Recruitment

Recruitment

• Recruitment is the process of searching for

prospective employees and stimulating them to
apply for jobs in the organization.
 Recruiting a Diverse
Workforce
• Recruiting a more diverse workforce is a social
responsibility.
• You may need to recruit from different
geographical areas, ethnic groups, gender,
age groups.
• May need different recruitment techniques for
recruiting diverse workforce-
– May need to introduce affirmative action like quota
for SC, ST or OBC.
 PURPOSE AND
IMPORTANCE
The general purpose of recruitment is to provide a pool of
potentially qualified job candidates. Specifically, the purposes
are to:
1. Determine the present and future requirement of the organization
in conjunction with its personnel planning and job analysis
activities;
 
2. Increase the job pool of job candidates at minimum cost;
 
3. Help increase the success rate of the selection process by
reducing the number visibly under qualified or overqualified job
application;
 PURPOSE AND
IMPORTANCE
4. Help reduce the probability that job applicants, once recruited selected,
will leave the organization only after a short period of time;
 
5. Meet the organizations legal and social obligation regarding the
composition of its workforce;
 
6. Begin identifying and preparing potential job applicants who will be
appropriate candidates;
 
7. Increase organizational effectiveness in the short term and long term;
8. Evaluate the effectiveness of various recruiting technique and sources for
all types of job applicants.  
 Factors Governing Recruitment:

A)External Factor:

i)Supply & Demand

ii)Unemployment rate
iii) Labour Market
iv) Political & legal consideration
v) Image

© 2010 by Nelson Education Ltd. 6

 Factors Governing Recruitment:

B) Internal Factor:

i)Recruitment Policy
ii)HRP
iii)Size of the org.
iv)Cost
v)Growth & expansion

© 2010 by Nelson Education Ltd. 7

 Process of
Recruitment

1. Recruitment Planning
2. Strategy Development
3. Searching
4. Screening
5. Evaluation
 
 The first stage in the Recruitment
Process is planning. Planning involves the
translation of likely job vacancies and
information about the nature of these jobs into a
set of objectives is targets that specify the
number and type of applicants to be planned.
Recruiting Yield
Pyramid
i. Make or Buy Employees

ii. Technological Sophistication

iii. Where to look? (market)

iv. Sources or method of Recruitment

- Internal sources

- External sources
 Sources of
Recruitment
R Professional or Trade Associations

Present Employees E
Advertisement
C Employment Exchange

R
Internal Sources

External Sources
Campus Recruitment
Employee Referrals
U Walk-ins and Write-ins

I Consultants

Former Employees T Contractors

M Displaced Persons

Radio and Television

E Acquisitions & Mergers
Previous Applicants
N Competitors
T E-Recruiting
i. Source Activation: Source Activation takes place when a job
vacancy exists in the organization. Sources and search
methods are activated by the issuance of an employee
requisition.

ii. Selling: In selling the, both the Message and Media deserve
attention in the organization. Message refers to the
employment advertisements. Media refers to the source of any
recruiting message.
4. Screening

© 2010 by Nelson Education Ltd. 14

 Alternatives to
Recruitment
Companies search for alternatives to
recruitment because of the cost of recruiting.
Three such alternatives to recruitment are :

1.Overtime
2.Employee Leasing
3.Temporary Employment
 PHILOSOPHIES OF
RECRUITMENT
The traditional philosophy of recruiting has been to
get as many people to apply for a job as
possible. A large number of jobseekers waiting in
queues would make the final selection difficult,
often resulting in wrong selection.

Job dissatisfaction and employee turnover are the

consequence of this.
 
 PHILOSOPHIES OF
RECRUITMENT
Two approaches are available to bring about this
match. They are: 
• Realistic Job Preview (RJP) provides
complete job-related information (both positive
and negative) to the applicants so that they can
make right decisions before taking up jobs.
• Job Compatibility Questionnaire (JCQ) was
developed to determine whether an applicant’s
preferences for work match the characteristics
of the job.
 End of Session

Thank You