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Recruitment

Recruitment

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Published by: Kishan Hari on Apr 26, 2012
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RECRUITMENT

RECRUITMENT
• According to Edwin B. Flippo, recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization”.

o Recruitment is the activity that links the employers and the job seekers. A few definitions of recruitment are:  A process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applications from which new employees are selected

 It is the process to discover sources of manpower to meet the requirement of staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force.

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the recruitment process starts when a manger initiates an employee requisition for a specific vacancy or an anticipated vacancy . The main objective of the recruitment process is to expedite the selection process  Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for the future human resources needs even though specific vacancies do not exist. which helps create a pool of prospective employees for the organization so that the management can select the right candidate for the right job from this pool. Recruitment of candidates is the function preceding the selection. Usually.

the needs arising from changes in organization and retirement policy. which an organization can predict by studying trends in internal and external environment. Recruitment needs are of three types . deaths. illness give rise to unexpected needs. ANTICIPATED needs are those movements in personnel. accidents.e. UNEXPECTED Resignation.PLANNED i.

The Purpose and Importance of Recruitment • • • • • Attract and encourage more and more candidates to apply in the organization Create a talent pool of candidates to enable the selection of best candidates for the organization Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities recruitment is the process which links the employers with the employees Increase the pool of job candidates at minimum cost . • Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants . .

Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants • . Meet the organizations legal and social obligations regarding the composition of its workforce Begin identifying and preparing potential job applicants who will be appropriate candidates. • .• • Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time.

These contain • Posts to be filled • Number of persons • Duties to be performed • Qualifications required •  .Recruitment Process • The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the recruitment strategic advantage for the organizations. A general recruitment process is as follows: Identifying the vacancy: The recruitment process begins with the human resource department receiving requisitions for recruitment from any department of the company. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time.

Arranging the interviews with the selected candidates. Conducting the interview and decision making .• • • • • Preparing the job description and person specification. Locating and developing the sources of required number and type of employees (Advertising etc). Short-listing and identifying the prospective employee with required characteristics.

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Sources Of Recruitment . promotions) to fill a position are known as the internal sources of recruitment.) are known as the external sources of The recruitment. The sources within the organization itself (like transfer of employees from one department to other.• Every organization has the option of choosing the candidates for its recruitment processes from two kinds of sources: internal and external sources. Recruitment candidates from all the other sources (like outsourcing agencies etc.

• Internal • • • • • • • • External • • • • • • • • Transfers Promotions Upgrading Demotions Retired employees Retrenchment employees Dependents and relatives of deceased employees Press advertisements Educational institutes Placement agencies/outsourcing Employment exchanges Labor contractors Unsolicited applicants Employee referrals Recruitment at factory gate .

Factors Affecting Recruitment • The recruitment function of the organizations is affected and governed by a mix of various internal and external forces. And the external factors are those factors which cannot be controlled by the organization. The internal and external forces affecting recruitment function of an organization are: . The internal forces or factors are the factors that can be controlled by the organization.

• Internal • Supply and demand • Labor market • Image/goodwil l • Political-legalsocial environment • Unemployment rate • Competitors • External • Recruitment policy • Human resource planning • Size of firm • Cost of recruitment • Growth and expansion .

Components of recruitment policy • The general recruitment policies and terms of the organization • Recruitment services of consultants • Recruitment of temporary employees • Unique recruitment situations • The selection process • The job descriptions • The terms and conditions of the employment .

Integrates employee needs with the organizational needs. To ensure that every applicant and employee is treated equally with dignity and respect. Weight age during selection given to factors that suit organization needs. . Defining the competent authority to approve each selection. Unbiased policy.• A recruitment policy of an organization should be such that: • • • • • • • • • • It should focus on recruiting the best potential people. task oriented and merit based selection. Abides by relevant public policy and legislation on hiring and employment relationship. Optimization of manpower at the time of selection process. To aid and encourage employees in realizing their full potential. Transparent.

Government policies on reservations. Need of the organization. Recruitment costs and financial implications . Preferred sources of recruitment.Factors affecting recruitment policy • • • • • • Organizational objectives Personnel policies of the organization and its competitors.

Outsourcing firms develop their human resource pool by employing people for them and make available personnel to various companies as per their needs.Recent trends in recruitment • OUTSOURCING In India. the outsourcing firms or the intermediaries charge the organizations for their services . the HR processes are being outsourced from more than a decade now. In turn. The outsourcing firms help the organization by the initial screening of the candidates according to the needs of the organization and creating a suitable pool of talent for the final selection by the organization. A company may draw required personnel from outsourcing firms.

Poaching means employing a competent and experienced person already working with another reputed company in the same or different industry. A company can attract talent from another firm by offering attractive pay packages and other terms and conditions. POACHING/RAIDING  “Buying talent” (rather than developing it) is the latest mantra being followed by the organizations today. Indian software and the retail sector are the sectors facing the most severe brunt of poaching today. the organization might be a competitor in the industry. as it weakens the competitive strength of the firm. better than the current employer of the candidate. But it is seen as an unethical practice and not openly talked about. It has become a challenge for human resource managers to face and tackle poaching. .

e. E-recruitment is the use of technology to assist the recruitment process.• E-RECRUITMENT • Many big organizations use Internet as a source of recruitment. They advertise job vacancies through worldwide web. Alternatively job seekers place their CV’s in worldwide web. CV through e mail using the Internet. The job seekers send their applications or curriculum vitae i. which can be drawn by prospective employees depending upon their requirements .

Difference between recruitment and selection • recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization . • selection involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts. .

. selection results in a contract of service between the employer and the selected employee. selection is concerned with selecting the most suitable candidate through various interviews and tests.• The basic purpose of recruitments is to create a talent pool of candidates to enable the selection of best candidates for the organization. encouraging more and more employees to apply Recruitment is concerned with tapping the sources of human resources There is no contract of recruitment established in recruitment • The basic purpose of selection process is to choose the right candidate to fill the various positions in the organization. • • • • • • selection is a negative process as it involves rejection of the unsuitable candidates.e. Recruitment is a positive process i. by attracting more and more employees to apply in the organization .

.Recruitment strategies Recruitment is of the most crucial roles of the human resource professionals. The level of performance of and organization depends on the effectiveness of its recruitment function. Organizations have developed and follow recruitment strategies to hire the best talent for their organization and to utilize their resources optimally. A successful recruitment strategy should be well planned and practical to attract more and good talent to apply in the organization.

For formulating an effective and successful recruitment strategy. there is a need to identify the positions requiring immediate attention and action. it is almost a never-ending process. . Therefore. To maintain the quality of the recruitment activities. the strategy should cover the following elements: • Identifying and prioritizing jobs recruitment keep arising at various levels in every organization. It is impossible to fill all the positions immediately. it is useful to prioritize the vacancies whether to focus on all vacancies equally or focusing on key jobs first.

top performers of the industry etc. He/she can be from the same industry. Category of the candidate: the strategy should clearly define the target candidate. Experience level required: the strategy should be clear as to what is the experience level required by the organization.• Candidates to target The recruitment process can be effective only if the organization completely understands the requirements of the type of candidates that are required and will be beneficial for the organization. different industry. The candidate’s experience can range from being a fresher to experienced senior professionals. This covers the following parameters as well: Performance level required: Different strategies are required for focusing on hiring high performers and average performers. • • • . unemployed.

psychometric tests etc.) to focus while interviewing and selecting a candidate. written tests. Trained recruiters The recruitment professionals conducting the interviews and the other recruitment activities should be well-trained and experienced to conduct the activities.e. • • . Employee referral is one of the most effective sources of recruitment.g. How to evaluate the candidates The various parameters and the ways to judge them i. Which are the sources to be used and focused for the recruitment purposes for various positions.: behavioral. the entire recruitment process should be planned in advance.• Sources of recruitment The strategy should define various sources (external and internal) of recruitment. They should also be aware of the major parameters and skills (e. Like the rounds of technical interviews. technical etc. HR interviews.

Recruitment strategy model .

i. • • • . Strategic prioritization – The emerging new systems are both an opportunity as well as a challenge for the HR professionals.e. HR should maintain the timeliness of the process Lack of motivation – Recruitment is considered to be a thankless job.HR Challenges In Recruitment • Adaptability to globalization – The HR professionals are expected and required to keep in tune with the changing times. Therefore. adaptive and responsive to the immediate requirements. Even if the organization is achieving results. the changes taking place across the globe. The recruitment process should also be cost effective. Process analysis – The immediacy and speed of the recruitment process are the main concerns of the HR in recruitment. HR department or professionals are not thanked for recruiting the right employees and performers. The process should be flexible. reviewing staffing needs and prioritizing the tasks to meet the changes in the market has become a challenge for the recruitment professionals.

. • HR practitioners should be on the guard against all the malpractices and advocate for professional approach through out the system. The effectiveness of many other HR activities. • Policies should always be reviewed as these are affected by the changing environment. the recruitment process should be seen in the context of ongoing staff planning that is linked to the strategic and financial planning of the organization. Management should get specific training on the process of recruitment to increase their awareness on the dangers of wrong placements. • It is the authors conviction that.• Summary • Recruitment is essential to effective Human Resources Management. It is the heart of the whole HR systems in the organization. such as selection and training depends largely on the quality of new employees attracted through the recruitment the recruitment process. The HR should indicate disagreement in the event that biasing toward certain candidates is creeping in and point out the repercussions that may follow in terms of performance and motivation.

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