Factor Effecting

Recruitment process
 Recruitment

 Recruitment is the generating of applications or applicants for specific positions to be

filled up in the organization. In other words, it is a process of searching for and obtaining
applicants for jobs so that the right people in right number can be selected.
 Recruitment can now easily be defined as the process of searching for and securing
applicants for the various job positions which arise from time to time in the organisation.

 According to Dale Yoder Recruitment is a process to discover the sources of manpower

to meet the requirements of the staffing schedule and to employ effective measures for
attracting that man­power in adequate numbers to facilitate effective selection of an
efficient working force.
 Recruitment

 According to Werther and Davis“Recruitment is the 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 applicants from which
new employees are selected”.

 According to flippo “a process of searching for prospective employees and stimu­lating

and encouraging them to apply for jobs in an organisation”.
Factor Effecting Recruitment Process

 There are a number of factors that affect recruitment.

 endogenous factors ( Internal Factor)
 Exogenous factors (External factor )
Endogenous factors ( Internal Factor)

 The internal factors also called endogenous factors are the factors within the organisation
that affect recruiting personnel in the organisation. Some of these are mentioned here.
 Size of the Organisation
 Image of Organisation:
 Image of Job
 Human Resource Planning
 Cost involved in recruitment
 Growth and Expansion
 Recruiting Policy
 Image of Organization

 Image of organisation is another internal factor having its influence on the recruitment
process of the organisation. Good image of the organisation earned by a number of open
and hidden actions by management helps attract potential and competent candidates.
 Manage­rial actions like good public relations, representation public services like building
roads, public parks, hospitals and schools help earn image or goodwill for the
organisation. That is why blue chip compa­nies attract large number of applications.
 Image of Job

 Just as image of organisation affects recruitment so does the image of a job also. Better
wage and working conditions are considered the characteristics of good image of a job.
 promotion and career development policies of organisation also attract potential
candidates.
Human resources planning process

 Effective human resource planning helps in determining the gaps present in the existing
manpower of the organization.
 It also helps in determining the number of employees to be recruited and what
qualification they must possess.
Cost involved in recruitment

Recruitment incur cost to the employer therefore organizations try to employ that source of
recruitment which will bear a lower cost of recruitment to the organization for each
candidate.
Growth and Expansion

 Organization will employ or think of employing more personnel if it is expanding its

operations.
 Recruiting Policy

 The recruitment policy of the organization i.e. recruiting from internal sources and
external also affect the recruitment process The recruitment policy of an organization
specifies the objectives or recruitment and provides a framework for implementation of
recruitment program.
 It may involve organizational system to be developed for implementing recruitment
programs and procedure by filling up vacancies with best qualified people.
External Factors

 Supply and Demand

 Labour Market
 Goodwill of the organization
 Political-Social- Legal Environment
 Unemployment Rate
 Competitors
 Demographic factors
 Labor laws
Supply and Demand

 The availability of manpower both within and outside the organization is an important
determinant in the recruitment process.
 If the company has a demand for more professionals and there is limited supply in the
market for the professionals demanded by the company, then the company will have to
depend upon internal sources by providing them special training and development
programs.
Labour Market


Employment conditions in the community where the organization is located will influence
the recruiting efforts of the organization. If there is surplus of manpower at the time of
recruitment, even informal attempts at the time of recruiting like notice boards display of
the requisition or announcement in the meeting etc. will attract more than enough
applicants.
Goodwill / Image of the organization


Image of the organization is another factor having its influence on the recruitment process
of the organization This can work as a potential constraint for recruitment.
 An organization with positive image and goodwill as an employer finds it easier to attract
and retain employees than an organization with negative image.
 Image of a company is based on what organization does and affected by industry.
Managerial actions like good public relations, rendering public service like building
roads, public parks, hospitals and schools help earn image or goodwill for organization.
Political-Social- Legal Environment


Various government regulations prohibiting discrimination in hiring and employment
have direct impact on recruitment practices. Also, trade unions play important role in
recruitment. This restricts management freedom to select those individuals who it believes
would be the best performers. If the candidate can’t meet criteria requiredby the union but
union regulations can restrict recruitment sources.
Unemployment Rate


One of the factors that influence the availability of applicants is the growth of the
economy whether economy is growing or not and its rate.
 When the company is not creating new jobs, there is often oversupply of qualified labour
which in turn leads to unemployment.
Competitors

 The recruitment policies of the competitors also affect the recruitment function of the
organizations. To face the competition, many a times the organizations have to change
their recruitment policies according to the policies being followed by the competitors.
Labor laws

 Labor laws reflect the social and political environment of a market, which are created by
the central and state governments. These laws dictate the compensation, working
environment, safety and health regulations, etc., for different types of employments. As
the government changes, the laws too change.
Demographic factors

 Demographic factors are related to the attributes of potential employees such as their age,
religion, literacy level, gender, occupation, economic status, etc.
Recruitment sources, Selection
Method Standards
 Recruitment sources

 There are two sources of recruitment

 Internal source
 External Source
Internal sources

 Promotion and Transfers

 Job posting
 Employee referrals
Promotion and Transfers

 The most important source of filling vacancies from within is through transfers and
promotions.
 Transfer: is a lateral movement within the same grade, from one job to another. They
may lead to changes in duties and responsibilities, working conditions, etc. but not
necessarily salary.
 Promotion: promotion involves movement of employees from a lower level position to a
higher level position accompanied by (usually) changes in authority, duties,
responsibilities, status and remuneration. Organizations generally prepare a central pool
of persons from which vacancies can be filled in. such persons are usually posted to
various departments depending of internal requirements.
Job posting

 Job posting is another way of hiring people from within job posting, the organization
publicizes job openings on bulletin boards, electronic media and similar outlets.
 One of the important advantages of this method is that it offers a chance to highly
qualified applicants working within the company to look for growth opportunities within
the company without looking for external opportunities.
Employee referral

 Employee referral means using personal contacts to locate job opportunities. It is a

recommendation from a current employee regarding a job applicant.
 The logic behind employee referral is that “it takes one to know one”. Employees
working in the organization, in this case, are encouraged to recommend the names of their
friends working in other organizations for a possible vacancy in the near future.
 In fact, this has become a popular way of recruiting people in the highly competitive IT
industry now-a-days. Companies offer rewards also to employees whose
recommendations are accepted.
 As a goodwill signal, companies also consider the names recommended by unions from
time to time.
External sources

 Advertisement
 Employment Exchanges
 Schools, Colleges and Universities
 Recommendation of Existing Employees
 Factory Gates
 Casual Callers
 Central Application File
 Labour Unions
 Labour Contractors
 Former Employees:
 Other Sources:
Advertisement:

 It is a method of recruitment frequently used for skilled workers, clerical and higher staff.
Advertisement can be given in newspapers and professional journals. These
advertisements attract applicants in large number of highly variable quality.
 Preparing good advertisement is a specific task. If a company wants to secrete its name, a
blind advertisement may be given asking the applicants to apply to Post Bag or Box
Number or to some advertising agency.
Employment Exchanges:

 Employment exchanges in India are run by the Government. For unskilled, semi-skilled,
skilled, religious posts etc., it is often used as a source of recruitment.
 In certain cases it has been made compulsory for the business concerns to notify their
vacancies to the employment exchange.
 In the past, employers used to turn to these agencies only as a last resort. The job-seekers
and job-givers are brought into contact by the employment exchanges.
Schools, Colleges and Universities:

 Direct recruitment from educational institutions for certain jobs which require technical or
professional qualification has become a common practice.
 A close link between the company and educational institutions helps in getting suitable
candidates. The students are marked during the course of their studies.
 Junior level executives or managerial trainees may be recruited in this way.
Recommendation of Existing Employees:

 The present employees know both the company and the candidate being recommended.
Hence some companies encourage their existing employees to assist them in getting
applications from persons who are known to them.
 In certain cases rewards may also be given if candidates recommended by them are
actually selected by the company. If recommendation leads to favoritism, it will spoil the
morale of employees.
Factory Gates

 Certain workers present themselves at the factory gate every day for employment.
 This method of recruitment is very popular in India for unskilled or semi-skilled labour.
 The desirable candidates are selected by the first line supervisors. The major disadvantage
of this system is that the person selected may not be suitable for the vacancy.
Casual Callers:

 Those personnel who casually come to the company for employment may also be
considered for the vacant post.
 It is most economical method of recruitment.
 In the advanced countries this method of recruitment is very popular.
Central Application File:

 A file of past applicants who were not selected earlier may be maintained.
 In order to keep the file alive, applications in the files must be checked at periodical
intervals.
Labour Unions:

 In certain occupations like construction, hotels, industry etc industries where there is
instability of employment all recruits usually come from unions.
 It is advantageous from the management point of view because it saves expenses of
recruitment. However, in other industries, unions may be asked to recommend candidates
either as a goodwill signal or as a courtesy towards the union.
Labour Contractors:

 This method of recruitment is still prevalent in India for hiring unskilled and semi-skilled
workers in brick kiln industry.
 The contractors keep themselves in touch with the labour and bring the workers at the
places where they are required.
 They get commission for the number of persons supplied by them.
Former Employees:

 In case employees have been laid off or have left the factory at their own, they may be
taken back if they are interested in joining the concern.
Other Sources:

 Apart from these major sources of external recruitment, there are certain other sources
which are exploited by companies from time to time. These include special lectures
delivered by recruiter in different institutions, though apparently these lectures do not
pertain to recruitment directly.
 Then there are video films which are sent to various concerns and institutions so as to
show the history and development of the company. These films present the story of
company to various audiences, thus creating interest in them.
Selection Methods
 Selection

 Selection is the process of picking up individuals out of the pool of job applicants with
requisite qualifications and competence to fill jobs in the organization
 “Selection is the process of differentiating between applicants in order to identify and hire
those with a greater likelihood of success in a job.”
 Selection Method

 Application forms and CVs

 Online screening and shortlisting
 Interviews
 Psychometric testing
 Ability and aptitude tests
 Personality profiling
 Presentations
 Group exercises
 Assessment centers
 References
Application forms and CVs

 The use of CVs is more common in the private sector than the public sector.  The benefit
to the applicant is clear - an existing CV can be updated and tailored in a fraction of the
time that it takes to fill out a traditional application form. 
Online screening and shortlisting

 Initial screening of applications is usually based on an assessment of a candidate's

experience and qualifications against the job's requirements. On-line systems are now
available which can filter applications automatically. 
 An on-line selection facility screens applications against set criteria through key word
searches. It may also provide a scoring mechanism.
 The use of online screening may be a useful way of filtering quickly through a huge
volume of applications or sorting applications.
Interviews


Structured interviews are the most effective type of interview. The interview process is
formed through identification of the key requirements of the job and a list of questions is
drawn up.
 A panel of interviewers works through each set of questions with each candidate and
scores them on their answers. At the end of the interview process the overall scores are
considered and the best candidate chosen
 Members involved in the interview process should be trained in interviewing skills and
the sorts of questions they should or should not ask.
Psychometric testing

A range of attributes are best tested through psychometric testing. This term is
often confusing but in essence, means that a 'mental measure' is used. Therefore,
psychometric testing covers ability testing, aptitude testing and personality
profiling.
Proper psychometric testing can only be carried out by appropriately qualified
staff. The British Psychological Society (BPS) has two levels of qualifications.
Level A, which covers ability and aptitude testing
Level B, which covers personality profiling. Organizations should always check
qualifications when using external consultants to carry out this type of testing.  .
Ability and aptitude tests


The term 'ability tests' is used broadly and in this context will aptitude tests too.  Ability tests may cover a
range of areas including
 General intelligence
 Verbal ability
 Numerical ability
 Spatial ability
 Clerical ability
 Diagrammatical ability
 Mechanical ability
 Sensory and motor abilities
Presentations


Presentations are frequently used as a selection tool, particularly in senior jobs. The
applicant is provided with a topic and given a timeframe to deliver a presentation on that
topic.
 In some organizations the presentation topic is sent with the interview letter. It is now
often given to applicants on the day of the interview and the applicant has a set period to
prepare the presentation before the interview
Group exercises


Candidates are given a topic or a role-play exercise and are invited to discuss the topic or
role-play in a group. 
 During the discussion/role play, observers who are looking for specific attributes award
marks to each candidate.
 This of course means that you may need four or more candidates to make this a
meaningful exercise and enough people to mark the candidates properly.
Assessment centers


Assessment methods are based on the principle of multiple testing processes. This may
include ability and aptitude testing, group exercises, in-tray exercises, presentations as well
as personality profiling. The important issue for all testing is to ensure that there is clarity
about what is to be tested and that the test is appropriate. An assessment center should be
devised to specifically examine important aspects of the job and measure how well
individuals are likely to perform in the job.
 An assessment center should be fair and unbiased. It should also give individuals without a
'traditional' academic background the opportunity to demonstrate their skills and abilities.
 Good practice indicates that individuals attending assessment centers should have practical
equalities support.  
References


References are also used as a selection method. Occasionally, unsatisfactory references
may affect decisions to appoint individuals.