Recruitment

Concept of Recruitment

 Recruitment is the process of searching the candidates for

employment and stimulating them to apply for jobs in the
organization

 Recruitment is the 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.”
Concept of Recruitment

 It is an initial phase of the employment process.

 Recruitment inspires the potential candidates to fill the application

form for employment.

 A recruitment strategy starts with clearly understanding your

company’s values in order to best define and understand the
employee behaviors you want to attract.
Objectives

 Chances of finding the right candidates increase

exponentially by reaching out to a bigger pool of candidates

 Find and connect with the talent that has the requisite skill-
set for the offered role.

 A well-crafted job description communicating the number

of open positions, job responsibilities, qualifications
 Reduces the workload of the hiring manager and allows them
to spend more time focusing on the most viable candidates.

 Fitting in a company is essential for the growth of an

individual as well as an organization as employees must align
with the broader organizational vision.

 Streamlining the process begins right from pre-screening,

which involves collecting necessary information about the
candidate.
 Factors Affecting Recruitment
INTERNAL FACTORS

 Recruitment Policy

The recruitment policy of an organization specifies the objectives or recruitment and provides a framework for
implementation of recruitment program.

 Human Resource Planning

Effective human resource planning helps in determining the gaps present in the existing manpower of the
organization.

 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.
 Factors Affecting Recruitment
EXTERNAL FACTORS

 Supply and Demand

Availability of manpower both within and outside the organization is an important determinant in the recruitment.

 Goodwill / Image of the organization

Organization with positive image and goodwill finds it easier to attract employees than an organization with
negative image.

 Political-Social- Legal Environment

Various government regulations prohibiting discrimination in hiring and employment have direct impact on
recruitment.

 Competitors

The recruitment policies of the competitors also affect the recruitment function of the organizations.
Recruitment Process
1. Recruitment Planning:

Recruitment planning is the first step where the vacant positions are analyzed and
described. It includes job specifications and its nature, experience, qualifications and
skills required for the job, etc.

A structured recruitment plan is mandatory to attract potential candidates who have

the capability to take the responsibilities required to achieve the objectives of the
organization.

2. Strategy Development:

The strategic considerations includes what type of recruitment method to be used,

what geographical area be considered for searching the candidates, which source of
recruitment to be practiced, and what sequence of activities to be followed in recruiting
candidates in the organization.
3. Searching:

Searching is the process of recruitment where the resources are sourced depending
upon the requirement of the job.

Source activation - Once the line manager verifies and permits the existence of the
vacancy, the search for candidates starts.

Selling − Here, the organization selects the media through which the communication
of vacancies reaches the prospective candidates.

4. Screening:

Applications which are clearly under qualified and not suitable for the job are removed in
this stage.
5. Evaluation and Control

The validity and effectiveness of HR Recruitment Process is assessed in this step.

The step is essential as organization has to check the cost incurred during recruitment
and the output in terms of selection of suitable candidates and their joining.
Sources of recruitment

 Internal Sources
Internal sources of recruitment refer to hiring employees from within
the organization
Examples for Internal Sourcing
Promotions
Transfers
Former Employees
Internal Advertisements (Job Posting)
Sources of recruitment

External sources

External sources of recruitment refer to hiring employees from

outside the organization.

Direct Recruitment

Employment Exchanges

Employment Agencies,

Professional Associations,

Campus Recruitment
Application Forms

 Application forms provide hiring employers with preliminary

information to determine whether an applicant qualifies for an
interview and to aid in the hiring process.

 Application forms standardizes all information making it easier for

the recruiter to objectively evaluate the applicant.

 Drawback of the application form is that it does not allow the

applicant to express himself freely.
 Application Form - Contents

 An application form is filled by an applicant seeking employment in a

firm and generally contains basic personal information such as name,

phone number, e-mail address and some open ended questions.

 Application Forms mainly Seeks

 Educational Details

 Previous Employment Details

 Personal and Contact Details

 Achievements and Rewards

 References
Thank You