Recruitment Process

Recruiting is the discovering of potential applicants for actual or anticipated organizational vacancies.



• Size of organization • Employment conditions in locality of organization • Working conditions, salary, benefits and other packages • Rate of organizational growth • Future expansion and production programmes • Cultural, economic, legal factors

Factors affecting recruitment

Governing factors
• Internal factors : Recruiting policy, HR planning, size of organization, cost involved in recruiting, growth and expansion plans • External factors :Supply & demand, Political and legal, Company Image
• Objective factor theory • Critical contact theory • Subjective factor theory

• The image of the organization • The unattractive job • Internal organizational policies • Union requirements • Government influence

Recruitment policies
• Organization objective • Identification of recruitment • Preferred sources of recruitment • Criteria of selection and preferences

Factors involved in recruitment policies
• • • • • • Letter and spirit of relevant public policy Employee security Talent and skills engagement Fair promotion and transfer policies To avoid cliques Opportunities for handicapped and minority • To encourage strong trade union among employees

Prerequisites of recruitment policies



• Should conform with its general personal policies • Should be flexible • Should be designed to ensure long term employment opportunities • Should match the qualities of employees with the requirements of work • Should highlight necessity of establishing job analysis

Recruitment Organization
• Centralized recruitment and its advantages • Saves admin cost, line officers are relieved from details involved in hiring, selection of workers is scientific, reduces favoritism • Recruitment section : Roomy, Clean, Ventilated, Drinking, Clean, Toilet facility

Sources of recruitment
• Internal sources : • Merits : Improves employee morale, employer is in a better position to evaluate, promotes loyalty, little training is required, reliability factor, cost effective. • Demerits : discourages young blood to enter in organization, not advisable in advertising, designing, basic research, if based on seniority, likes and dislikes of management then it’s a problem

• External sources Includes mostly : Young inexperienced people, Unemployed, Retired, women and people from minority. • Merits : Serves niche’ demand, wide range of aspirants available, best selection can be made without distinction of sex, caste or color, may not need extra training. • Demerits : Suffers from brain drain especially when experienced people are hunted by sister concerns.

Methods in recruitment :
• Direct methods : Sending traveling recruiters to colleges, job fairs, seminars • Indirect methods : especially senior posts through newspapers, journals, magazines, radio, national periodicals. • Third party methods : Recruiting firms, consulting firms, friends and relatives, pvt employment agencies, state or public employment agencies.

Employee referrals
• Trade unions • Casual labor at gates • Unconsolidated applications • Voluntary organizations : Handicapped • Computer data bank


The problem of “SON OF SOIL”
• National commission of labor suggests : • Young person from families should be provided training opportunities for employment whose land was acquired for setting up industries • Unskilled Displaced people from vicinity should be given preference • 25 % reservation for minority groups who have been displaced in Govt. and public sector

Assessment of recruitment programme
• Cost per applicant • Applicant/Hiring ratio • Tenure • Performance appraisals • Ethical practices : Truth in hiring