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Recruitment

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Sanjiv Kumar

The document discusses key aspects of the human resource recruitment process, including: 1. It defines recruitment as the process of finding and encouraging potential job applicants, and distinguishes it from selection which is the process of choosing suitable candidates. 2. The recruitment process involves planning needs, developing strategies, searching sources, selling opportunities to candidates, and screening and evaluating applicants to create a pool of candidates. 3. Factors that affect recruitment include internal factors like company policies and external factors like laws, labor market conditions, and competition. 4. Sources of recruitment can be internal like referrals or transfers, or external like job boards, agencies, or campus recruiting. The document compares merits and limitations of internal and

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Sanjiv Kumar Mahajan Career Points University Kota
Recruitment
Introduction HRP Demand Forecasting Number & Type Job Analysis & Job Design Tasks Responsibilities Qualifications Hiring Recruitment Selection
HRP helps HR Demand forecasting The number Type of people a firm needs. Job analysis and job design specify the tasks and duties of jobs and the qualifications expected from prospective job holders. The next logical step is to hire the right number of people of the right type to fill the jobs. Hiring involves two broad groups of activities Recruitment Selection Introduction HRP Demand Forecasting Number & Type Job Analysis & Job Design Tasks Responsibilities Qualifications Hiring Recruitment & Selection
Objective To learn about Recruitment & its importance Outcome Students will have in-depth understanding of Process of Recruitment, factors affecting recruitment and sources of recruitment. Recruitment
Preview Introduction Definition & Meaning of Recruitment Recruitment Process Factors Affecting Recruitment Internal /Organisational Factors External/Environmental Factors Sources of Recruitment Conclusion
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. Process of searching for potential applicants/ prospective employees and stimulating & encouraging them to apply for jobs in an organisation The process begins when new recruits are sought and ends when their screening has been carried out. The result is a pool of applicants from which new employees are selected. Difference between Recruitment & Selection Recruitment : Definition
8 Recruitment vs Selection Recruitment Selection Process of searching for potential applicants/ prospective employees and stimulating & encouraging them to apply for jobs in an organisation It is a process of picking up more competent and suitable employees
Continous Process Linking Activity. Brings together employer and prospective employees Pervasive Function. Applicable to all organisations at all levels Two-way Process. Between employee and employer Identifies Human Resources. Fulfilment of Manpower Needs. Dependency. Dependent on Job Analysis, Job description & Job Specifications Recruitment : Features
Objectives of Recruitment
Determine the present and future manpower requirements in conjunction with its HRP and job-analysis activities. Identify and prepare potential job applicants who will be appropriate candidates. Increase the pool of job candidates at minimum cost. Increases Success rate of selection Objectives of Recruitment
Meet the organizations legal and social obligations regarding the demographic composition of its workforce. Increase organizational and individual effectiveness in the short term and long term. Objectives of Recruitment
Factors Affecting Recruitment
14 Internal Factors Internal Factors Recruitment Policy Organisation Size Organisation Image Type of personnel to be recruited Past Practices Growth & Expansion Cost Also called endogenous factors are within the control of organisation
3/20/2012 THIS PPT BELONGS TO BRO CODE 息 15 Recruitment Policy
Recruitment Policy Provides a framework for the implementation of the recruitment programme in form of procedure. Internal Recruitment External Recruitment Temporary or Part time employees Recruitment of handicaps, Minority groups, Women employees & relatives of employees etc
Recruitment Policy Features of Good Recruitment Policy Conform to general personnel policies. Focus to recruit the best potential people. Treatment of every applicant with dignity and respect. Unbiased policy. Transparent, task oriented and merit based selection. Should match the qualities of prospective employees with job requirement.
18 External Factors External Factors Competition for HR Legal Factors Socio- cultural Factors Supply & Demand Labour Market Unemployment rate Sons of Soil Factors which are beyond the control of the organization
External Factors Legal Factors Reservation of jobs for SC, STs, Minorities, OBCs. Child Labour Act Employment Exchange Act, Mines Act , The Factories Act etc Socio- Cultural Factors Restrict/Prevent employment of certain category of personnel ie Employment of women in some manufacturing operations.
External Factors Labour Markets Employment conditions in area where the organisation is located influence recruiting effort. Informal attempts ie even notice board display will of requisition will attract lot of applicants Supply and Demand Supply and demand of particular skill in labour. Extra ordinary recruiting effort needed when demand of skill is high relative to the supply. Demand for programmers and financial analysts
21 External Factors External Factors Competition for HR Legal Factors Socio- cultural Factors Supply & Demand Labour Market Unemployment rate Sons of Soil Factors which are beyond the control of the organization
Recruitment Process
23 Recruitment Process Personnel Planning Job Analysis Recruitment Planning Numbers Type Strategy Development Where (Local/ National Mkt) How When Searching Source Activation Selling Message Media Job Vacancy Applicant Pool Screening Evaluation & Control
Recruitment Planning Offer Acceptance(10) offer: acceptance(2:1) Job Offered(20) Interview : offer (10:1) Interview (200) Contact:Interview(10:1) Initial Contacts (2000) Yield Ratio expresses relation of applicant input to output at various level Type of Contacts Type of people to be informed about job openings Based on qualifications expected based on Job description & Job Specifications
25 Recruitment Process Personnel Planning Job Analysis Recruitment Planning Numbers Type Strategy Development Where (Local/ National Mkt) How When Searching Source Activation Selling Message Media Job Vacancy Applicant Pool Screening Evaluation & Control
Searching Source Activation Search method activated by issue of employee requisition by line manager. Actual recruitment commences once line manager verifies that actual vacancy exists. Selling Concerns Communication with potential employees through media. Resist overselling their virtues. Selection of Message( advertisement) & Media deserve attention.
27 Recruitment Process Personnel Planning Job Analysis Recruitment Planning Numbers Type Strategy Development Where (Local/ National Mkt) How When Searching Source Activation Selling Message Media Job Vacancy Applicant Pool Screening Evaluation & Control
Sources of Recruitment
Sources of Recruitment Recruitment sources are the medium of choosing candidates for recruitment process. Sources considered after finalising the recruitment plan(no & type of potential candidates). Recruitment Internal Sources External Sources
Internal Sources Previous Applicants Referrals Transfers & Promotions Ex-Employees Internal Sources Recruitment from within the organization. Internal sources of recruitment are readily available to an organization.
31 Transfers Transfers implies shifting of an employee from one job to another without any shift in change of responsibilities. Promotions Promotion refers to shifting of an employee to a higher position carrying higher status, responsibilities and pay. Former Employees Ex-employees can be invited and appointed to fill vacancies in the organization. There are situations when ex-employees provide unsolicited applications also. Dependents and relatives of deceased and disabled employees Internal Sources
32 Employee Referrals Recommendations from a current employee regarding a job applicant who can be a friend or a family member Good prospect for the friends & relatives of employees by aquainting them with advantages of job with the company and encouraging them to apply. Microsoft, Wipro & Infosys offer referral incentives to its employees Cost effective method. Internal Sources
33 Internal Sources : Merits Morale and motivation of employees improves. Promotes loyalty and commitment amongst employees due to sense of job security and advancements. Chances of proper selection high. Present employees familiar with organization surroundings. Time and expenditure for recruitment reduced
34 Internal Sources : Demerits Fails to bring in fresh blood into organization. Promotion based on seniority. Choice in selection is restricted. All vacancies cannot be filled from within organization. Not available to newly established enterprise.
External Sources Indirect Methods Third Party MethodsDirect Methods External Sources Recruitment solicited from sources outside the organization. External sources are external to a concern
Direct Method Campus Recruitment Recruitment at Factory Gate Displaced Persons Indirect Method Advertisement - Newspaper (want/blind advertisement), TV, Radio, Technical magazines & Brochures Professional & Trade Associations provide placement to members Competitors Third Party Methods Private Employment Agencies Employment Exchanges Consultants. ABC Conultants, Ferguson Associates, Head Hunters etc External Sources
Large Pool of Talent Induction of Fresh Blood Healthy Competition among existing employees & fresh inductees Innovativeness Merits -External Sources
Expensive Time Consuming De-motivation for existing employees Demerits of External Sources
39 Recruitment vs Selection Basis Recruitment Selection Meaning Process of searching for potential applicants/ prospective employees and stimulating & encouraging them to apply for jobs in an organisation It is a process of picking up more competent and suitable employees Objective It encourages large number of Candidates for a job. It attempts at rejecting unsuitable candidates. Hurdles The candidates have not to cross over many hurdles. Many hurdles have to be crossed.
40 Recruitment vs Selection Basis Recruitment Selection Approach It is a positive approach. It is a negative approach. Sequence It proceeds selection. It follows recruitment. Economy It is an economical method. It is an expensive method. Time Consuming Less time is required. More time is required.
Recruitment
Conclusion
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Recruitment

  • 1. Sanjiv Kumar Mahajan Career Points University Kota
  • 3. Introduction HRP Demand Forecasting Number & Type Job Analysis & Job Design Tasks Responsibilities Qualifications Hiring Recruitment Selection
  • 4. HRP helps HR Demand forecasting The number Type of people a firm needs. Job analysis and job design specify the tasks and duties of jobs and the qualifications expected from prospective job holders. The next logical step is to hire the right number of people of the right type to fill the jobs. Hiring involves two broad groups of activities Recruitment Selection Introduction HRP Demand Forecasting Number & Type Job Analysis & Job Design Tasks Responsibilities Qualifications Hiring Recruitment & Selection
  • 5. Objective To learn about Recruitment & its importance Outcome Students will have in-depth understanding of Process of Recruitment, factors affecting recruitment and sources of recruitment. Recruitment
  • 6. Preview Introduction Definition & Meaning of Recruitment Recruitment Process Factors Affecting Recruitment Internal /Organisational Factors External/Environmental Factors Sources of Recruitment Conclusion
  • 7. 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. Process of searching for potential applicants/ prospective employees and stimulating & encouraging them to apply for jobs in an organisation The process begins when new recruits are sought and ends when their screening has been carried out. The result is a pool of applicants from which new employees are selected. Difference between Recruitment & Selection Recruitment : Definition
  • 8. 8 Recruitment vs Selection Recruitment Selection Process of searching for potential applicants/ prospective employees and stimulating & encouraging them to apply for jobs in an organisation It is a process of picking up more competent and suitable employees
  • 9. Continous Process Linking Activity. Brings together employer and prospective employees Pervasive Function. Applicable to all organisations at all levels Two-way Process. Between employee and employer Identifies Human Resources. Fulfilment of Manpower Needs. Dependency. Dependent on Job Analysis, Job description & Job Specifications Recruitment : Features
  • 11. Determine the present and future manpower requirements in conjunction with its HRP and job-analysis activities. Identify and prepare potential job applicants who will be appropriate candidates. Increase the pool of job candidates at minimum cost. Increases Success rate of selection Objectives of Recruitment
  • 12. Meet the organizations legal and social obligations regarding the demographic composition of its workforce. Increase organizational and individual effectiveness in the short term and long term. Objectives of Recruitment
  • 14. 14 Internal Factors Internal Factors Recruitment Policy Organisation Size Organisation Image Type of personnel to be recruited Past Practices Growth & Expansion Cost Also called endogenous factors are within the control of organisation
  • 15. 3/20/2012 THIS PPT BELONGS TO BRO CODE 息 15 Recruitment Policy
  • 16. Recruitment Policy Provides a framework for the implementation of the recruitment programme in form of procedure. Internal Recruitment External Recruitment Temporary or Part time employees Recruitment of handicaps, Minority groups, Women employees & relatives of employees etc
  • 17. Recruitment Policy Features of Good Recruitment Policy Conform to general personnel policies. Focus to recruit the best potential people. Treatment of every applicant with dignity and respect. Unbiased policy. Transparent, task oriented and merit based selection. Should match the qualities of prospective employees with job requirement.
  • 18. 18 External Factors External Factors Competition for HR Legal Factors Socio- cultural Factors Supply & Demand Labour Market Unemployment rate Sons of Soil Factors which are beyond the control of the organization
  • 19. External Factors Legal Factors Reservation of jobs for SC, STs, Minorities, OBCs. Child Labour Act Employment Exchange Act, Mines Act , The Factories Act etc Socio- Cultural Factors Restrict/Prevent employment of certain category of personnel ie Employment of women in some manufacturing operations.
  • 20. External Factors Labour Markets Employment conditions in area where the organisation is located influence recruiting effort. Informal attempts ie even notice board display will of requisition will attract lot of applicants Supply and Demand Supply and demand of particular skill in labour. Extra ordinary recruiting effort needed when demand of skill is high relative to the supply. Demand for programmers and financial analysts
  • 21. 21 External Factors External Factors Competition for HR Legal Factors Socio- cultural Factors Supply & Demand Labour Market Unemployment rate Sons of Soil Factors which are beyond the control of the organization
  • 23. 23 Recruitment Process Personnel Planning Job Analysis Recruitment Planning Numbers Type Strategy Development Where (Local/ National Mkt) How When Searching Source Activation Selling Message Media Job Vacancy Applicant Pool Screening Evaluation & Control
  • 24. Recruitment Planning Offer Acceptance(10) offer: acceptance(2:1) Job Offered(20) Interview : offer (10:1) Interview (200) Contact:Interview(10:1) Initial Contacts (2000) Yield Ratio expresses relation of applicant input to output at various level Type of Contacts Type of people to be informed about job openings Based on qualifications expected based on Job description & Job Specifications
  • 25. 25 Recruitment Process Personnel Planning Job Analysis Recruitment Planning Numbers Type Strategy Development Where (Local/ National Mkt) How When Searching Source Activation Selling Message Media Job Vacancy Applicant Pool Screening Evaluation & Control
  • 26. Searching Source Activation Search method activated by issue of employee requisition by line manager. Actual recruitment commences once line manager verifies that actual vacancy exists. Selling Concerns Communication with potential employees through media. Resist overselling their virtues. Selection of Message( advertisement) & Media deserve attention.
  • 27. 27 Recruitment Process Personnel Planning Job Analysis Recruitment Planning Numbers Type Strategy Development Where (Local/ National Mkt) How When Searching Source Activation Selling Message Media Job Vacancy Applicant Pool Screening Evaluation & Control
  • 29. Sources of Recruitment Recruitment sources are the medium of choosing candidates for recruitment process. Sources considered after finalising the recruitment plan(no & type of potential candidates). Recruitment Internal Sources External Sources
  • 30. Internal Sources Previous Applicants Referrals Transfers & Promotions Ex-Employees Internal Sources Recruitment from within the organization. Internal sources of recruitment are readily available to an organization.
  • 31. 31 Transfers Transfers implies shifting of an employee from one job to another without any shift in change of responsibilities. Promotions Promotion refers to shifting of an employee to a higher position carrying higher status, responsibilities and pay. Former Employees Ex-employees can be invited and appointed to fill vacancies in the organization. There are situations when ex-employees provide unsolicited applications also. Dependents and relatives of deceased and disabled employees Internal Sources
  • 32. 32 Employee Referrals Recommendations from a current employee regarding a job applicant who can be a friend or a family member Good prospect for the friends & relatives of employees by aquainting them with advantages of job with the company and encouraging them to apply. Microsoft, Wipro & Infosys offer referral incentives to its employees Cost effective method. Internal Sources
  • 33. 33 Internal Sources : Merits Morale and motivation of employees improves. Promotes loyalty and commitment amongst employees due to sense of job security and advancements. Chances of proper selection high. Present employees familiar with organization surroundings. Time and expenditure for recruitment reduced
  • 34. 34 Internal Sources : Demerits Fails to bring in fresh blood into organization. Promotion based on seniority. Choice in selection is restricted. All vacancies cannot be filled from within organization. Not available to newly established enterprise.
  • 35. External Sources Indirect Methods Third Party MethodsDirect Methods External Sources Recruitment solicited from sources outside the organization. External sources are external to a concern
  • 36. Direct Method Campus Recruitment Recruitment at Factory Gate Displaced Persons Indirect Method Advertisement - Newspaper (want/blind advertisement), TV, Radio, Technical magazines & Brochures Professional & Trade Associations provide placement to members Competitors Third Party Methods Private Employment Agencies Employment Exchanges Consultants. ABC Conultants, Ferguson Associates, Head Hunters etc External Sources
  • 37. Large Pool of Talent Induction of Fresh Blood Healthy Competition among existing employees & fresh inductees Innovativeness Merits -External Sources
  • 38. Expensive Time Consuming De-motivation for existing employees Demerits of External Sources
  • 39. 39 Recruitment vs Selection Basis Recruitment Selection Meaning Process of searching for potential applicants/ prospective employees and stimulating & encouraging them to apply for jobs in an organisation It is a process of picking up more competent and suitable employees Objective It encourages large number of Candidates for a job. It attempts at rejecting unsuitable candidates. Hurdles The candidates have not to cross over many hurdles. Many hurdles have to be crossed.
  • 40. 40 Recruitment vs Selection Basis Recruitment Selection Approach It is a positive approach. It is a negative approach. Sequence It proceeds selection. It follows recruitment. Economy It is an economical method. It is an expensive method. Time Consuming Less time is required. More time is required.