RECRUITMENT

KIRTI

SUJATA KUMARI

MOHINI
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 TOC

Overview Methods of Recruitment

Understanding the term ● Direct method
Objectives ● Indirect Method
● Third Party Method
Features
Sources
Approaches of Recruitment Process
● Internal
● External
Process of Employee Selection in strategic point
of View
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 Overview

Recruitment has been regarded as the most important function of personnel

administration. Unless the right types of people are hired, even the best plans,
organisation charts and control systems will be of no avail. A company cannot
prosper, grow or even survive without adequate human resources.

Recruiting is considered as a systematic process that is used to find potential

employees for a job, who are then short-listed to choose the one who best fulfils
the requirements of the job. In this process, a large number of candidates from
the job hunters are attracted to apply for the vacant position. In fact, it is through
the recruitment process that people get to know about job openings within a
company, and decide if they want to take up the job or not.

Organizations first need to determine the number of employees they require and
the skills and competencies that these employees should have. This would
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 Understanding the term
“RECRUITMENT”

01 The process of recruitment pertains to the search for possible employees for a
job and urging them to apply for the job.
Recruitment is identified as a first step of the process which persists with
02 selection and ends with the joining of the suitable candidate in the
organization..
It is the process to discover potential candidates for future actual or
03 anticipated job vacancies. Another perspective is that it is a linking activity
which brings together organizations those with jobs to fill and people those
are seeking jobs.

04 It is a process to match the capacities of candidates with the demands of the

organization. The inclination of qualified candidates should also match with
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the rewards and benefits the organizations are willing to provide in the job.
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 Recruitment Objectives
❏ To attract people with multi-dimensional skills
and experiences those suit the present and
future organisational strategies,
❏ To induct outsiders with a new perspective to
lead the company,
❏ To infuse fresh blood at all levels of the
organisation,
❏ To develop an organisational culture that
attracts competent people to the company,
❏ To design entry pay that competes on quality
but not on quantum,
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❏ To search or head hunt/head pouch people
whose skills fit the company’s values,
❏ To devise methodologies for assessing
psychological traits,
❏ To seek out non-conventional development
grounds of talent,
❏ To search for talent globally and not just within
the company,
❏ To anticipate and find people for positions that
does not exist yet.
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 FEATURES

1.Recruitment is a searching and attracting function .

2. Recruitment is not a selection – Recruitment involves

searching the potential candidates and attracting them
towards organization to apply for the job. But selection
involves choosing suitable candidate among those who
have applied for job.

3. It is a process – Recruitment is a process of series of

activities like recruitment policy, sources of recruitment,
technique of tapping those sources and evaluation of
those sources etc. 6
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 4 It is a linking activity – Recruitment brings together those who have
a job (employer) and those who search a job (employees)

5. It is a pervasive function – This function needs to be performed by

all organizations which need human resources.

6. It is one of the functions of personnel management – It is an

important function of personnel management as it helps in acquiring
different number and types of persons for continued functioning of an
organization.

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 SOURCES
The source of recruitment is based on the policy
followed by the company. The job can be filled up
out of the employees of the company or from
outside the company.

1. If the job is filled up out of the present

employees of the company, it is said to be the
INTERNAL SOURCE of the company.

2. If the same job is filled up from out of the

candidates available in the society, it is said to be
the EXTERNAL SOURCE. 8
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 A.INTERNAL SOURCES
1. Transfer- In certain cases, a same cadre staff member is deputed to the job by the
company. This is called a transfer.

2. Promotion-Whenever a job falls vacant, it can be filled up by giving a promotion to the

present employee of the company. It is based on the promotion policy followed by the
company.

Other internal sources includes-

● Job Posting and Bidding
● Demotion
● Inside Moonlighting
● Retired/Former Employees
● Upgrading ● Informal Methods e.g.-
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Grapevine
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 ADVANTAGES
1. increased morale among the staff members of
the company.
2. Giving promotion keeps the employee happy
and attracts efficient staff members.
3.Reduces training expenses.
4. A person who has got a promotion, inspires
the staff members to acquire a thorough
knowledge of his job.
5. Helps the staff members to derive job
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6. A promoted staff member may make
use of his past experience in the new post.
7. It increases the security of the job of the
staff member.
8. A new responsibility can be entrusted
safely to the promoted staff members on
the basis of contents of Service Register.
9. Ensures the job continuity and stability
of the organisation.
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10. Simplified process and time is saved.
 DISADVANTAGES
1. If the higher post is filled internally, the company will not be able to get
fresh and original ideas and initiative from the staff members.

2. The outsiders do not have a scope to show their ability in the performance
of the work.

3. An under-qualified person may be appointed in the higher post.

4. If the promotion is guaranteed to the internal staff members after the

expiry of a specific period, the concerned staff member does not care to work
efficiently.

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 B. EXTERNAL SOURCESS

1. Advertisement:

When a company wants to inform the public that it has a vacancy, it puts up an
advertisement including the details of the job and the qualification of the candidates. The
company may receive the applications in response to the advertisement. After that,
interview will be conducted or Walk-in-interview may be done.

2. Referrals and Recommendations:

Here, recommendation means appointment of a person on getting a recommendation

letter from a person reliable and well-known to the company. In certain cases, an
employee of the company may bring the candidates to the company for the purpose of
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being appointed
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 Some other External Sources

● Professional Associations
● Gate Applicants
● Employment Exchange
● Personnel Consultant
● Waiting List
● Unsolicited Applicants
● Jobbers and Contractors
● Executive Search Firms
● Campus Recruitment
● Field Trips
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 ADVANTAGES and DISADVANTAGES

1. Choice – A company can recruit a person 1. Grudging of old employment

out of a large number of applicants.

2. Lack of co-operation

2. New Outlook – If a new person is

3. Expensive – Recruitment of a person from
recruited by the company, a new way of
outside the company requires a lot of
approach may be used to solve the problem,
formalities. Completing the procedure
which will give maximum benefits to the
involves a lot of expenditure.
company.

4. Trade union
3. Wide Experience

5. Danger of non-adjustment 14
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 Methods of Recruitment

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1. Direct Method 3. Third Party
Method

E.g. Campus Recruitment ● Includes -Employment

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Exchanges
● Employment Agencies
● Employees Referrals
02 ● Internet Recruitment

2. Indirect
E.g. Advertising like
Method
Print ,Web ,Social
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 Direct Method

Campus recruitment is most widely acceptable example of direct recruitment of

candidates. In this method the recruiters visit educational Institutions such as – IIMs,
IITs, Universities and others management institutions and their placement centres.

The placement centres provide opportunities for students and recruiters to meet and
discuss potential hiring because placement arranged through the institutions enhance
their reputation and credibility

The main advantage is to access a large number of young people at one place in less time.

On the other hand the negative aspects is that the hiring people with no work experience.

Other direct methods include -

Sending recruiters to establish exhibits at job fairs, and using mobile officers to visit to
the desired places where unemployed may be contacted. 16
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 Indirect Method

Advertisement- the most frequently used indirect method of recruitment in publications

such as – newspapers, magazines, trade and professional journals or broadcasting from
radio and television.

The advertisement should be specific and include sufficient details such as job
responsibilities, compensation package and career prospects in the organization. This
method is useful when an organization wants a fairly good number of talented people.

Local newspaper-a good source of blue collar, clerical and lower level admin. positions
while national level periodicals used for middle and top level positions.

‘Blind box’ type advertisement (The Post Office Box No. acting as an agent b/w
applicants and organization. Another method of advertisement is used as notice board
placed at the gates of the organisation
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 Third Party Method

The following sources are involved in third party methods:

(a) Employment Exchanges:

(b) Employment Agencies:

(c) Employee Referrals:

(d) Internet Recruiting:- In recent years the internet is playing an important

role in recruitment. It advertises jobs and serves as a place to locate jobs
applicants. The website offers a fast convenient and cost effective means for job
applicants to submit their resume through Internet. 18
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 Approaches of Recruitment Method

• Internet recruiting / E- recruitment

• Raiding/ Poaching
• Outsourcing

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Internet Recruitment / E- Recruitment
The E- Recruitment is also known as Online recruitment, is the process of hiring the
potential candidate for the vacant job positions, using the electronic resources,
particularly the internet.

 Wide geographical coverage

 Saves time
 Cost effective, compared to newspaper advertising, search firms etc.
 Generate more applicant resumes compared to newspaper advertisements.

 May get applications from more unqualified candidates.

 May create additional work for HR recruiters requiring them to review more
resumes and answer more E-mails.

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 Raiding / Poaching
● Talent poaching , also known as the Employee raiding, is the tactic adopted by the firm
to sweep away or raid the experienced employees of the competing firms.
● In simple words, luring or take away the talented staff of the competitor, generally in the
same industry, with an objective to save a training cost and gain the competitive
advantage over the competing firms.
● The talent poaching is considered to be an unethical approach due to its objective of
attracting the competitor’s staff by offering the lucrative pay packages, auxiliary benefits
and other terms and conditions, with the intention to kill the competition.
● In order to keep the talent poaching ethical, the companies can hire the consultancy
agencies who recruit the experienced staff of the competing firms, on its behalf.
● By doing so, the company can escape the blame of raiding the efficient employees of the
rivalry firms.

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 Outsourcing
● Outsourcing or Recruitment Process Outsourcing (RPO) involves an employer turning
the responsibility of finding potential job candidates over to a third party service
provider.
● An outgrowth of business process outsourcing, the recruitment process outsourcing
methods id designed to bring qualified candidate to a potential employer with minimal
involvement from HR staff.
● Used by medium and large sized companies and is often a popular choice for employers
needing talent acquisition in specialized or technical areas.
● Organization that outsource recruitment hope to reduce cost, save time, improve
compliance and get better access to more qualified candidates.

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 Selection
Selection is the process of putting right men on the right job.
● It is a procedure of matching organizational requirements with the skills and
qualifications of people.

● Effective selection can be done only when there is effective matching.

● By selecting best candidate for the required job, the organization will get quality
performance of employees.

● By selecting the right candidate for the required job, organization will also save time and
money. And will face less of absenteeism and employee turnover problems.

● “ Selection is the process of differentiating between applicants in order to identify (and

hire) those with a greater likelihood of success in a job”.

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 Features of selection

● Selection is a negative process as it scrutinize the applicants.

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Thank you!

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