Recruitment

Chapter 3

Resource Person: Furqan-ul-haq Siddiqui

Reference Books:

Human Resource Management ( Gary Dessler)

Human Resource Management (Mondy)

Human Resources and Personnel Management ( keith Davis)

Human Resource Planning Process

External Environment Internal EnvironmentStrategic Planning

Human Resource Planning

Forecasting Human Resource Requirements

Comparing Requirements and Availability

Forecasting Human Resource Availability

Surplus of Workers

Demand =

Supply

No Action Restricted Hiring, Reduced Hours, Early Retirement, Layoff, Downsizing

Shortage of Workers

Recruitment

Selection

RECRUITMENT

“The process of finding & attracting capable individuals to apply for jobs.

The process of recruitment begins with announcement of job & ends when applications are submitted. The result is a pool of candidate from which new employees are selected”.

Goals of Recruiting Attract qualified applicants Communicate the position so that they respond

The more, the better

Encourage unqualified applicants not to Apply

Self select out Saves time, money The less, the better

HR Planning(Shortage of Workers)

Alternative to Recruitment

Recruitment

Internal Channels External channels

Recruited Individuals

•Overtime•Contingent Workers

•Outsourcing

Application Blanks/forms

RecruitmentProcess

Alternatives to Recruitment Outsourcing Transfers responsibility to an external provider Provides Specialized services at lower cost Turnkey Solution Contingent Workers Part-timers, temporaries, older retired workers Staffing companies or independent contractors

Fast growing Provides greater flexibility and lower labor costs Human equivalent of just-in-time inventory Overtime Most commonly used method of meeting short-term

fluctuations in work volume Employer avoids recruitment, selection, and training

costs Employees gain from increased income Potential problems

Organizational Image

Government influence EEO, immigrants rules, pay policy, Quotas etc. Affirmative Action Plans- programs developed by employers to undo

the results of past employment injustices by actively seeking, hiring & promoting minority group members and women.

Job Attractiveness

Environmental Conditions

Job Requirement

Recruitment Costs

Credential Barriers- imposing irrelevant prerequisites

(qualifications, qualities)

Recruitment: Constraint & Challenges

Labor market Situation

Appropriate recruitment channel

selection

Organizational Policies

Compensation Policies

Employment Status Policies

Promotes from within policies

Internal SourcesInternal Sources

Job Postings

Skillinventories

Promotions

Transfers

Informal Search

Sources of Recruitment

Internal Sources1.1. Promotion-Promotion- vertical movement

2.2. TransfersTransfers- horizontal movement of employees

3.3. Job Posting-Job Posting- Internally job announcement

4.4. Informal Search- Informal Search- Recruitment on the bases of Recruitment on the bases of manager’s judgment.manager’s judgment.

5.5. Skill Inventories- Skill Inventories- Recruitment on the bases of Recruitment on the bases of written record of employee maintained by written record of employee maintained by organization (employee personal file)organization (employee personal file)

Advantages Builds morale Advertisement cost saving Reduced training cost Easier assessment of candidates as information

already available No orientation and socialization

Disadvantages Miss good outside talent Inbreeding - no new ideas Have to train for technology, skill upgrades Nepotism & Favoritism

External Recruitment ChannelsExternal Recruitment Channels Advertising Employment

Agencies - Private and Public

Employee Referrals Unsolicited Walk-In

Applicants Internships Executive Search

Firms

Job Fairs Professional

Associations Universities &

Colleges Event Recruitment Milk round

1.1. AdvertisingAdvertising A non personal paid communication method to

public through media such as news papers, internet, professional journals or other sources.

• Should indicate how to respond• Certain media attract more homogeneous audiences• Want Ads.• Classified Ads.• Blind Ads Bad reputation

Market testing

Organization doesn’t want to disclose name

2. Employment Agencies - Public and Private

An organization that helps firms to recruit employees and aid individuals to locate jobs.

Best known for recruiting white-collar employees. However blue-collar employees need may also be satisfied.

One-time fee may discourage candidate Some private agencies deal primarily with firms that pay

fee/contract.

3. Job Fairs A single employer or

group of employers attempt to attract a large number of applicants for interviews

Meet a large number of candidates in a short time

Job fairs offer lower cost per hire than traditional approaches

4. Internships

Student on a temporary job to bridge gap from theory to practice & usually to fill professional degree requirement

No obligation to hire student permanently or for student to accept a permanent position

Used as a recruiting technique by offering students a permanent job after completion of studies

5. Executive search firms Special employment agencies to

seek out top-management talent for their clients, also called headhunters firms.

Client pays expenses, as well as fee

6. Professional Organizations Recruitment and placement services

for members. Society for Human Resource

Management operates job referral service

7. Employee Referrals/Network Recruitment Employee referrals- announcements of openings and

requests for referrals are made on the organization’s bulletin and posted on walls

new employees may come with a more realistic picture of what working in the firm is really liked

8. Unsolicited Walk-In/Write-in Applicants

Reputation of being a good place to work attracts qualified prospects to submit their application of job without invitation

9. Milk round An annual visit to universities by the personnel

managers of large companies seeking graduates to join their organizations.

Milk being delivered direct to homes is a long-standing tradition in Great Britain. So, in the mid-1960s, when companies began touring universities to promote and advertise their job opportunities directly to candidates, the visits became known informally as "the milk round".

10. Event Recruiting

Opportunity to create image of

company. Attend events where

recruits are likely to be

11. Universities & Colleges

12. Open days Recruitment

Open recruitment for a period of

time

RECRUITMENT FROM OUTSIDE

• ADVANTAGES:

* OBJECTIVITY AND EXTENSIVE EFFORT PUT INTO THE PROCESS LIKELY TO LEAD TO A BETTER CANDIDATE SELECTION.

* NEW IDEAS, WAY OF THINKING & APPROACHES THAT MIGHT CHALLENGE EXISTING NORMS AND ACT AS CATALYST IN CONTINUOUS IMPROVEMENT/INNOVATION OF COMPANY OR FIRM.

• DISADVANTAGES:

* RELATIVELY HIGHER COSTS, RISKY OF GETTING THE WRONG PERSON, AND WRONG IMPACT ON EXISTING EMPLOYEES.

Social classesI. Upper Uppers The social elite who live on inherited

wealth. They maintain more than one home, and send their children to the finest schools. They are a market for jewelry, antiques, homes, and vacations. They often buy and dress conservatively rather then showing off their wealth.

II. Lower Upper Persons, usually from the middle class, who have earned high income or wealth through exceptional ability in the professions or business. They are active in social and civic affairs and to buy the symbols of status such as expensive homes, automobiles, jewelry etc.

III. Upper Middle Class Composed of moderately successful business & professionals people( corporate managers etc) and owners of medium sizes successful companies. Well educated, have strong desire of success and push their children to do well. They are joiners & highly civic minded.

IV. Middle Class Consist of office workers, managers, teachers, technicians and owners of small successful business. Collectively called white collar people. Strive for respectability and buy what is popular, have well cared homes, future oriented, self confident, willing to take risks, try to save for education of their children & their marriages & future needs etc., climbers. Home & family oriented.

V. Upper Lower Class The Blue collar workers. Factory workers, salaried people, skilled & semi skilled labors. Tied closely to family for economic & emotional support. Short term oriented and are very much concerned about security. They often feel of being controlled by the world.

VI. Lower Lower Class Unskilled workers/labors and people in very low status occupation. Live in substandard houses and neighborhood, tend to live a day to day existence. Lowest of these groups are people without steady employment and people who live in severe poverty.

Mr. Ahsan is newly hired recruiting supervisor for Quetta foods (Pvt) Ltd. One of the Ahsan’s first assignment was to recruit a finance manager. After considering various alternatives, he placed the following ad in a local newspaper with a circulation of 50,000.

More then 300 applicants applied in 1st week, Mr. Ali was called for interview and hired. Mr. Ahsan is still receiving applications & more the 1500 have been collected so far. After reviewing some CV’s, it appeared that few people possessed the desired qualification for the job.

EMPLOYMENT OPPORTUNITY Vacancies for finance related job in our organization.

Apply Today! Send you resume to; Quetta foods (Pvt) Ltd

Head Office Jinnah Road, Quetta.

Question- Identify and in list merits & demerits of the ad. ___________________________ ___________________________ ___________________________ ___________________________ ___________________________ ___________________________ ___________________________ ___________________________ Give suggestion for designing a standard ad.