticated use of analytics has been primarily focused on external stakeholders, and rarely exploited by HR. But the use of benchmarking, forecasting and embedded analytics are essential for everything from talent acquisition to strategic workforce innovation
Better usage of HR analytics lead to a successful result in terms of margins.
The power of an integrated talent management system is that it will facilitate both broad metrics — time-to-fill, quality of hire, manager satisfaction — as well as analytics that will drive strategic innovation
Proactive Sourcing: Sourcing beyond the job portals through LinkedIn, Social media profiles, Candidate networking and elsewhere.
Berenike & Bion up skill the team and let them adapt the new market changes time to time.
Beyond the tools that enable talent sourcing, proactive talent acquisition also requires forecasting, internal mobility and strategic workplace planning. Embedding market
intelligence and knowledge to understand future trends and changes, both within the workplace and the economy more broadly are necessary to effectively target for future skills shortages, or future innovation needs. Forecasting to meet these challenges is then
supported by identifying and engaging candidate pools, and implementing a pipeline for identified talent, both internally and externally.
Empowering Hiring Managers: The impact of effective relationships with hiring managers is seen not only by smarter hiring decisions and increased productivity but also through the greater perception and value of talent acquisition as a whole in the organisation.
This reciprocative approach will yield better results.
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