CONCEPT OF

RECRUITMENT LATERAL & ONLINE

PROCESS

RECRUITMENT

Recruitment is the process of finding and attracting capable

applicants for employment.

Process of searching for and obtaining applicants for job, so that

from among them the right people can be selected.

Recruitment process is send to end with the receipt of applications,

in practice, the activity extends to the screening of applications so as
to eliminate those who are not qualified for the job.

Factors governing recruitment

Internal Factors

External Factors

Internal Factors

Recruitment policy of the organization

The size of the organization

Automation and mechanization

Human resource planning strategy

Cost involved in recruiting employees

Quality of work life of employees

Organizational culture

Pay package

Nature of products/goods produced and services rendered by the

organization

Rate of growth of an organization

Geographical spread of the organizations operations

Future expansion and production programmes

The level and nature of seasonality of operations

Pre dominance and role of trade unions.

External Factors

Governmental Factors and political and legal considerations

like reservation policy, Acts applicable for recruitment etc.

Socio economic factors

Labour market conditions

Mobility of people seeking jobs

Image perception of organization to the job seekers

Information system giving the information about employment

opportunities to job seekers

RECRUITMENT PROCESS FLOW

Org Goals and objectives

Human resource Planning

Recruitment

Internal Sources

External Sources

Internal methods of
recruitment

External methods of
recruitment

Application Pool
Initial
screening
Selection Methods

Rejected Candidates

Selected candidates

Job Offer

Recruitment Process

Development of a policy on recruitment and retention and the systems that

give life to the policy;

Needs assessment to determine the current and future human resource

requirements of the organization. If the activity is to be effective, the human
resource requirements for each job category and functional division/unit of
the organization must be assessed and a priority assigned;

Identification, within and outside the organization, of the potential human

Resource pool and the likely competition for the knowledge and skills
resident within it;

Job analysis and job evaluation to identify the individual aspects of each job
and calculate its relative worth;

assessment of qualifications profiles, drawn from job descriptions that

identify responsibilities and required skills, abilities, knowledge and
experience;

determination of the organizations ability to pay salaries and benefits within

a defined period;

Identification and documentation of the actual process of recruitment and

selection to ensure equity and adherence to equal opportunity and other
laws.

Sources of Recruitment

Internal Sources

External Sources

Informal Sources

Formal Sources

Internal Sources

Present employees

Employee referrals

Transfers and promotions

Former employees

Previous applicants

Advantages of Internal recruitment

The ability of the recruit is known so it is easy to assess potential

for the next level. By contrast, assessments of external recruits
are based on less reliable sources, such as references, and
relatively brief encounters, such as interviews.

Insiders know the organization, its strengths and weaknesses,

its culture and, most of all, its people.

Promotions from within build motivation and a sense of

commitment to the organization. Skilled and ambitious employees
are more likely to become involved in developmental activities if
they believe that these activities will lead to promotion.

Internal recruitment is cheaper and quicker than advertising in

various media and interviewing outsiders. Time spent in training
and socialization is also reduced.

Disadvantages of Internal recruitment

Sometimes it is difficult to find the right candidate within

and the organization may settle for an employee who
possesses a less than ideal mix of competencies.

If the vacancies are being caused by rapid expansion of

the organization there may be an insufficient supply of
qualified individuals above the entry level. This may result
in people being promoted before they are ready, or not
being allowed to stay in a position long enough to learn
how to do the job well.

Infighting, inbreeding, and a shortage of varied

perspectives and interests may reduce organizational
flexibility and growth, and resistance to change by those
who have an interest in maintaining the status quo may
present long term problems.

In times of rapid growth and during transitions, the

organization may promote from within into managerial
positions, regardless of the qualifications of incumbents.

Sources of external recruitment

Informal recruiting methods tap a smaller market than formal

methods. These methods may include
rehiring former employees
walk-in
use of referrals

Formal methods of external recruiting entail searching the labour

market more widely for candidates with no previous connection to
the organization.
newspaper/magazine/journal advertising
the use of employment agencies and executive search firms,
Campus recruitment.
job/career fairs
e-Recruiting
Trade Unions

Recruitment Model
Technology

Tapping the Target Group

Defining the Recruitment

Planning
Defining the process
Setting the Time frames

Selection Process
Screening
RPAT
Predictive Index
Preliminary Interview

Final Step
Final Interview
Reference Check
Offer
Medical Check up

Facilitating the
On boarding Process

Joining

Technology

Technology

Position
Requirement

Job Sites
Direct
Internal Reference EOBT
E Recruitment System
Campus

LATERAL HIRING PROCESS

Lateral Recruitment

By definition, 'lateral' means - of or pertaining to the side; situated

at, proceeding from, or directed to a side: a lateral view.
- pertaining to or entailing a position, office, etc., that is different
but equivalent or roughly equivalent in status, as distinguished
from a promotion or demotion: a lateral move.
- Of or constituting a change within an organization or a hierarchy
to a position at a similar level, as in salary or responsibility, to the
one being left: made a lateral move within the company.
Situated at or extending to the side; "the lateral branches of a
tree".

Professionals with several years of experience who

move to a new company and assume a job at level
similar to the one they left" is known as lateral
hiring.

Factors responsible for Successful Lateral Recruitment

Create a rapport

Assume he/she has 4 other offers

Respond promptly

ON LINE PROCESS / E-RECRUITMENT

PROCESS

E- Recruitment Process

Post the company profile and the job specifications on one of the
many available job portals and also search the portal to see if any
suitable resumes are on the site.

The alternate is to create an online recruitment page on the

companys own website where job seekers can submit their
resumes which will get added to the database of the organization
for future consideration.

Trends in E- Recruitment

A recent survey of more than 50 organizations using e-recruitment

methods reported the reasons for the switch-over from traditional
methods to e-recruitment:

Web presence and using Internet improve corporate image

Minimizes recruitment costs

Lessens paper work and administrative burden

Ability to deploy advanced web tools for the recruitment team.

Advantages of E- Recruitment Process

Cost effective

Online recruitment is quick

Online recruitment gives a better chance of success

Online recruitment gives you a bigger audience

Online recruitment is easy

Disadvantages of E- Recruitment Process

Too many candidates

It wont work always

Eg: On line recruitment process