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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.” According to Yoder, “Recruitment is a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force.” Dale S. Beach “Recruitment is the development and maintenance of adequate manpower resources. It involves the creation of a pool of available labor upon whom the organization can draw when it needs additional employees.” Recruitment is the activity that links the employers and the job seekers. It is a process of finding and attracting capable applicants for employment. It 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. Recruitment of candidates is the function preceding the selection, 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. 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. Usually, the recruitment process starts when a manger initiates an employee requisition for a specific vacancy or an anticipated vacancy.
1. Planned: the needs that arise from changes in organization and retirement policy. 2. Anticipated: Anticipated needs are those movements in personnel, which an organization can predict by studying trends in internal and external environment. 3. Unexpected: resignation, deaths, accidents, illness give rise to unexpected needs.
1. Process (series of activities) 2. Linking Activity 3. Positive Function 4. Basic Purpose Locate and Attract 5. Pervasive 6. Two –way process 7. Complex job
1. to attract people with multi-dimensional skills and experiences that suit the present and future organizational strategies 2. to induct outsiders with a new perspective to lead the company 3. to infuse fresh blood at all levels of the organization 4. to develop an organizational culture that attracts competent people to the company 5. to search or head hunt people whose skills fit the company’s values 6. to devise methodologies for assessing psychological traits 7. to seek out non-conventional development grounds of talent 8. to search fro talent globally and not just within the company 9. to anticipate and find people for positions that do not exist yet
PURPOSE & IMPORTANCE
1. Attract and encourage more and more candidates to apply in the organization.
Recruitment is the process which links the employers with the employees. Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants. 8. 9. Begin identifying and preparing potential job applicants who will be appropriate candidates. 6. Meet the organizations legal and social obligations regarding the composition of its workforce. 10. 5. Create a talent pool of candidates to enable the selection of best candidates for the organization. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants 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 strategic advantage for the organizations. Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities. Increase the pool of job candidates at minimum cost.4 2. 4. Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time. 3. . 7.
5. 3. These contain: • Posts to be filled • Number of persons • Duties to be performed • Qualifications required 2.e. conveying the decision and the appointment formalities. Identifying the vacancy: The recruitment process begins with the human resource department receiving requisitions for recruitment from any department of the company. Preparing the job description and person specification. Arranging the interviews with the selected candidates. promotions) to fill a position are known as the internal sources of recruitment. SOURCES OF RECRUITMENT Every organization has the option of choosing the candidates for its recruitment processes from two kinds of sources: internal and external sources. 4. Locating and developing the sources of required number and type of employees (Advertising etc).5 A general recruitment process is as follows: 1. 6. Short-listing and identifying the prospective employee with required characteristics. Recruitment . Conducting the interview and decision making The recruitment process is immediately followed by the selection process i. The sources within the organization itself (like transfer of employees from one department to other. the final interviews and the decision making.
TRANSFERS The employees are transferred from one department to another according to their efficiency and experience.6 candidates from all the other sources (like outsourcing agencies etc.) are known as the external sources of recruitment. SOURCES OF RECRUITMENT INTERNAL SOURCES OF RECRUITMENT 1. .
Spirit of competition may be hampered . Reduced scope for fresh talent. 3. PROMOTIONS The employees are promoted from one department to another with more benefits and greater responsibility based on efficiency and experience. 2. 4. Relatively inexpensive 6. Training and skill enhancement 7. Retired and Retrenched employees may also be recruited once again in case of shortage of qualified personnel or increase in load of work. Overcoming surpluses and shortages Disadvantages: 1. Others are Upgrading and Demotion of present employees according to their performance. Employees may become lethargic if they are sure of time bound promotions 3.7 2. Advantages: 1. Employees familiar with the organization 3. Recruitment such people save time and costs of the organizations as the people are already aware of the organizational culture and the policies and procedures. Industrial Peace 5. 5. Motivated employees and Higher morale 2. The dependents and relatives of Deceased employees and Disabled employees are also done by many companies so that the members of the family do not become dependent on the mercy of others. Higher probability of success 4.
5. are a good source of recruiting well qualified executives. PRESS ADVERTISEMENTS: Advertisements of the vacancy in newspapers and journals are a widely used source of recruitment. This source is known as Campus Recruitment. engineering colleges. medical staff etc. LABOUR CONTRACTORS: Manual workers can be recruited through contractors who maintain close contacts with the sources of such workers. Political infighting for promotion EXTERNAL SOURCES OF RECRUITMENT 1. EMPLOYMENT EXCHANGES: Government establishes public employment exchanges throughout the country. The main advantage of this method is that it has a wide reach. UNSOLICITED APPLICANTS: Many job seekers visit the office of well-known companies on their own. engineers. These agencies are particularly suitable for recruitment of executives and specialists. They provide facilities for campus interviews and placements. Such callers are considered nuisance to the daily work routine of the enterprise. 5. It is also known as RPO (Recruitment Process Outsourcing) 4. This source is used to recruit labor for construction jobs. PLACEMENT AGENCIES: Several private consultancy firms perform recruitment functions on behalf of client companies by charging a fee. 3.8 4. But can help . 2. medical Colleges etc. 6. Frequent transfers of employees may reduce the overall productivity of the organization. EDUCATIONAL INSTITUTES: Various management institutes. These exchanges provide job information to job seekers and help employers in identifying suitable candidates.
Also.9 in creating the talent pool or the database of the probable candidates for the organization. Dissatisfaction amongst existing staff 2. More efficient among these may be recruited to fill permanent vacancies. 7. Fresh Talent 4. the office bearers of trade unions are often aware of the suitability of candidates. 8. Costly Process 4. Uncertain Process FACTORS AFFECTING RECRUITMENT . Advantages: 1. Lengthy process (Increased adjustment period) 3. Management can inquire these leaders for suitable jobs. In some organizations these are formal agreements to give priority in recruitment to the candidates recommended by the trade union. Qualified Personnel 2. EMPLOYEE REFERRALS / RECOMMENDATIONS: Many organizations have structured system where the current employees of the organization can refer their friends and relatives for some position in their organization. Wider Choice 3. RECRUITMENT AT FACTORY GATE: Unskilled workers may be recruited at the factory gate these may be employed whenever a permanent worker is absent. Competitive Spirit Disadvantages: 1.
It may involve organizational system to be developed for implementing recruitment programmes and procedures by filling up vacancies with best qualified people. It also helps in determining the number of employees to be recruited and what qualification they must possess. • Preferred sources of recruitment. 3. The internal forces or factors are the factors that can be controlled by the organization. And the external factors are those factors which cannot be controlled by the organization. HUMAN RESOURCE PLANNING Effective human resource planning helps in determining the gaps present in the existing manpower of the organization. If the . THE FACTORS WHICH CAN BE CONTROLLED BY THE ORGANIZATION ARE: 1. • Recruitment costs and financial implications. SIZE OF THE FIRM The size of the firm is an important factor in recruitment process. 2. THE INTERNAL FORCES I. • Government policies on reservations. FACTORS AFFECTING RECRUITMENT POLICY • Organizational objectives • Personnel policies of the organization and its competitors. • Need of the organization.10 The recruitment function of the organizations is affected and governed by a mix of various internal and external forces.E. RECRUITMENT POLICY The recruitment policy of an organization specifies the objectives of recruitment and provides a framework for implementation of recruitment programme.
therefore. GROWTH AND EXPANSION Organization will employ or think of employing more personnel if it is expanding it’s operations. 4. If the company has a demand for more professionals and there is limited supply in the market for the professionals demanded by the company. THE EXTERNAL FORCES ARE THE FORCES WHICH CANNOT BE CONTROLLED BY THE ORGANIZATION. COST Recruitment incur cost to the employer. THE MAJOR EXTERNAL FORCES ARE: 1. which will handle its operations. 5. it will think of hiring more personnel. LABOUR MARKET Employment conditions in the community where the organization is located will influence the recruiting efforts of the organization. 2. SUPPLY AND DEMAND The availability of manpower both within and outside the organization is an important determinant in the recruitment process.11 organization is planning to increase its operations and expand its business. organizations try to employ that source of recruitment which will bear a lower cost of recruitment to the organization for each candidate. If there is surplus of manpower at the time of recruitment. then the company will have to depend upon internal sources by providing them special training and development programs. even informal attempts at the time of recruiting like notice boards display of the .
For example finance was taken up by fresher MBA’s when many finance companies were coming up. Image of a company is based on what organization does and affected by industry. POLITICAL-SOCIAL. Government of India has introduced legislation for reservation in employment for scheduled castes. 5. 4. This restricts management freedom to select those individuals who it believes would be the best performers. Also.LEGAL ENVIRONMENT Various government regulations prohibiting discrimination in hiring and employment have direct impact on recruitment practices. If the candidate can’t meet criteria stipulated by the union but union regulations can restrict recruitment sources. 6. 3. COMPETITORS The recruitment policies of the competitors also affect the recruitment . When the company is not creating new jobs. there is often oversupply of qualified labor which in turn leads to unemployment. trade unions play important role in recruitment. physically handicapped etc. scheduled tribes. IMAGE / GOODWILL Image of the employer can work as a potential constraint for recruitment. UNEMPLOYMENT RATE One of the factors that influence the availability of applicants is the growth of the economy (whether economy is growing or not and its rate). For example.12 requisition or announcement in the meeting etc will attract more than enough applicants. An organization with positive image and goodwill as an employer finds it easier to attract and retain employees than an organization with negative image.
To face the competition. many a times the organizations have to change their recruitment policies according to the policies being followed by the competitors. HEAD HUNTING Headhunting refers to the approach of finding and attracting the best experienced person with the required skill set. .13 function of the organizations. Headhunting involves convincing the person to join your organization.
14 Headhunting Process .
it is important to have a clear and concise recruitment policy in place. . which can be executed effectively to recruit the best talent pool for the selection of the right candidate at the right place quickly. A clear and concise recruitment policy helps ensure a sound recruitment process.15 RECRUITMENT POLICY OF A COMPANY In today’s rapidly changing business environment. It specifies the objectives of recruitment and provides a framework for implementation of recruitment programme. Components of the 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 A recruitment policy of an organization should be such that: It should focus on recruiting the best potential people. Creating a suitable recruitment policy is the first step in the efficient hiring process. a well defined recruitment policy is necessary for organizations to respond to its human resource requirements in time. It may involve organizational system to be developed for implementing recruitment programmes and procedures by filling up vacancies with best qualified people. Therefore.
Transparent. The outsourcing firms help the organization by the initial screening of the candidates according to the needs of . Weightage during selection given to factors that suit organization needs. Preferred sources of recruitment. Recruitment costs and financial implications. Integrates employee needs with the organizational needs. To aid and encourage employees in realizing their full potential. RECENT TRENDS IN RECRUITMENT 1. Optimization of manpower at the time of selection process. Defining the competent authority to approve each selection. the HR processes are being outsourced from more than a decade now. A company may draw required personnel from outsourcing firms. Unbiased policy. Factors Affecting Recruitment Policy Organizational objectives Personnel policies of the organization and its competitors. task oriented and merit based selection. Need of the organization. Government policies on reservations.16 To ensure that every applicant and employee is treated equally with dignity and respect. Abides by relevant public policy and legislation on hiring and employment relationship. OUTSOURCING In India.
Performance management outsourcing involves all the performance monitoring. the HR processes are being outsourced from nearly a decade now. Outsourcing firms develop their human resource pool by employing people for them and make available personnel to various companies as per their needs. Outsourcing the human resource (HR) processes is the latest practice being followed by middle and large sized organizations. Many organizations have started outsourcing its recruitment process i.e. In turn. In India. transferring all or some part of its recruitment . knowledge and best methods and practices.17 the organization and creating a suitable pool of talent for the final selection by the organization. It is being witnessed across all the industries. Outsourcing industry is growing at a high rate. This has given rise to outsourcing the various HR functions of an organization. management being outsourced from a third party or an external organization. measurement. Human resources business process outsourcing (HR BPO) is a major component of the worldwide BPO market. the outsourcing firms or the intermediaries charge the organizations for their services. relevant experience. Human Resource Outsourcing refers to the process in which an organization uses the expert services of a third party (generally professional consultants) to take care of its HR functions while HR management can focus on the strategic dimension of their function. HR Consultancies such as Ma Foi and Planman Consulting provide such services through expert professional consultants. The functions that are typically outsourced are the functions that need expertise.
organizations are able to improve the quality of the recruits and the speed of the whole process. With the experience. More and more medium and large sized organizations are outsourcing their recruitment process right from the entry level jobs to the C-level jobs. According to a recent survey. Outsourcing also gives a structured approach to the whole process of recruitment. the number of companies outsourcing their recruitment processes is increasing at a very fast rate and so is the percentage of their total recruitment processes being outsourced. outsourcing enables the human resource professionals of organizations to focus on the core and other HR and strategic issues. Also. However. only 8-10 per cent of the Indian companies are complete recruitment processes. who outsource their recruitment process. It is commonly known as RPO i. the activities that consume almost 70 per cent of the time of the whole recruitment .18 process to an external consultant providing the recruitment services. with the ultimate power of decision making of recruiting with the organization itself. The present value of the recruitment process outsourcing industry (RPO) in India is estimated to be $2. One of the major advantages to organizations.e. is that it helps to save up to as much as 40 per cent of their recruitment costs. Outsourcing organizations strive for providing cost saving benefits to their clients. The portion of the recruitment cycle that is outsourced range from preparing job descriptions to arranging interviews.5 billion and it is expected to grow at the annual rate of 30-40 per cent for the next couple of years. expertise and the economies of scale of the third party. recruitment process outsourcing.
. Outsourcing the recruitment processes for a sector like BPO. the trend of outsourcing recruitment is also catching up fast.19 process. can help the companies in BPO sector to save costs tremendously and focus on other issues like retention. Yes bank is also known to outsource 50 per cent of its recruitment processes. which faces an attrition of almost 50-60 per cent. For example: Vodafone outsources its recruitment activities to Alexander Mann Solutions (RPO service provider). Wipro has outsourced its recruitment process to MeritTrac. The job seekers are also availing the services of the third parties (consultants) for accessing the latest job opportunities. In India.
20 Outsourcing Process .
21 How to Select a Recruitment Consultant .
clients? long has he/firm been in the business) resources to complete the targets on time? the recruitment consultant from its current and past clients. An organization looks for various considerations and qualities before selecting the suitable recruitment consultant. The reputation of the consulting firm in the job Who are the consultant’s or firm’s past and present Consultant’s expertise and experience (from how Does the recruitment consultant have the requisite Get the idea of the effectiveness and the services of market (based on expertise and experience). there are thousands of consulting firms (consultancies) as well as freelance consultants working independently.22 If an organization decides to outsource its recruitment processes or activities. Today. Qualities of an independent recruitment consultant: Marketing skills Flexibility and adaptability Wisdom Exuberance Ability to prioritize Ambition Resourcefulness Diplomacy/ delicacy Selecting the right recruitment consultant is essential for the effective recruitment processes. which can deliver results according to the needs of the organization. it is very important to find and select a suitable recruitment consultant or consultancies. A successful .
Advantages of outsourcing are: Outsourcing is beneficial for both the corporate organizations that use the outsourcing services as well as the consultancies that provide the service to the corporate. works harder and smarter than competitors and continually set and achieve higher standards. POACHING/RAIDING “Buying talent” (rather than developing it) is the latest mantra being followed by the organizations today. The advantages accruing to the corporate are: turning the management's focus to strategic level accessibility to the expertise of the service providers freedom from red tape and adhering to strict rules optimal resource utilization structured and fair performance management. Poaching means employing a competent and experienced person already working with another reputed company in the same or . hence. a satisfied and. operational flexibility and competitive processes of HRM and regulations advantage 2. outsourcing provides business opportunities to the service providers. and able to create opportunities for him.23 Recruitment consultant is someone who is determinative. focused. Apart from increasing their revenues. highly productive employees value creation. enhancing the skill set of the service providers and exposure to the different corporate experiences thereby increasing their expertise.
Alternatively job seekers place their CV’s in worldwide web. Indian software and the retail sector are the sectors facing the most severe brunt of poaching today.recruitment is the use of technology to assist the recruitment process.e. . 3. It has become a challenge for human resource managers to face and tackle poaching. The job seekers send their applications or curriculum vitae i. better than the current employer of the candidate. E-RECRUITMENT Many big organizations use Internet as a source of recruitment.24 different industry. They advertise job vacancies through worldwide web. which can be drawn by prospective employees depending upon their requirements. The two kinds of e. posting the position with the job description and the job specification on the job portal and also searching for the suitable resumes posted on the site corresponding to the opening in the organization. A company can attract talent from another firm by offering attractive pay packages and other terms and conditions.e. CV through e mail using the Internet. But it is seen as an unethical practice and not openly talked about.recruitment that an organization can use is – Job portals – i. E. where the ‘passive’ job seekers can submit their resumes into the database of the . as it weakens the competitive strength of the firm.Companies have added an application system to its website. Creating a complete online recruitment/application section in the companies own website. the organization might be a competitor in the industry.
payroll etc. as and when the roles become available. system should be integrated and the system should have a back-end support. Online recruitment helps the organizations to automate the recruitment process. the jobs can be posted on the site almost immediately and is also cheaper than advertising in the employment newspapers. Sometimes companies can get valuable references through the “passers-by” applicants. qualifications.) of the job. Also. . save their time and costs on recruitments. experience. Online recruitment techniques Giving a detailed job description and job specifications in the job postings to attract candidates with the right skill sets and qualifications at the first stage. E-recruitment should be incorporated into the overall A well defined and structured applicant tracking recruitment strategy of the organization. Along with the back-office support a comprehensive website to receive and process job applications (through direct or online advertising) should be developed.25 organization for consideration in future. Job sites provide a 24*7 access to the database of the resumes to the employees facilitating the just-in-time hiring by the organizations. Resume Scanners: Resume scanner is one major benefit provided by the job portals to the organizations. It enables the employees to screen and filter the resumes through predefined criteria’s and requirements (skills.
Organizations adopt different forms of recruitment practices according to the specific needs of the organization.” Advantages of recruitment are: Low cost. Centralized from of recruitment is commonly seen in government organizations. The organizations can choose from the centralized or decentralized forms of recruitment. business. Recruitment decisions for all the business verticals and departments of an organization are carried out by the one central HR (or recruitment) department. it can be said that e- recruitment is the “Evolving face of recruitment. FORMS OF RECRUITMENT The organizations differ in terms of their size. A few decisions by the recruitment professionals can affect the productivity and efficiency of the organization.26 Therefore. Benefits of the centralized form of recruitment are: Reduces administration costs Better utilization of specialists Uniformity in recruitment . Efficiency of recruitment process. to conclude. Recruitment of right type of people. processes and practices. No intermediaries Reduction in time for recruitment. explained below: Centralized Recruitment The recruitment practices of an organization are centralized when the HR / recruitment department at the head office performs all functions of recruitment.
With diverse and geographically spread business areas and offices. HR CHALLENGES IN RECRUITMENT Recruitment is a function that requires business perspective. The HR professionals – handling the recruitment function of the organization. marketing skills (as to sell the position to the candidate) and wisdom to align the recruitment processes for the benefit of the organization. Lower level staffs as well as top level executives are recruited in a decentralized manner. The biggest challenge for such professionals is to source or recruit the best people or potential candidate for the organization.are constantly facing new challenges.27 Interchangeability of staff Reduces favoritism Every department sends requisitions for recruitment to their central office Decentralized Recruitment Decentralized recruitment practices are most commonly seen in the case of conglomerates operating in different and diverse business areas. ability to find and match the best potential candidate for the organization. . expertise. In some cases combination of both is used. it becomes important to understand the needs of each department and frame the recruitment policies and procedures accordingly. diplomacy. Choice between the two will depend upon management philosophy and needs of particular organization. Each department carries out its own recruitment.
3. i. competition in the market etc. In an already saturated job market. Process analysis – The immediacy and speed of the recruitment process are the main concerns of the HR in recruitment. Quid Pro Que . Even if the organisation is achieving results. the changes taking place across the globe. the job market has undergone some fundamental changes in terms of technologies. TYPES OF JOB SEEKERS 1. Strategic prioritization – The emerging new systems are both an opportunity as well as a challenge for the HR professionals. Lack of motivation – Recruitment is considered to be a thankless job. They have to face and conquer various challenges to find the best candidates for their organizations. adaptive and responsive to the immediate requirements. HR should maintain the timeliness of the process 2. sources of recruitment. The recruitment process should also be cost effective. The major challenges faced by the HR in recruitment are: 1.28 In the last few years.recruitment. where the practices like poaching and raiding are gaining momentum. 4. HR department or professionals are not thanked for recruiting the right employees and performers. HR professionals are constantly facing new challenges in one of their most important function. reviewing staffing needs and prioritizing the tasks to meet the changes in the market has become a challenge for the recruitment professionals. Adaptability to globalization – The HR professionals are expected and required to keep in tune with the changing times. The process should be flexible.e. Therefore.
and expect higher rewards. A successful recruitment strategy should be well planned and practical to attract more and good talent to apply in the organization. The level of performance of and organization depends on the effectiveness of its recruitment function. I will do you what you want These people are concerned about how meaningful the job is and they define meaning parameters criteria known by previous job.29 These are the people who say that “ I can do this for you. A good decision will help cut down employee retention costs and future recruitment costs. Importance is given to brands. 4. higher risks. 2. what atmosphere do you offer. I will be with you These people like to be with big brands. Organizations have developed and follow recruitment strategies to hire the best talent for their organization and to utilize their resources optimally. what can you give me” These people value high responsibilities. personal development and company profiles doesn’t matter to them. 3. . Career prospects and exciting projects don’t entice them as much. Where do you want me to come These people observe things like where is your office. RECRUITMENT STRATEGIES Recruitment is of the most crucial roles of the human resource professionals. culture mission etc. It is the responsibility of the recruiter to decide what the employee might face in given job and thus take decision. They are not bothered about work ethic.
unemployed. The candidate’s experience can range from being a fresher to experienced senior professionals. Therefore. the strategy should cover the following elements: 1. there is a need to identify the positions requiring immediate attention and action. Trained recruiters The recruitment professionals conducting the interviews and the . Identifying and prioritizing jobs Requirements keep arising at various levels in every organization. top performers of the industry etc. To maintain the quality of the recruitment activities. 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.30 For formulating an effective and successful recruitment strategy. Experience level required: the strategy should be clear as to what is the experience level required by the organization. This covers the following parameters as well: Performance level required: Different strategies are required for focusing on hiring high performers and average performers. Sources of recruitment The strategy should define various sources (external and internal) of recruitment. 2. different industry. Category of the candidate: the strategy should clearly define the target candidate. It is impossible to fill all the positions immediately. He/she can be from the same industry. it is almost a never-ending process. 3. it is useful to prioritize the vacancies whether to focus on all vacancies equally or focusing on key jobs first.
.e. How to evaluate the candidates The various parameters and the ways to judge them i. The features. 4. payroll and other systems. accurate and reliable processing of applications from various applications. psychometric tests etc.31 other recruitment activities should be well-trained and experienced to conduct the activities. RECRUITMENT MANAGEMENT SYSTEM Recruitment management system is the comprehensive tool to manage the entire recruitment processes of an organization. Like the rounds of technical interviews. functions and major benefits of the recruitment management system are explained below: Structure and systematically organize the entire recruitment processes.g. Just like performance management. HR interviews. Recruitment management system helps to contour the recruitment processes and effectively managing the ROI on recruitment. unbiased. the entire recruitment process should be planned in advance. Helps to reduce the time-per-hire and cost-per-hire. Recruitment management system helps to incorporate and integrate the various links like the application system on the official website of the company. Recruitment management system facilitates faster.: behavioral. It is one of the technological tools facilitated by the information management systems to the HR of organizations.) to focus while interviewing and selecting a candidate. technical etc. written tests. They should also be aware of the major parameters and skills (e. the unsolicited applications.
Recruitment management system provides and a flexible. Offers tolls and support to enhance productivity. Recruitment management system maintains an automated active database of the applicants facilitating the talent management and increasing the efficiency of the recruitment processes. solutions and optimizing the recruitment processes to ensure improved ROI. automated and interactive interface between the online application system. The Recruitment Management System (RMS) is an innovative information system tool which helps to sane the time and costs of the recruiters and improving the recruitment processes. Recruitment management system helps to communicate and create healthy relationships with the candidates through the entire recruitment process.32 outsourcing recruitment. the final decision making to the main recruitment process. . the recruitment department of the company and the job seeker.
will not be “jobless. He would probably concede. unlike the recovery in the U. that soon-to-be-relic of a simpler time. and fast. That said. Predicting the future of recruitment is as difficult as predicting new ways that Kanye West can embarrass himself.” The sheer mass of unemployed. let alone prepared for. most companies posted ads in the newspaper. Since then.. which means that employers should look at how to . a little thing called the internet (not to mention its social media offshoots) has changed the field of recruiting as much as it has changed the music industry. Patti Smith and Sean “Puffy” Combs could teach us all something about recruiting.S. but there are a few areas that job seekers and employers should watch in 2010. that finding great talent – whether you run a record label or a small business – isn’t what it used to be. under-employed and others who have parked themselves in their current jobs to wait out the tough times mean that 2010 will still be an employer’s market. A decade ago.33 Recruitment trends in 2010 The man who launched the careers of Whitney Houston. The depth and scope of job cuts during the last 18 months means that the spike in turnover will be higher than other recent downturns. Recruiting evolves. prepare for the biggest movement of resources in recent memory. some companies will have turnover at levels they have never seen. The latest economic forecasts suggest that Canada’s recovery. however. Janis Joplin. Forecasting when the turnover will peak is difficult. Number #1: The Recovery Thanks to the recession.
highly trained workers. therefore. Twitter has already become a great way to find positions. Number #3: Outsource This As companies forego the overhead cost of rebuilding anemic HR departments. Number #2: Look Long. Some fields such as marketing and communications. Look Hard Just because a recession is over doesn’t mean companies are going to spend more money to find people. the broader trend toward outsourcing and “projectization” will affect recruiting. will need to be able to prove their value upfront. may require you to master social media platforms to position yourself as an expert in your field.34 retain key staff – the ones holding the company together – so they have their strongest employee base when the recession is truly over. and companies in these areas will continue to recruit heavily. will need to make it part of their search strategy. meanwhile. Some sectors such as healthcare and law enforcement require specific. Most industries still don’t recognize recruiting as an integral long-term strategy to generate revenue. Number #4: Social Media Rules Just because you’re sick of hearing about social media doesn’t mean you can ignore it. In 2010. The traditional post-and-pray tactic – post the job and hope the right person finds it – is more and more replaced by the prey-andsell method of headhunters. access to capital will be tight – and the capital that is available will go toward projects that generate direct revenue. Job seekers should look to thirdparty and virtual recruiters for opportunities. Job seekers. for instance. Number #5: It’s Not Just Who You Know Posting positions will still be an efficient way of finding interesting candidates. The good people are the first to move when times are tough. There is no significant difference between posting a job opening on an online board now and posting it in a newspaper or . and this is unfortunate. not just directly to potential employers. Recruiters have recognized the power new online tools give them to reach a wider talent pool of candidates who are not actively looking. Unlike the lavish spending in the early 2000s. Job seekers. more employers will catch on to social media’s greatest contribution: building relationships with candidates.
. but potential candidates who may not even know they are being targeted. Recruiters will need to become part-time sleuthes. Who knows when – or if – companies will eventually accept job applications from your iPhone. Number #7: Mobile Recruiting The final trend is more of a shot-in-the-dark: recruiters will be trying to reach more and more Gen X and Yers and the oldest of the Digital Generation where they live: on their smartphones. often working with little upfront information about people who aren’t actively looking for a new job. While general online job boards may become extinct. These new tools will need to include ways to track not only candidates who have are actively seeking work and have.35 employment office a decade ago. Number #6: Next-Generation Management Like job seekers. the next step for recruiters is to adapt to new tools. niche job boards aren’t going anywhere.
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