Recruitment

Meaning & Definition

 It is a linking function-trying to bring together job
seekers and employers.
 It is just one step in the process of employment.
 It is positive as it stimulates people to apply for
jobs to increase the hiring ratio.
 “Recruitment is the process of searching for
prospective employees and stimulating and
encouraging them to apply for jobs in an
organisation”- Edwin Flippo.
 Job Analysis Personnel Planning

Nature & requirements of specific jobs No. of specific jobs to be filled

Recruitment
Constraints Inducements
Pool of
Poor image Qualified Compensation
Unattractive job applicants Career opportunities
Government policy Image/Reputation
Selection
 Objectives of Recruitment
 To attract people with multi-dimensional skills & experience
that suit organisational strategies.
 To induct outsiders with a new perspective to lead the
company.
 To infuse fresh blood at all levels in the organisation.
 To develop an organisational culture that attracts competent
people to the company.
 To search or head hunt people whose skills fit company’s
values.
 To search for talent globally.
 To design entry pay that competes on quality but on quantum.
 To seek out non conventional development grounds of talent.
 To anticipate & find people for positions that do not exist yet.
Internal factors affecting Recruitment

 Organisational size.
 Recruitment policy.
 Image of the organisation & of the job.
 Cost of recruitment.
 Quality of work life.
 Company’s pay package.
 Organisational culture.
 Career planning & growth.
 Company’s products & services.
 Geographical spread of the company’s operations.
 Company’s growth rate.
External factors affecting Recruitment

 Demographic factors.
 Supply & demand factors.
 Unemployment situation &employment
rate.
 Labour laws like reservation,etc..
 Information system like employment
exchanges/tele-recruitment like internet.
 Socio-economic factors.
 Company
strategies
Recruitment Process
HRP
Job Analysis

Job Vacancies at
a future date Recruitment
•Type
Applicants Screening
•Type
•Number of HR •Number pool

Potential
Hires

Search for the prospective

Stimulate them to apply Evaluation
candidates
Techniques &
Source
Traditional & Modern Control
Traditional & Modern
Recruitment strategies

 In sourcing & Outsourcing.

 Vast and fast source.

 Recruitment Policy
Factors to be considered in formulating
recruitment policy-
 Government policies.
 HR policies of other competing organisations.
 Organisation’s HR policies.
 Recruitment sources.
 Recruitment needs.
 Recruitment cost.
 Selection criteria & preference etc.
 Traditional Sources of Recruitment
INTERNAL EXTERNAL
 Present permanent  Public employment

employees. exchanges.
 Private employment
 Present temporary or
agencies.
casual employees.
 Professional associations.
 Retrenched or retired
 Campus recruitment.
employees.
 Deputation.
 Dependents of
 Trade unions.
deceased,disabled,retire
 Data Banks.
d & present employees.
 Casual applicants.
 Similar organisations.
Modern Sources of Recruitment
INTERNAL EXTERNAL
 Employee Referrals.  Walk in.
 Consult in.
 Head hunting.
 Body Shopping.
 Mergers &
Acquisitions.
 E-recruiting.
 Outsourcing.
 Recruitment Techniques
TRADITIONAL MODERN
 Promotions.  Scouting.
 Transfers.  Salary & perks.
 Advertising.  ESOP’s
Induction/Orientation
 To reduce the initial anxiety.
 To familiarize new employees with the job,
people, work place, work environment & the
organisation.
 To facilitate the outsider – insider transition
in an integrated manner.
 To reduce the cultural shock faced in the
new organisation.
 To reduce exploitation by unscrupulous co-
workers.