This action might not be possible to undo. Are you sure you want to continue?
By: SACHIN BANSAL 7TH SEM
Recruitment Concepts of Recruitment Factors Affecting Recruitment Sources of Recruitment Evaluation of a Recruitment Program .
The aim of an effective recruitment program is to attract the best people for the job and aid the recruiter by making a wide choice available. . y Byers & Rue define recruitment as ´the process of seeking and attracting a pool of people from which qualified candidates for job vacancies can be chosenµ y Recruitment is a process starts with identification of the need for human resources and ends with getting the prospective employees for apply for the vacancies available.Concept of Recruitment y Recruitment is the process of finding and attracting capable applicants for employment.
area of business. e. An organizations reputation depends on its size.g. known for its lack of values . management etc. profitability. and Environmental or External factors. A profitable firm known for its strong values would attract a better response to a recruitment drive than a loss ² making firm.Factors affecting Recruitment y There are many factors that affect the recruitment program. They are classified as Organizational or Internal factors.. Organizational Factors (Internal) : y A major factor that determines the success of a recruitment program is the reputation of the organization. in addition to its philosophy and values.
y The organizational culture and the attitude of its management towards employees also influence a candidate·s decision to apply to an organization. Prospective candidates might not be too eager to work in a remote place unless they belong to that place. y The emoluments that the company offers also influence the decision of candidate and thereby the success of the recruitment program. . y Another factor that contributes to the success of a recruitment program is the geographical location of the vacant position.
Environmental Factors (External) : y The situation in the labor market. y The stage of development of the industry to which the organization belongs also influences the results of a recruitment program. . the demand for manpower. all determine the response to a recruitment program. y Finally the law of the land and the legal implications involved also play a role in designing a recruitment program and determining its effectiveness. the knowledge and skill set available.
educational institutions. . circulars sent to different departments or through the company·s intranet. y Organizations which go in for an internal search normally announce the vacancy through the displays on notice boards.Sources of Recruitment y Different sources of recruitment can be employed. time available and the funds allocated for recruitment. employment agencies. Internal Search : y Many organizations try to identify employees from within the organizations. advertisements. number of people required. depending on various factors like level of position. to be groomed to take on higher responsibilities. employee reference. y The different sources of recruitment are internal search.
the need.y Candidates from within the organization respond to this ´job postingµ by sending in their applications. Some of the popular methods are advertisements. External sources : There are various methods of recruiting from external sources. Different media like print media. Advertisements : y Advertisements have the widest range and are quite effective for an organization in search of external talent. campus recruitments. It is the responsibility of the HR department to ensure that the information about the vacancy reaches all the prospective candidates in the organization. The management then evaluates all the applicants and makes the final selection. and the reach desired. . Broadcast media can be used for advertising. employee referrals. employment exchanges etc. depending on the cost.
especially for the lower and middle level management. y The advantage of the referral system is that the candidate seeking employment has an insider·s view of the job as he has gathered the information from the employee. relatives for vacant positions in the organization. The reputation and credibility of the employee is at stake when he or she recommends or refers a candidate. Employees working with an organization recommend their friends. . there will be a greater possibility of his continuing in the job. y A more direct advantage of referrals is in terms of time and cost savings for the organization.Employee Referrals : y Employee referrals form a very good source of recruitment.
Fresh graduates and technicians in search of suitable employment would first register themselves with the local employment exchanges. Public or state agencies : y Till a few years ago. Today however they have become somewhat outdated. scan them for the first round of short listing. They invite applications from interested candidates. test them or interview them for a second round of short listing and finally arrive at the list of the most suitable candidates for the vacant positions in the organization. private agencies and head hunters. where companies scout aggressively for talent. The HR department of the company has to select the best fit . They were initially established to handle the problem of unemployment in the country. Private agencies : y Private employment agencies do well in dynamic job markets.Employment agencies : y Employment agencies can be broadly classified into public or state agencies. and potential candidates constantly look out for better jobs. Employment exchanges (State sponsored placement agencies) were extremely popular in India.
especially the reputed ones turn into hunting grounds for organizations looking for fresh talent. Organizations shortlist the institutions which can provide the kind of resources that they are looking for and visit them during the placement season.Educational Institutions : y During the placement season. These institutions offer placement services to their students by trying to get some of the best companies in the market to their campus for recruitment. . educational institutions.
Some of these are : y The number of successful placements y The number of hiring's y The number of applicants y The cost involved y The time taken for filling up the position . policies and objectives need to be evaluated form time to time to test their effectiveness. The success of a recruitment program can be judged based on a number of criteria.Evaluation of a recruitment program y Recruitment strategies.
. .THANK YOU«.