RECRUITMENT

• Process of finding & 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.
RECRUITMENT NEEDS ARE OF 3 TYPES
• 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
• Attract and encourage more and more candidates to
apply in the organization.
• Create a talent pool of candidates to enable the
selection of best candidates for the organization.
• 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.
• 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
 RECRUITMENT POLICY
• The recruitment policy of an organization
specifies the objectives of recruitment and
provides a framework for implementation of
recruitment program. It may involve
organizational system to be developed for
implementing recruitment programmes and
procedures by filling up vacancies with best
qualified people.
 FACTORS AFFECTING
RECRUITMENT POLICY
• Organizational objectives
• Personnel policies of the organization and its
competitors.
• Government policies on reservations.
• Preferred sources of recruitment.
• Need of the organization.
• Recruitment costs and financial implications.
 Recent Trends
• OUTSOURCING
Advantages:
• Company need not plan for human resources much in
advance.
• b. Value creation, operational flexibility and
competitive advantage
• c. turning the management's focus to strategic level
processes of HRM
• d. Company is free from salary negotiations, weeding
the unsuitable resumes/candidates.
• e. Company can save a lot of its resources and time
• E-RECRUITMENT
Advantages:
• Low cost.
• No intermediaries
• Reduction in time for recruitment.
• Recruitment of right type of people.
• Efficiency of recruitment process.
• Gives a 24*7 access to an online collection of
resumes.
• Online recruitment helps the organizations to
weed out the unqualified candidates in an
automated way
• POACHING/RAIDING
Buying talent” (rather than developing it) is the
latest mantra being followed by the organizations
today. Poaching means employing a competent and
experienced person already working with another
reputed company in the same or different industry;
the organization might be a competitor in the
industry.
 SELECTION
• Employee Selection is the process of putting
right men on right job. It is a procedure of
matching organizational requirements with
the skills and qualifications of people.
 Employee selection Process
• Preliminary Interviews- It is used to eliminate
those candidates who do not meet the minimum
eligibility criteria laid down by the organization.
The skills, academic and family background,
competencies and interests of the candidate are
examined during preliminary interview.
Preliminary interviews are less formalized and
planned than the final interviews. The candidates
are given a brief up about the company and the
job profile; and it is also examined how much the
candidate knows about the company. Preliminary
interviews are also called screening interviews.
– Application blanks- The candidates who clear the
preliminary interview are required to fill
application blank. It contains data record of the
candidates such as details about age,
qualifications, reason for leaving previous job,
experience, etc.
• Written Tests- Various written tests
conducted during selection procedure are
aptitude test, intelligence test, reasoning test,
personality test, etc. These tests are used to
objectively assess the potential candidate.
They should not be biased.
• Employment Interviews- It is a one to one
interaction between the interviewer and the
potential candidate. It is used to find whether the
candidate is best suited for the required job or
not. But such interviews consume time and
money both. Moreover the competencies of the
candidate cannot be judged. Such interviews may
be biased at times. Such interviews should be
conducted properly. No distractions should be
there in room. There should be an honest
communication between candidate and
interviewer.
• Medical examination- Medical tests are
conducted to ensure physical fitness of the
potential employee. It will decrease chances
of employee absenteeism.
• Appointment Letter- A reference check is
made about the candidate selected and then
finally he is appointed by giving a formal
appointment letter.