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An overview of

Recruitment in
HRM
RAMAN
What is Recruitment?
There are two viewpoints to Recruitment[VSP Rao text Book].

Prospectors Approach

Recruitment is the process of locating, identifying and encouraging potential job applicants

for existing and anticipated job openings.

Mating Approach

Recruitment is bi-directional. It is a linking function, joining together those with jobs to fill and

those seeking jobs.


What are the sources of Recruitment ?
Why does it matter?
Internal Recruitment-Identifying candidates and selecting them through redeployment or upward mobility.
External Recruitment- Through the labour market.
_____________________________________________________________________________
Effective recruiting allows you to fill positions or vacancies which are going to be important positions in the
future, groom people for potential roles which competitors might have overlooked and missed a huge
opportunity or a right find.
The likelihood of getting better employees before others identify them and settling for a better compensation
is always better if positions are identified periodically and planned for and are open for meritocratic selection.
Just like an employee is always on the lookout for better opportunities employers must never cease looking for
better employees and those who add value
Effective recruitment is more than what meets the eye. It is difficult and clouded in grape-wine, past
employees, recruitment policies and competitors and company image which are subjective and contingent
upon non recruitment factors such as impressions on reputation built over time. Recognise that some
recruiting methods are superior to others.
Sources of Recruitment-Internal
Recruitment
Recruiting typically brings to mind LinkedIn, employment agencies, and classified
ads, but internal sourcesin other words, current employees or hiring from
withinis often the best source of candidates.
Referrals, High level networking for senior level managerial positions
Job posting means publicising the open job to employees (posting it on company
network or bulletin boards). These postings list the jobs attributes, like
qualifications, supervisor, work schedule, and pay rate.

The employers system therefore matches the best inside candidate with the job. In
practice, this doesnt always happen. For better or worse internal politics and having
the right connections may well lead to placements they seem (and indeed may be)
unfair and less than optimal.
To be effective, promotion from within requires using job analysis and posting,
deploying personnel records, and carefully maintaining current skill inventories as
we saw in our previous discussion.
Sources of internal recruitment

1. Existing employees
2. Former employees
3. Employee referrals.
Disadvantages of Internal
Recruitment
Recognise, the existence of cliques, status-groups and fealty and loyalty structures in
organisations. They will destroy you eventually.
They are a mixed bag and employees may develop sour feelings and may hide them if they
apply and do not get the posts and be poor performers. Inbreeding is bad and status quo.
Recruiting or rehiring former employees has its advantages and demerits.
Their behavior, reactions and responses especially in stressful situations my be familiar
and therefore predictable and know their way around the organization. They may be more
committed and exhibit greater sense of purpose. But recruiting ex-employees has its
pitfalls which you must be aware.
Past experiences long forgotten may return to haunt as a blast from the past and negative
attitudes and painful experiences and negative cultures may revisit you. Are you up to it?
Precautions to be followed with
respect to internal recruitment
- Do a sound job analysis and make sure you have a
clear posting and promotion policy{which is why HR
Planning is important
Doing a comprehensive interview of candidates with regard
to enquiring how they felt before leaving, their activities during
the layoff or retrenchment period and what they feel about
returning to the firm. Mention that they had made a good effort
to put them at ease, during their years in probation before their
departure.
JOB ANALYSIS KEY COMPONENTS
Identify key performance prerequisites
Identify Essential Job
Duties/deliverables
Match employee specifications to job
analysis.
Summarise in Job Description
Performance
prerequisites
What are the objectives one strategic and task related
goals of this organization?
What are the purposes of this unit?
What are the purposes of this job?
Identify Worker Specifications

Knowledge and competency mapping: educational skills, intellectual ability


and behavioral traits.
Skill: Level of proficiency on a task
Abilities: General, enduring attributes inherited or acquired in previous
situations or precedents- I am a hardworking student, I am a team player.

Capacity to do or to learn
Two other considerations Organisational Fit and potential Risk Factors
4. Summarize in Job Description
Title of advertised role
Job Summary
Listing/description of Essential Duties
Compensation
Working Conditions-job role selling yourself
Worker Specifications (KSAs)
External Recruitment
External Recruitment
From campuses, from other competitors, from the labour
market, from word of mouth.
Means of going about external Recruitment
Advertisement in papers especially trade magazines
Internet media especially networks such as LinkedIn
Word of mouth
Peer Networks word of mouth.
What skill-sets you may expect from a
recruit?
Teamwork ability

Analytical and problem solving skills.

Communication and other soft skills

Creativity and resourceful nature

Leadership potential and to work independently without supervision-SELF

STARTER-HOW MUCH INDEPENDENCE NOT VERY CLEAR.

General Managerial and organizational skills.

Motivation and Self-Initiative


How not to sound very polite and
overbearing.

August 20, 1997



How do you write and draw the best talent work for
you?
The Five Important Words that form the basis of any advertisement.

Intentionality to conceive and to represent in the mind what you role you visualize now and in the future.

Attention,

Interest,

Desire

Action

First, you must attract attention to the ad, or readers may overlook it. Begin with an eye catching phrase we are
looking for the next key player which helps. Next, develop interest in the job. For instance using the phrase, are you
looking to make an impact? Create desire by spotlighting words such as travel or challenge. As an example, having a
graduate school nearby may appeal to engineers and professional people. Finally, the ad should prompt action with a
statement like call today.
a recruitment ad [Source Garry Dessler HRM Text Book]
Recruitment of Temporary employees
Hiring people according to the need may lead to increase in productivity and time and money

can be saved by not investing and training and documenting employees.

However such employees may be less committed than employees who are on the rolls of the

company

Some of the major concerns of temporary employees include being treated in a

dehumanising and discouraging way and worrying about the lack of insurance and pension

benefits.

Understanding the difference between contract workers and employees is very important.

Let the temp agency assume as much responsibility for the temporary employee as possible.
Sources of Recruitment of Temporary
Employees and strategies of cutting costs
Offshoring core production processes to contractors or ancillary employees. Example the IT industry

Hire according to the needs of a project and then do away with the employment

Outsource Recruitment to an employment contractor to whom employees and workers report.

Such workers in the labour cadre are known as operators and they are governed by the Indian Contract

Employees act which we will visit in the subsequent session.

Internships-Internships can be winwin situations. For students, they can mean being able to hone

business skills, learn more about potential employers, and discover their career likes (and dislikes). And

employers can use the interns to make useful contributions while evaluating them as possible full-time

employees.
Assessment tools of the sources of
Recruitment
Companies have to evaluate the sources of recruiting carefully looking at cost, time,

flexibility, quality and other criteria before earmarking funds for the recruitment process.

Recruitment does not take place just like that. HRM Planning and methodical analysis are the

crux of any recruitment policy. First do a Job Analysis to fix how, when ,where and why

questions to a potential recruits job role.

To facilitate the decision making process in this regard, companies rely on the following.

Time lapse data (TLD)

Yield ratios
Recruitment Policy Statement to meet legal and
legislative requirements and societal expectations

In its recruitment activities, the company will

Advertise all vacancies either or both internally and externally

Reply to every job applicant promptly

Inform job applicants the basic details and job conditions of every job advertised

Process all applications with efficiency and courtesy

Seek candidates on the basis of their qualifications

Aim to ensure that every person invited for interview will be given a fair and thorough
hearing
TYPICAL Recruitment Practices in India
Existing Employees
Employee Referrals
Advertising
Private Employment Agencies
Internet Recruiting
Human Resources Planning

Determination of Strategy

Evaluation of Source of Recruitment

Implementation of Recruitment
Methods and Strategies

Feedback and Control


Recruitment Process

The recruitment process is concerned with the procedure for the identification
and classification of the potential source of human resources supply and
effectively utilising those sources.

Source Pravin Durai HRM TEXT BOOK


Thank You
OCTOBER THE 9TH 2016