Recruitment

Recruitment is the discovering of potential applicants for actual or anticipated organizational

vacancies. It means it is a process how we explore, discover and identify potential candidates
from the marketplace or organization. It occurs for two reasons. One is we have actual vacant
position in the organization. Another is anticipated organizational vacancies which means in
this year 15 employees will retire, sensing or anticipating that we go for recruitment.

Recruitment is the process off exploring and searching prospective employees and providing
them stimulus to apply for specific positions in an organization, through varied internal and
external sources. It is the development and maintenance of adequate manpower sources.
Here, process off exploring means internal sources and external sources. searching
prospective employees means right candidate, potential candidate. Providing stimulus
depends on entry, mid or senior level. For entry level salary, mid-level job security and senior
level benefits would be the stimulus. It’s important to provide stimulus.

In practice, recruitment methods appeared to vary according to job level and skill.
Recruiting human resources: Here we will focus on three areas. they are-
1. Personnel policies or HR policies
2. Recruitment sources
3. Characteristics of the recruiter

Personnel policies:
1. Recruiting from within or outside the company: when a position is empty, do we
recruit internally from the company or outside from the market. It’s necessary to
decide here. Ex: Bond Foods Limited hire from the market, we don’t depend on
internal workforce. On the contrary we also recruit internally when a position is
vacant because we require to explore our workforce in order to fill out that position.
2. Pay strategies: Do we have a pay structure or not. HR department have to prepare a
perfect wages & salary structure for the employees. We have to work on incentive pay
also. For the future of every employee, it’s better to ensure insurance policy. There
should be a vacation leave administration. Moreover, retirement plan for employees,
profit sharing on a certain time & stock plans for employees is very important issue
for HR department.
 3. Employment at will versus due process policies: There are two perspective here. One
is employee perspective. As an employee I can leave the organization any time, I
don’t require to give advance notice. It’s called employment at will employee
perspective. On the contrary, another one is anytime organization can say please don’t
come from tomorrow and they don’t need to give notice to the employee. It's called
employment at will employers’ perspective.
Due process policies are the traditional method of recruitment. Such as giving
advertisement, written test, viva test, interview medical and recruit someone and also
when company want to sack someone. It’s called due process.
4. Image advertising: It is important in HR policy, how we are highlighting our
organization through advertisement by using sources. Ex: Grameen phone, British
American Tobacco, Unilever highlight their organization through advertisement and
promotion. They offer challenging job, foreign assignments and so on. Image
advertisement also important how we are highlighting our organization in order to
attract the right people or the challenging people or the people we want.
Sources of recruiting employees
1. Internal recruiting
Advantages:
i. Internal recruiting helps us to building up model of the employees, motivating
and encouraging them to rise above their present positions. It means the
workforce will be boost and their morale will be built up. It will give them
strength and they will be loyal to the organization.
ii. It is simple and cost effective compared with external recruitment process. If
we rely on internal workforce it is cost effective, time saving, no need to
provide training, orientation. Internal employee can join next morning because
he or she has existing knowledge about the company.
iii. Are well aware of the company's policies, activities and its objectives
iv. Creates a sense of security among employees. If we rely on the internal work
force, a sense of security will be created among the employees. Then they will
feel confident to work.
v. Help in the maintenance and continuance off are satisfied and a stable
workforce
vi. Create feelings loyalty begets loyalty. If company is loyal to the employees,
they will also be loyal to the company. it is called loyalty begets loyalty.
Disadvantage:
i. Some specialized types of new job openings, suitable and matching personnel
may not be available from within the company. Example: High level senior
management should be hired from out of the company or from other
companies. Here it's not possible to hire from within the company.
ii. With the technological developments and expansion of the company's
activities, more than often it becomes absolutely necessary to seek
experienced and much qualified personnel to fill in the new vacancies from
external sources.
iii. Promotions and transfers within the company may create dissatisfaction and
resentment in the minds of the employees. It occurs in most of the companies.
Example: When we promoted a dishwasher as line chef in the restaurant’s
kitchen other 5 dishwasher were dissatisfied.
Internal sources of candidates: here we have several methods to find the internal
candidate. they are discussed below:
i. Job posting: Job posting means publishing the open job to employees usually
by literally posting it on company intranets or bulletin boards. these postings
list the jobs attributes, like qualifications, supervisor, work schedule and pay
rate. Example - They may reveal the company’s recruiters those employees
who have the right background for the open job. The employer’s system
therefore matches the best inside candidate with the job.
Preparing a job circular, we can publish it on the notice board. For large
company we can use intra mail.
ii. Rehiring: Rehiring someone who left your employer has pros and cons.
Former employees are known quantities and are already familiar with how we
do things. On the other hand, employees who we let go may return with
negative attitudes. So, we need to make an inquiry about what they did during
the layoff and how they feel about returning. After a probationary, we have to
credit them with the years of service they had accumulated before they left.
Ex: I have worked in Let’s Go Tech limited as Operations Executive and left
in 2019. Now, they are hiring for Senior Manager position and called me to
join with best facilities and wages plan. If, I agree to join then, this process
would be called rehiring.
 iii. Succession planning: Succession planning is the ongoing process of
systematically identifying, assessing and developing organizational leadership
to enhance performance. Through this company make plan to develop the
employee’s career. It also includes:
Talent Management:
a. Identifying and analyzing key jobs
b. creating and assessing candidates
c. selecting those who will fill the key positions
iv. Personnel records: If the organization is small than we can go to the HR
department to explore candidates for the vacant position.
On the contrary if the organization is large than we have to search in the
software maintained by the company. Nowadays we use software like ERP
Next to manage employee records. Whenever we need, we can look into each
and every file maintained by the HR manager

2. External recruiting sources of candidates: Employers can't always get all the
employees they need from their current staff, and sometimes they just don't want to.
we will look at the sources farms uses to find out candidates outside of the
organization.
For entry level positions we go for external recruiting. externalities sources of
candidates also include or applied for specialized upper-level positions. However,
bringing in outsiders may expose the organizations to new ideas or new ways of doing
business. for external recruiting, internal recruitment can wind up with a workforce
whose members all think alike and therefore maybe poorly suited to innovation

a. Direct applicants and referrals: Direct applicants are also called casual, walk in
or unsolicited applicants. Direct applicants are people who apply for a vacancy
without prompting from the organization. Ex: no one instructed me to apply in
Bond foods limited, I personally think that my skills and ability can serve the HR
Department. So, I prepared my CV and dropped it to the HR manager of Bond
Foods Limited. No one prompted me to apply but I applied. This particular
process is called direct applicant or unsolicited applicant.
On the contrary, referrals are people who apply for a vacancy because someone in
the organization prompted them to do so. Ex: I am working in Bond Foods
 Limited and we are planning to hire 5 management trainees. I informed everyone
to apply for the position in my University who have completed their Graduation
and about to finish MBA. It is called referring.

Direct applicants and referrals have some pros and cons. They are given below:
i. To some extent already sold on the organization
ii. Social networks help job seekers and simplifies recruitment for employers
iii. Cost less compared to other external sources
iv. Best sources of new hire
v. Limit the likelihood of exposing the organization to fresh viewpoints
vi. People tend to prefer others who are like themselves
vii. Contribute to hiring practices that are unfair and leads to nepotism

b. Advertisements in newspaper and magazines: Advertisement is a great source

to hire candidates from outside. Through advertisement we have a high chance to
reach every potential candidate. Here, we have to use the classified page of the
newspaper. In every newspaper there is a dedicated page for job hunters.

Disadvantage:
i. Huge application: one of the disadvantages of advertisement is accepting huge
application from the candidates. At that time, we have to form a committee to
shortlist or sort out the potential candidates.
ii. Time consuming: it's very time consuming to sort out the potential candidates
from huge application.
iii. Greater expense: It is expensive to live circular in the newspaper. now it is
newspaper charges for every word. so it is expensive for the company to give
circular in the newspaper.
iv. Increase the effectiveness of recruitment through advertising
v. Common medium of advertising jobs is the classified section of newspaper
vi. Some employers advertise on television and cable television.
c. Electronic recruiting
 Advantage: It is very cost effective and time saving for the company. We can use
it as a pole, whenever we need, we can just pick and to go forward selection
process.
Disadvantage: If we are not known company then it can be a failure. no one will
apply or won’t get to know about our vacancy announcement.
i. Posting career information at company websites. Now it is every company
have their own website. there is a career option in the page. companies give
hiring circular on that career menu.
ii. Company uses of domain name with a job’s extension on the company
websites
iii. not so successful for smaller and less well-known organizations
d. Public employment agencies
i. Local employment agencies: The largest public employment agency in
Bangladesh is Public Service Commission (BPSC). On behalf of government
most of the managerial positions are usually recruited by BPSC. We use this
public agency is a source of recruitment. Here, first is cost effective to some
extent, they are neutral, they are professional in recruitment so we can expect
professional judgment from the secret source.
Here the disadvantage is, it is very time consuming. It is very challenging to
manage he use applications because many applicants apply here.
ii. State employment agencies:
iii. Central employment agencies
e. Private employment agencies - It's a booming business in Bangladesh right now.
On behalf of the organization, I am giving responsibility two higher potential
candidate to third party. Here, we can expect to get the right people. In
Bangladesh bdjobs is one of the private employment agencies.
Advantage: One of the advantages is they know where these candidates are.
Secondly, they are highly professional. third is we can expect neutral judgment.
Fourth is, we can engage our existing work force for core business. It will give us
efficiency and effectiveness.
Disadvantage: Number one disadvantage is it's expensive.
i. Primarily serve the white-collar labor market
ii. Sign up with a private employment agency
iii. Private agencies charge the employers for providing reference
iv. It's more expensive compared to public agency. We have to pay service
charge. Moreover, if we select their candidates then we have to pay huge
amount of money per employee. Normally in the market the rate is basic
salary*1.5
v. Often called headhunters
vi. Serve as a buffer
vii. Provide confidentiality between the employer and the recruit
f. Temporary agencies and alternative stuffing - The nature of business demands
huge number of employees for two or three months. Rest of the year we do not
require that number of employees. At that time temporary agencies give us
temporary employees. It is also called labor supply agencies for alternative
stuffing. Ex: Japan Tobacco require huge employees after collecting there leaf’s
for processing.
Here, we do not require to pay them high salary like the permanent employees.
i. part time or just in time workers through temporary help employment agencies
Here, we do not require to pay them high salary like the permanent employees.
ii. High productivity Secondly, they are highly motivated to work.
iii. A trial run before hiring them as regular employees. Those who work well
companies hire them for long run.
g. College and universities
i. Placement services
ii. on campus interviewing
iii. important source for entry level professional and managerial vacancies
iv. strong reputation record
v. job fair of recruiters
vi. in expensive means of generating recruit