o Recruitment refers to the process of identifying and attracting job seekers so as to build a pool of qualified applicants. o Recruitment is the process of searching for prospective employees and stimulating the to apply for jobs.


Help increase the success rate of the selection process by reducing the number of visibly under qualified or overqualifiedjob applicants. will leave the organisation only after a short period of time. of various recruiting who will be and sources regarding the composition techniques FACTORS INFLUENCING RECRUITMENT External Forces • Supply and demand • Unemployment rate • Labour market Political-social • Image Internal Forces • Recruitment • HRP • Size of the firm • Cost • Growth and expansion 2 . Begin identifying and preparing potential job applicants appropriate candidates.05/03/2012 NATURE AND PURPOSES OF RECRUITMENT o Recruitment is the process of searching for and obtaining applicants for jobs o Recruitment has several benefits for a firm: • • • • • • • Determine the present and future requirements of the organisation in conjunction with its personnel-planning and job-analysis activities. Evaluate the effectiveness types of job applicants. Help reduce the probability that job applicants. Meet the organisation's legal and social obligations of its workforce. once recruited and selected. Increase the pool of job candidates at minimum cost.

d··w~i~-._~_~_~·6~~·.--~----Department exam RECRU1TMENT Job Analysis PROCESS --] Scr(.--------~ --=--=~-~-~-] I ~APfJ~:an~ [----------------------=>--------._._..05/03/2012 SOURCES OF RECRUITMENT Present Lmployces r~-"motlo~~-_~~ =_-=> --> <~_~_-.enln~~ Applicant Pool "T Potentl ~_ valuatlC~ ---~ _)0- To Selecuon l ~_~~d c()nt~_?_I_..n _ <~-~~--~--.J --------------r----------------- 3 .

advertisements. o Management and professional time spent on preparing job description. o Cost of advertisements that is. agency fees. expenses.05/03/2012 / EVALUATION AND CONTROL o Salaries for recruiters. o Cost of recruiting process. job specifications. satisfaction.-·-----1 --. and so forth. frequent thoughts of quittinq 4 . overheads or other recruitment literature.--1 Work experience confirms expectations High job survival. while the vacancies for the selection methods. dissatisfaction. thoughts of qUitting no Lower Job survival. o Cost of producing o Recruitment o Costs of overtime remain unfilled. supporting and administrative and outsourcing suitable candidates TYPICAL CONSEQUENCES Traditional Procedures OF JOB PREVIEWS Realistic Procedures High rate of Job offer acceptance [~~~ experience belies expectations [---~ -. agency liaison.

:. " '. 05/03/2012 RECRUITMENT PROCESS o Recruitment planning o Strategy development o Searching o Screening o Evaluation and control RECRUITMENT PLANNING o Number of contacts o Type of contacts 5 .

those applicants who are visibly unqualified for the job.sources • Internal recruitment o Present employees o Employee referrals o Former employees o Previous applicants • External Recruitment o Professionals or Trade associations o Advertisements o Employment exchanges o Walk-ins. at an early stage.recruiting When to look SCREENING o Process done to remove from the recruitment process.05/03/2012 STRATEGY DEVELOPMENT o o o o 'make' or 'buy Technological sophistication Where to look How to look -. write-ins. 6 . and Talk-ins o Consu Itants o Contractors o Displaced persons o Radio and television o Acquisition and mergers o Competitors o E.

T .... of suitable candidates • Retention and performance • Cost of recruitment • Time lapsed data • Comments on image projected process sent out for selection of the candidates selected 7 .- '.~.'":. 05/03/2012 EVALUATION AND CONTROL o Involves: • Return rate of application • No. ~.

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