Define Recruitment

· A process of finding and attracting capable

applicants for employment. The process 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.
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DFT,NIFT Chennai
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DFT,NIFT Chennai
 • measures for attracting that manpower in adequate numbers to
facilitate effective selection of an efficient working force.

• 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.

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DFT,NIFT Chennai
• RECRUITMENT NEEDS
· PLANNED
i.e. the needs arising from changes in organization and
retirement policy.
· ANTICIPATED
Anticipated needs are those movements in personnel,
which an organization can predict by studying trends in
internal and external environment.
· UNEXPECTED
Resignation, deaths, accidents, illness give rise to
unexpected needs.
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DFT,NIFT Chennai
 Purpose & Importance
Of Recruitment
• Attract and encourage more and more
candidates to apply in the organisation.
• · Create a talent pool of candidates to enable
the selection of best candidates for the
organisation.
• · Determine present and future requirements
of the organization in conjunction with its
personnel planning and job analysis
activities.
• · Recruitment is the process which links the
employers with the employees.
• · Increase the pool of job candidates at
minimum cost.
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DFT,NIFT Chennai
 Cont’d…
• · Help increase the success rate of selection process by
decreasing number of visibly under qualified or
overqualified job applicants.
• Help reduce the probability that job applicants once
recruited and selected will leave the organization only
after a short period of time.
• Meet the organizations legal and social obligations
regarding the composition of its workforce.
• Begin identifying and preparing potential job
applicants who will be appropriate candidates.
• Increase organization and individual effectiveness of
various recruiting techniques and sources for all types
of job applicants Sources Of Recruitment

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DFT,NIFT Chennai
 Sources Of
Recruitment
• Every organisation has the option of choosing the candidates for its recruitment
processes from two kinds of sources: internal and external sources. The sources
within the organisation itself (like transfer of employees from one department to
other, promotions) to fill a position are known as the internal sources of
recruitment. Recruitment candidates from all the other sources (like outsourcing
agencies etc.) are known as the external sources of recruitment.

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DFT,NIFT Chennai
 Factors
Affecting
Recruitment
• The recruitment function of the organisations is affected and governed
by a mix of various internal and external forces. The internal forces or
factors are the factors that can be controlled by the organisation. And
the external factors are those factors which cannot be controlled by the
organisation. The internal and external forces affecting recruitment
function of an organisation are:

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DFT,NIFT Chennai
 Recent Trends in
Recruitment
• The following trends are being seen in recruitment:
• OUTSOURCING
In India, the HR processes are being outsourced from more than a decade
now. A company may draw required personnel from outsourcing firms. The
outsourcing firms help the organisation by the initial screening of the
candidates according to the needs of the organisation and creating a suitable
pool of talent for the final selection by the organisation. Outsourcing firms
develop their human resource pool by employing people for them and make
available personnel to various companies as per their needs. In turn, the
outsourcing firms or the intermediaries charge the organisations for their
services.

 POACHING/RAIDING
“Buying talent” (rather than developing it) is the latest mantra being
followed by the organisations today. Poaching means employing a
competent and experienced person already working with another reputed
company in the same or different industry; the organisation might be a
competitor in the industry. A company can attract talent from another firm
by offering attractive pay packages and other terms and conditions, better
than the current employer of the candidate. But it is seen as an unethical
practice and not openly talked about. Indian software and the retail sector
are the sectors facing the most severe brunt of poaching today. It has
become a challenge for human resource managers to face and tackle
poaching, as it weakens the competitive strength of the firm.

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DFT,NIFT Chennai
• E-RECRUITMENT
Many big organizations use Internet as a source of recruitment. E-
recruitment is the use of technology to assist the recruitment process. They
advertise job vacancies through worldwide web. The job seekers send their
applications or curriculum vitae i.e. CV through e mail using the Internet.
Alternatively job seekers place their CV’s in worldwide web, which can be
drawn by prospective employees depending upon their requirements.

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DFT,NIFT Chennai
 THANK YOU

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DFT,NIFT Chennai
 Selection

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DFT,NIFT Chennai
 Selection
• The process of assessing
candidates and appointing a
post holder
• Applicants short listed –
most suitable candidates
selected
• Selection process –
varies according to
organisation:
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DFT,NIFT Chennai
 Selection

• Interview – most common method

• Psychometric testing – assessing the
personality of the applicants – will they
fit in?
• Aptitude testing – assessing the skills
of applicants
• In-tray exercise – activity based around
what the applicant will be doing, e.g.
writing a letter to a disgruntled customer
• Presentation – looking for different skills

as well as the ideas of the candidate

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DFT,NIFT Chennai
 Recruitment
Vs
Selection

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DFT,NIFT Chennai
•  Both recruitment and selection are the two phases of the employment
process. The differences between the two are:
1. Recruitment is the process of searching the candidates for employment
and stimulating them to apply for jobs in the organisation WHEREAS
selection involves the series of steps by which the candidates are screened
for choosing the most suitable persons for vacant posts.
2. The basic purpose of recruitments is to create a talent pool of candidates
to enable the selection of best candidates for the organisation, by attracting
more and more employees to apply in the organisation WHEREAS the basic
purpose of selection process is to choose the right candidate to fill the
various positions in the organisation.
3. Recruitment is a positive process i.e. encouraging more and more
employees to apply WHEREAS selection is a negative process as it involves
rejection of the unsuitable candidates.
4. Recruitment is concerned with tapping the sources of human resources
WHEREAS selection is concerned with selecting the most suitable
candidate through various interviews and tests.
5. There is no contract of recruitment established in recruitment WHEREAS
selection results in a contract of service between the employer and the
selected employee.
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DFT,NIFT Chennai
 Legality

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DFT,NIFT Chennai
 Employment
Legislation

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DFT,NIFT Chennai
 The employer has the legal responsibility to ensure that no
unlawful discrimination occurs in the recruitment and
selection process on the grounds of sex, race, disability,
age, sexual orientation, and religion or belief. Equality of
opportunity is an integral part of the recruitment and
selection process, and to this end employers may offer
training and encouragement to any under-represented
groups. Examples include pre-application assistance for
those who do not have English as their first language, or
management development training for women where they
are under-represented in management grades

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DFT,NIFT Chennai
 Job advertisements may also state that the employer
encourages applications from those groups that are under-
represented in the organisation.
Employees and their representatives will also have an
interest in fair, non-discriminatory recruitment and
selection policies, and they should be fully consulted when
new procedures are introduced or existing procedures
reviewed. The Sex Discrimination Act 1975, the Race
Relations Act 1976, the Employment Equality Regulations
(covering sexual orientation, religion or belief, and
age) and the Disability Discrimination Act 1995 set out the
legal requirements for employers.

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DFT,NIFT Chennai
 Organisations should be aware that the provisions of the
Disability Discrimination Act 1995 not only make it
unlawful to discriminate against disabled individuals
without justifiable reason but also require employers to
make reasonable adjustments to the workplace or
working arrangements. Detailed guidance is available in
the Code of Practice on the elimination of discrimination
in employment

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DFT,NIFT Chennai
Compiled by S.A.Shanthi , Associate Prof 22
DFT,NIFT Chennai