3 Staff Recruitment Cras ae ee Every organisation requires well-qualified and motivated staff to function effectively. Therefore, recruitment, selection, training, motivation, etc. of staff is an important area of management This part of management is called Personne! Management or Human Resource Management. Personnel management involves procurement, development, compensation, integration and maintenance of staff for the purpose of achieving the organisation's objectives. Procurement of staff consists of manpower planning, recruitment, selection and placement. Manpower planning or human resource planning means scientifically estimating the number ani type of employees that the organisation will require during a specified period of time in future. ‘Once the needs for staff are determined, the processes of recruitment and selection are started aA MEANING AND DEFINITION OF RECRUITMENT Recruitment means identifying the sources of required staff and contacting the sources to attract the sufficient number of candidates from which the choice can be mad. ‘According to Edwin Flippo, “recruitment is the process of searching for prospecive “employees and stimulating them 0 apply for jobs in the organisation.” tn the werd ‘of Dale Yoder, “Recruitment is a process to discover the sources of manpower 1 ‘mee! the requiremems of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of @% ‘efficient working force.” 92 CHARACTERISTICS OF RECRUITMENT ‘These definitions reveal the following characteristics of recruitment : a Undpbinad pens © eenuument 4s. pressor a serics of activities rather than a single act or event “activities in this process are described under the next heading.) vl ode gule-Wadi Reeriment is a linking activity as it brings together those wit jbs (employ pens ‘seeking jobs (prospective employees). as ee a ion as it seeks to develop a pool of eligible persons 0” met the ‘of people required 10. Gv) The basic purpose of recruitment is to locate the SOwWress 1 PMT atin job requirements and to attract such people 10 offer themseh “organisation. aay eetyy (v) Recruitment is an important function as it makes it possible yp of ans peer rte enim tonne ee and reoritment of employees is particularly imporant in Talia besnee ey eet mismatch between the jobs andthe person are greater, Due to wdereag sane the job seeker tends 10 accept any job irrespective of his suitability ties (vi) Reerviment is & Detvasive function as all organisations engage in reeriting activity But the volume and nature of recruitment : ecruitment varies with the size, nature and envi of the particular organisation. al Sy (vii) Recruitment is a two-way process, It takes a reemuiter and a recruitee, Just as the recruiter has a choice whom to recruit or not, similarly the prospective employee can choose for which organisation to apply for a job, | (viii) Recruitment is a complex job because too many factors affect it. For example, image of the organisation, nature of jobs offered, organisational policies, working conditions and compensation levels in the organisation, rate of growth of the organisation, past recruitment record, employment conditions in the community, trade union attitudes, labour laws, culture and environment (e.g, sons of the soil), Government policies (c.g reservation for SC/ST). Most of these factors serve as constraints restricting the freedom of management in recruitment. The purpose of recruitment is to attract a sufficiently large number of candidates so that the most suitable persons ean be selected. Recruitment is a positive process because it creates @ pool of é candidates from a good choice may be made to fill job vacancies in the organisation. Recruitment . po precedes selection and sound recruitment is essential for good selection of staff; t Teoruitment involves the following activities a (i) Identifying the sources from which adequate mumber of qualified candidates can be obtained, Gi) Assessing the suitability of different sources and choosing the most appropriate source. (iii) Contacting the chosen sources and encouraging the prospective candidates. to offer nd themselves for employment in the organisation. 94 SOURCES OF RECRUITMENT There are two main sources of recruitment of staff : ida eee Peete ad 364 Internal Sources , ie Internal sources of recruitment consist of the people who are working or have worked in the rds cenierprise, Internal sources are given below : 1. Promotion ; Promotion means shifting an employee from a lower job 10 a higher job of involving increase in pay, status and responsibilities. For example, a factory worker may ee be promoted to the post of factory supervisor. Vacancies at higher levels may be filled i ls. up by promoting employees working at lower evel : Transfer + Transfer means shifting an employee ftom one job to another similar job without increase in pay, status and responsibilities Job vacancies in one factoryoranch may be filed through transfer of surplus staff from another factory or branch + in the company’s employment 2, 3. Ex-Employees : In some cases people who were cat ny ent a may wee on “These are called exsmplayess, They may come ba on th id ‘own, Alternatively, the company may contact them ee . 4, Recommendations by Employees : Applicants introduced by present employ i ch applicants i ati to be a good source of reenuitment, Sucl a eu eer eanes because their backround is paly Known. A type of ce ‘sereening takes place because the present employees ea both, (eee ie ver ihe coaaiacen cad umey vould ey (0 sana both, Many tmly-owned concerts i i snded by the employees as the later stanc a! Bive preference to the candidates recomme : feobE —~_—_——s—seE@eEN Some organisations have agreements with the trade and friends of present or retired employees provid ae ey sureties for the new recruits. and experience. Trade unions are an i an important so to pive preference to relatives 4 possess the necessary qualifications Pr recruiting workers in factories. Merits: Intemal recruitment offers the following advantages = _ (i) Filling vacancies for higher jobs by promoting employees from within the o oe i) eile ale of the employees. This induces lovally angie oa to motivate and improve the mor (i) Intemal recruitment helps to minim ach t promotion and the work-foree is more satisfied. > © ae tbe People ait (i) It is a cheaper soutee of recruitment. Full information about the candidates is alread avaiable Tne and money need not be spent on advertising of vacancies, tes i interviews, checking references, etc. ead (iv) Candidates working in the organisation do not require induction training. Th — familiar with the organisation and with the people working in it. SY Demerits ji ee ao drawbacks : “ass may be in — breedii ae j E - candidates may not eae as fresh Biot remaeie © not obtained. Internal (i) Unsuitable candidates may be promoted iti SS to positions of higher responsibility because the - Gii) The employees may become jc i pe ave lethargic if je ieee ‘be infighting among those who aspire foe giz oF tune bound prenotions: oa hoy £2 intemal recruitment cannot be a complete Seen vortun the oreanieatiog, = ‘extemal recrutment at some stage because ll vac Wet The cnerenis a cia all vacancies cannot be filled from within 362 External Sources ‘External sources mean recruitment of people from outside the enterpri a Dent are given below : ‘outside the enterprise. Various extemal souroes weie the placement cell of the educational institute in recruit persons become available very quickly without am Re institution gains because its students get jobs f jent and selection. Well-educated out any adverisement. The educational is why campus recruitment has become very popular, particalasiy iv cannon: That ee ppular, particularly in cases where prior 3, Employment Exchanges : The Government of India has set up employment exchan; yyment exchanges hy throughout the country to tackle the unemploymer fe addresses and other particulars of job Se wie lem. They register the names, ie] iE ae 2 refer the names of suitable endidaten, :mployment exchanges carry out some scree Fe employment exchanges also provide counseling and research servic See oe an ae ee are generally outdated and many ofthe candidates rea yan (o not turn up for the interview. Employment e ae Daren eady fe coun, emilee | ee ear ate © 20 scutes f reeruitent f, Placement Agencies : Several recruitment agencies like ABC Consultants, AF. Ferguson ociates, S.B. Billimoria Co. etc. provide recruitment and selection services. The employer can hire such an agency to do the complete job of recruitment. The agency will | advertise the job, receive and screen applications and select suitable persons and short- Tonal list them. The employer saves his time and effort and gets the benefit of the agency's expertise. His identify is also kept secret. But the agency charges a substantial fee. This a ‘ource of recruitment is employed for recruitment of senior managers. > ump Casual Callers : (Many well-reputed business organisations draw a steady stream of ms unsolicited applicants in their office) Such job-seekers can be a valuable source of manpower. ( waiting list of such visitors may be prepared and they may be screened to fill the vacancies as they arise. The advantage of this source of recruitment is that it 2sort avoids the cost of recruitment from other sources. However, unsolicited applicants may ithin become a disturbance in the daily routine of the enterprise) ‘Gate Hiring or Direct Recruitment :[Under this source of recruitment, notice is placed on the noticeboard of the enterprise specifying the details of the jobs available. Job seekers assembly outside the premises of the organisation on the specified date and selection is pe done on the spot, This is also known as recruitment at factory gate. The practice of direc cone ment if followed usually for casual vacancies of unskilled or semi-skilled jobs. 7 Small workshops recruit turers, fiers, welders, etc. through this soures) Reeruitnent oa of soldiers in the army is done at the Bharti Daftar Fat (Labour Contractors : Labour contractors maintain close contacts with labourers and be) they can provide the required number of workers at short notice. In some CATE employees rencetice conve as contractors for the supply Of worker) Labour comratior ces ure i itment i i in India. They are known by an important source of recruitment in many industries 17 ; different names such as Sardar, Mukaddam, Thekedar, etc. fhe disadvantage of te system is that if the contractor decides to leave the enterprit. all the workers recruit through him also leave the organisation! The popularity of this system of recruitment is declining in India. ET esis ses | External sources of recruitment offer the following advantsees () Eaten creas eeu avery wide bore of be seaates mam ee ey the desired qualifications. iy 3 = Gi) External recruitment provides people with new ‘ideas and special skills needed to cope _ bin with new challenges. 29 DY") le , a : nges i i they have 10 compete for <— gent (ii) External recruitment challenges internal candidates as a ee GN promotion, 22) sonnet bE Lewd!- Gv) All erally. racancies created by promoti ! (0) A i at ea of 2 ae pe filled from outside — tv) ne etree Ba 0 recruit all ies we ous Ne eL alAD ee nee Ay cay of recruitment suffer from the following limitations + ‘consuming and ©) ive because tests, int te VIEWS, fet ling of igs eve vasanes rom onside Recruit c : may Testation among existing cmployces who aspire for tment fn os ei do om Eo te eferpise nis. Thi B a | secessary to make them feel at home. orientaton will get the required number and quality of emplo| “Thus, both internal and external sourees of recruitment have thei choosing the right source of recruitment, the following f (i) Number of persons to be recruited. h ir own merits and demerits. While factors should be considered i) Type of staff to be recruited and the nature of the job to be filled in. (iii) Time available for recruitment (iv) Cost to be incurred on recruitment (v) The attitudes of present staff concerning different sources of recruitment (vi) Management's policy concerning recruitment. 34 E-RECRUITMENT Electronic (E) recruitment is becoming increasingly popular. 3.4.1 Concept E-recruitment means recruiting employees through electronic means. It is the process of creating fa database of candidates and encouraging them to offer for selection. 3.4.2 Benefits and Limitations E-recruitment offers the following benefits : (i) The cost of recruitment per candidate is low. (i) Less time is required for recruitment. (iii) People with desired qualities can be recruited. (iv) The process of recruitment becomes more efficient, E-recruitment suffers from the following limitations : (i) The employer and the job seekers both must haye access to the Internet and Intranet. (ii) Both must know how to use the electronic means. Git) Money has to be invested in creating websites and job portals. (iv) There is lack of human touch in e-recruitment. 3.4.3 Sources — Internet and Intranet Intemet and Intranet are the two main sources of e-recruitment. ; Internet ; Many big organisations use Intemet as a source of recruitment. They advertise job vacancies on their website. After reading the company's website, job seekers send their applications and bio-data through ¢-mail using the Internet. Alternatively candidate place their Curriculum Vitae (CV) on the Intemet. Employers having job vacancies use these depending on their requirements. The recruiter can scan the details. The company can use the application tracking system to make the job portal easy for job seekers. Advantages of Internet Recruitment = 1. Using the internet for recruiting ca 2. Large collections of resumes and app! The candidates that match these keywords have an an interview. " ; 3. Facilitates the recruitment of right type of people with the required skills. 4. Improved efficiency of reoruitment process: 5, Online recruitment helps the organisations 10 automated way. Disadvantages of Internet Recruitment reat tie 1, Screening and checking the authenticity of millions of resumes is @ probl consuming exercise for organisations. f ae a 2. Older generations sometimes gets filtered out as Re ‘use a differ keyword 8 specific skill leading to a loss of a valuable s (ee) n lead to huge budget savings. ications are filtered out using certain keywords, increased chance of being called for weed out the unqualified candidates in anspn acpepsnnd lacie OF awareness of internet yetration an ie ¢ online recruitment methods low Internet pens ere is 3, There across India. solely and totally on th many locations 4, Organisation 1s cannot be dependant SS : ee ae ken either through its own website or throug, 6 A : ean be unde hroug ord Ina re «canners can be put in place io yeeae the “si 5 ore ror the specialised job portals ope ona ‘ ver hg . vow occur, the employer can tap this IBS database 7 ‘Advantages of Intranet Recruitment: ae ely owned by an organisation it 1s safe. a P vhs eT ardaiine the system to avoid the unauthorised user from assessing ANS: | the network. F ; ! An intranet with a simple user-interface and rich search tool will enable employees to siay in the loop and find the information they need. Ii can automatically score and shortlist appropriate applicants. It allows the creation of feature-rich job application forms, which dynamically pull out employee information and allow applicants to upload their resumes and cover letters. Disadvantages of Intranet Recruitment : . Data circulates within the organisation leading to limited options. pa is quite fragile and the risk of security and privacy of information on Intranet, 3 r Ans. wo ope ae ee ane . i Online Soe nel Ae = to be fully absolute dependable methods. 7 ret i Lee on tee os = nurses, warehouse staff, and truck drivers, may fed $. In India, the employers and the co ie employees still prefer a face-to-face interaction Si: Ans. 6. Ans. zs