Recruitment

Recruitment, Selection & HR

Recruitment affects other activities
Selection system effectiveness
Training
Compensation
Employee relations
Affirmative action goals
If incumbents are not qualified, recruiters
have to look at different populations
Overqualified employees become bored

Recruitment
n
i
f
De

n
o
i
it

A process of searching for prospective

employees and stimulating & encouraging
them to apply for jobs in the organization

Recruitment
A Linking function
Process of locating, identifying & attracting
capable candidates
To develop a group of potentially qualified people
Provide enough information to unqualified people
to self-select themselves out.

Relationship with other activities

Job Analysis

Personnel Planning

Nature & requirements of specific jobs

Number of jobs to be filled

Constraints

RECRUITMENT

Inducements

Poor image

Compensation

Unattractive job

Career opportunities

Govt. Policy

Pool of qualified
applicants
Selection

Reputation

Factors affecting recruitment

Organizational Factors

Reputation of the organization

Organizational culture &

management attitude
Geographical location of

Environmental factors
Labor market situation
Stage of development of

industry

position
Resource allocation
Channels & methods of

advertising
Position & Emoluments offered

Culture, social attitudes &

beliefs
Legal implications

Recruitment Policy
Must be in alignment with organizational
objectives

Should consider
Costs
Government regulations
Organizational development
Flexibility to accommodate changes

Recruitment Strategy
Where to recruit
Whom to recruit
How to recruit
When to recruit
Choice of recruiters
Information to communicate

Steps in Recruitment & Selection Process

Employment
planning and
forecasting

Recruiting
builds pool of
candidates
Applicants
complete
application
form

Selection tools like

tests screen out
most applicants
Supervisors and
others interview final
candidates to make
final choice

Effective Recruiting: The Yield Pyramid

New hires
Offers made (2 : 1)
Interviewed (3 : 2)
Invited (4 : 3)
Leads generated (6 : 1)

Recruitment
Human
Resource
Planning

Determining
sources

Internal

Selecting
Qualified
personnel

Recruiting
needed
potential

External

Search for
Potential
employees

Evaluate
recruiting
effectiveness

Direct
Indirect
Third Party

Placing new
employee
on job

Sources of Recruitment
Internal Vs. External
Choice of Source
Level of position
Number of people required
Time
Funds
Reach

Internal Sources of Candidates

Personnel who are or where on the rolls of the

company
Retrenched

employees,

retired

employees,

dependents of deceased employees.

Through transfers, promotions & demotions

Internal Sources of Candidates

Merits

Demerits

Economical

Limited choice

Reliable

Faster

Inbreeding

Easier to evaluate applicants

Inefficiency

Bone of contention

Suitable

More familiar with

organization; less training

Motivational for current

employees

Finding Internal Candidates

Job posting
publicizing the open job to employees &
listing its attributes like qualifications,
supervisor, work schedule, & pay rate
Rehiring former employees
an option today due to the tight labor
market

Finding Internal Candidates

Succession planning
Ensuring a suitable supply of successors for future
senior jobs

Planning includes:
Determine projected need
Audit current talent
Planning career paths
Career counseling
Accelerated promotions
Performance related training
Planned strategic recruitment
Filling

External Source of candidates

Employees working in other organizations
Job aspirants registered with employment exchanges
Students from reputed educational institutions
Candidates referred by unions, friends, relatives and
existing employees.
Candidates forwarded by search firms & contractors
Candidates responding to advertisements
Unsolicited applications/ walk-ins

External Source of candidates

Merits

Wide choice

Injects fresh blood

New ideas & innovation

Specialized skills

Long term benefits

Reduces some training costs

Does not disrupt current

organizational chart

Usually more rapid accomplishment

of affirmative action goals

Signal to employees that business is

changing

Often no viable internal candidate

Demerits
Expensive
Time Consuming
Demotivating
Uncertainty

Methods of Recruitment

Advertisements
Temp Agencies
Campus recruitment
Employment Exchanges
Recruitment firms/ Placement
Agencies
Headhunters/ Executive recruiting

Methods of Recruitment
Employee referrals
Walk ins/ Drop ins, Applicants at gate,
Unsolicited Application
Voluntary organizations
Trade Unions
Indoctrination seminars
Internships

Advertising for outside applicants

Advertising Media
Print- Newspapers, Trade journals, magazines
TV, Radio
Internet: Own websites, Others (naukri.com,
jobsahead.com, monsterindia.com, )

Ad Content
Information to be furnished (blind ads)
Attention, Interest, Desire, Action

Recruiting on the Net

Many companies are turning to the Internet as a
recruiting tool
Corporate & employment web pages are one
approach
Internet recruiting is cost effective and timely

Internet Recruiting
Monster.com, Naukri.com

Temp Agencies
Alternative

staffing

often

used

supplement a permanent workforce

Growing trend these days

to

Executive Recruiters
Headhunters
Special employment agencies used to
seek out top management & technical
talent
Internet databases have shortened time
required to find talent
Online executive recruiting firm

Tips on Choosing a Recruiter

Can they conduct a thorough search?
Meet individual who will handle the search
Ask about the cost
Be sure you can trust them with privileged
information
Talk to prior clients

Dealing with Employment Agencies

Provide full & accurate job description
Specify the screening tools to use
Review data on candidates accepted or rejected by
your firm & by the agency
Develop a long-term relationships with one or more
agencies
Screen the agency

Campus Recruitment
College recruiting goals are:
Attract good candidates
Cull candidates for further
consideration
Onsite visits
Internships

Recruiting trends
Online Recruitment
Poaching/Nerd Wrestling
Temping/ Contingent staffing
(Jobs on temp.com)
Workforce Diversity

Recruiting a More Diverse Workforce

Searching globally many global companies
actively recruit foreign nationals
Recruiting minorities & women formulate
comprehensive plans

Preferred methods
Managerial Position
(Newspaper ads, Pvt. Agencies, referrals)
Professional & Technical
(Campus, Ads, Pvt. Agencies)
Office Personnel
(Referrals, walk ins)

Recruitment Evaluation

Number of jobs filled

Cost per hire

Number & quality of

Time in which jobs were

resumes/applications
Acceptance to offer
ratio
Analysis of rejected
offers
Determination of most
effective methods

filled
Quality of new employee
performance
Salary offered
Cost of operations
Affirmative action goals met