Human Resource

Management
Recruitment

 Recruitment is an important part of an organisation , human

resource planning and their competitive strength. Competent
human resources at the right position in the organisation are vital
resource & can be core competency or a strategic advantage for it.

 The objective of a recruitment process is to obtain the number and

quality of employees that can be selected in order to help the
organisation to achieve its objectives & goals. With the same
objective recruitment helps to create a pool of prospective
employees for the organisation so that the management can select
the right candidate for the right job from this pool.

 Recruitment acts like a link between the employers & the job-
seekers & ensures the placement of the rt. candidate at the rt.
place at the rt. time.
Recruitment

 In this is competitive global world and

increasing flexibility in the labour market,
recruitment is becoming more and more
important in every business.

 Therefore, recruitment serves as the first step

in fulfilling the needs of organisations for a
competitive, motivated and flexible human
resource that can help achieve its objectives.
Meaning Of Recruitment

 According to Edwin B. Flippo, “Recruitment is

the process of searching the candidates for
employment and stimulating them to apply for
jobs in the organisation”.

 Recruitment is 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.
Meaning Of Recruitment

 Recruitment of candidates is the function preceding the

selection, which helps create a pool of prospective
employees for the organisation so that the management
can select the right candidate for the right job from this
pool. The main objective of the recruitment process is to
expedite the selection process.

 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.
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.
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.
 Help increase the success rate of selection process by
decreasing number of visibly under qualified or
overqualified job applicants.
Purpose & Importance Of
Recruitment
 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
 Identify Vacancy

Conducting
the Prepare Job
Interviews Description &
& person specifi
Decision cation.
Making.

Arranging Advertise
the the
Interviews vacancy

Short-
Listing Managing the
responses.
 The recruitment process is immediately followed by the
selection process i.e. the final interviews and the decision
making, conveying the decision and the appointment
formalities.
Sources Of Recruitment
Factors Affecting Recruitment
Internal Factors Affecting
Recruitment
 The internal forces i.e. the factors which can be controlled
by the organisation are:
RECRUITMENT POLICY
The recruitment policy of an organisation specifies the
objectives of recruitment and provides a framework for
implementation of recruitment programme. It may involve
organizational system to be developed for implementing
recruitment programmes and procedures by filling up
vacancies with best qualified people.

 HUMAN RESOURCE PLANNING - 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.
Internal Factors Affecting
Recruitment
 SIZE OF THE FIRM
The size of the firm is an important factor in recruitment
process. If the organization is planning to increase its
operations and expand its business, it will think of hiring
more personnel, which will handle its operations.
 COST
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 it’s operations.
External Factors Affecting
Recruitment
 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.
 IMAGE / GOODWILL
Image of the employer 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.

 POLITICAL-SOCIAL- LEGAL ENVIRONMENT

Various government regulations prohibiting discrimination in
hiring and employment have direct impact on recruitment
practices. For example, Government of India has introduced
legislation for reservation in employment for scheduled castes,
scheduled tribes, physically handicapped etc. Also, trade unions
play important role in recruitment. This restricts management
freedom to select those individuals who it believes would be the
best performers.
 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 effect the
recruitment function of the organisations. To face the
competition, many a times the organisations have to change
their recruitment policies according to the policies being
followed by the competitors.
Recent Trends in Recruitment

 OUTSOURCING

 In India, the HR processes are being outsourced from more than a decade now.
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.
 Advantages of outsourcing are:
 Company need not plan for human resources much in advance.
 Value creation, operational flexibility and competitive advantage
 Turning the management's focus to strategic level processes of HRM
 Company is free from salary negotiations, weeding the unsuitable
resumes/candidates.
 Company can save a lot of its resources and time
Recent Trends in Recruitment

 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.
Recent Trends in Recruitment

 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 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.
Recent Trends in Recruitment

 Recruitment Outsoucing
 Recuritment Outsourcing is a part of human resource
processes is the latest practice being followed by middle
and large sized organizations where they outsouce the
recruitment process to some the Recruitment consultant,
search and select companies or recruitment Specialist
companies. The Recruitment Process outsoucing is
commonly know as RPO is itself a huge industry itlself
and their are lots of national and international companies
are practicing and doing great business worldwide.
Recruitment Policy

 A clear, well defined policy is a basic need.

 Well structured & concise recruitment policy ensures sound
recruitment process.
 It should provide the objective of recruitment & the
implementation process for the same.
COMPONENTS OF THE
RECRUITMENT POLICY
 The general recruitment policies and terms of the organisation

 Recruitment services of consultants

 Recruitment of temporary employees

 Unique recruitment situations

 The selection process

 The job descriptions

 The terms and conditions of the employment

Recruitment Policy should be :

 Focusing on recruiting the best

talent/potential.
 Ensure that every applicant is treated with
dignity & respect.
 Unbiased policy.
 Transparent, task oriented & merit based
selection.
 Defining the competent authority to
approve the selection.
HR Challenges In Recruitment

 Recruitment is a function that requires business

perspective, expertise, ability to find and match the
best potential candidate for the organisation,
diplomacy, marketing skills (as to sell the position to
the candidate) and wisdom to align the recruitment
processes for the benefit of the organisation.
 The HR professionals – handling the recruitment
function of the organisation- are constantly facing new
challenges. The biggest challenge for such
professionals is to source or recruit the best people or
potential candidate for the organisation.
HR Challenges In Recruitment

 In the last few years, the job market has

undergone some fundamental changes in terms of
technologies, sources of recruitment, competition
in the market etc. In an already saturated job
market, where the practices like poaching are
gaining momentum, HR professionals are
constantly facing new challenges in one of their
most important function- recruitment. They have
to face and conquer various challenges to find the
best candidates for their organisations.
HR Challenges In Recruitment

 The major challenges faced by the HR in recruitment are:

 Adaptability to globalization – The HR professionals are expected and

required to keep in tune with the changing times, i.e. the changes taking
place across the globe. HR should maintain the timeliness of the process
 Lack of motivation – Recruitment is considered to be a thankless job.
Even if the organisation is achieving results, most of the times HR dept or
professionals are not thanked for recruiting the right employees and
performers.
 Process analysis – The immediacy and speed of the recruitment process are
the main concerns of the HR in recruitment. The process should be flexible,
adaptive and responsive to the immediate requirements. The recruitment
process should also be cost effective.
 Strategic prioritization – The emerging new systems are both an
opportunity as well as a challenge for the HR professionals. Therefore,
reviewing staffing needs and prioritizing the tasks to meet the changes in
the market has become a challenge for the recruitment professionals.
Recruitment Vs Selection

 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.
Recruitment Vs Selection

 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.
Recruitment Vs Selection

 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 .
Recruitment Vs Selection

 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.
Steps In Selection Process

 Job Analysis
 Advertisement
 Collection Of Applications
 Scrutiny Of Applications
 Written Tests (Basic IQ test, Psychological Tests -
Aptitude Test/Situational Test etc)
 Personal Interview
(Formal/Stress/Situational/Informal format)
 Reference Check
 Medical Test
 Final Appointment – Release of an offer
Steps in the selection process: the case of
a rejected job applicant.