Seminar on Employee Recruitment

Saroj Timilsina (16531)Gaurav Shrestha (16524)Ijan Pradhan (16518)Mani Raj Gole (16505)Ajay Raj Singh Dangol (16503)

Recruitment Recruitment (hiring) is a core function of human resource management. Recruitment refers to the overall process of attracting, selecting and appointing suitable candidates for jobs (either permanent or temporary) within an organization.

Source google

Other definitionsEdwin Flippo: “Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization.”

DeCenzo and Robbins: “Recruitment is the process of discovering potential candidates for actual or anticipated organizational vacancies. Or from another perspective, it is a linking activity—bringing together those with jobs to fill and those seeking jobs.”

Plumbley: “Recruitment is a matching process and the capacities and inclinations of the candidates have to be matched against the demand and rewards inherent in a given job or career pattern.”

Why Recruitment is Needed?Recruitment needs are of three types:

Planned: Arises from changes in organization and retirement policy.

Unexpected: Arises during resignations, deaths, accidents and illness.

Anticipated: Refers to those movements in personnel which an organization can predict by studying trends in the internal and external environments.

Sources of Recruitment

INTERNAL RECRUITMENT

● Promotion● Transfer● Upgrading● Demotion

EXTERNAL RECRUITMENT

● Advertisements

● College recruitment

● Placement agencies

● Outsourcing

● Labour contractors

Advantages and Disadvantages of Internal Recruitment

Advantages:● Cheaper and quicker to recruit● People already familiar with the

business and how it operates● Provides opportunities for

promotion within the business – can be motivating

● Business already knows the strengths and weaknesses of candidates

Disadvantages:● Limits the number of potential

applicants● No new ideas can be introduced

from outside● May cause resentment amongst

candidates not appointed● Creates another vacancy which

needs to be filled

Advantages and Disadvantages of External Recruitment

Advantages:● Outside people bring in new

ideas● Larger pool of workers from

which to find the best candidate● People have a wider range of

experience

Disadvantages:● Longer process● More expensive process due to

advertising and interviews required

● Selection process may not be effective enough to reveal the best candidate

Steps to the Recruitment ProcessDevelop Job analysis

Job specification development

Know laws related to recruitment

Develop a recruitment plan

Implement recruitment plan

Accept applicant materials Selection process

Staffing Plan Write Job description

Staffing Plan● This plan includes Identifying Vacancy and Evaluating

Needs.● Can be evaluated through questionnaires.● Gives forecasting to determine how many people they

will need.● Proper planning and evaluation of the need will lead to

hiring the right person for the role and team● The basis of the Plan will be the annual budget of the

organization and the short- to-long term plans of the organization

● Plan is based on both internal and external factors.

Develop Job Analysis

● Job analysis is a systematic approach to determine what a person actually does in his or her job.

● Major part includes reviewing job responsibilities of current employees, researching similar jobs with competitors, analyzing any new responsibilities that need to be accomplished by the person with the position.

● Based on this analysis, an accurate job description and job specifications can be written

● The purpose of a job analysis is to ensure creation of the right fit between the job and the employee.

Prepare Job Description

● A Job description is the core of a successful recruitment process.

● should always include the following components: (General Information, Position Purpose, Essential Function, Minimum Requirements, Preferred Qualifications

● A well-written position description: Provides a first impression of the organization to the candidate

Job Description cont..

● Provides an opportunity to clearly articulate the value proposition for the role

● Clearly articulates responsibilities and qualifications to attract the best suited candidates

● Identifies tasks, workflow and accountability, enabling the department to plan how it will operate and grow

Job specification ● Skills and abilities the person must have to

perform the job.

● Define the education, training, qualifications and experience.

● Specification can be set out under the following headings:

a)Technical competencies: able to carry out the role, including any special aptitudes or skills required

Job specification cont.. b) behavioural and attitudinal requirements: role will be related to the core values and competency framework of the organizationc)qualifications and training: professional, technical or academic qualifications required, or the training that the candidate should have undertakend) specific demands: where the role holder will be expected to achieve in specified areae) Organizational fit: the corporate culture (eg formal or informal) and the need for candidates to be able to work within it.

Develop Recruitment PlanReview Job Description

Consider People Finding Strategies

Use Alternative Labour Pools

Implement Recruitment Plan

Accept Applicant Materials

Selection Process

Recruitment Process in Ncell● Vacancy Announcement Notice is published

in Official Website● Fill in the form online and attach all necessary

documents/certificates and photos● Short list Eligible Candidates● Call for Interview● Filter competent Candidates● Call for Second Interview● Select the best Candidate● Call for HR Interview● Call for signing Documents and discussion on

benefits

Recruitment Process in Government Organization/Public Service Commission

● Vacancy Announcement Notice is published in Gorkhapatra

● Fill in the form and attach all necessary documents/certificates and photos

● First paper examination (General Knowledge and IQ)

● Second Paper Examination (Governance System)● Third paper Examination(Contemporary Issues)● Fourth paper Examination (Specialization Course)● Interview● Duty Start

Trends in Global Context

● Focus on Employer branding growth

● Use of Talent analytic will increase

● Employer will broaden their scope

● Focus and priority is in candidate experience

● HR technologies will continue to increase

Trends in Global Context

● Social hiring is a fast growing recruitment trend, recruiters need to be able to reach required candidates and recruit them.

● More than 80% of companies are using social networks to recruit the best talents.

Nepali Context● Follow the basic process. Ad-hoc

● Staffing - Organization adopting this model

● Headhunting - for specialized positions

● Outsourcing - Recruitment agencies

● Increase in Understanding & respect the process

● Use of software - online announcement, application, selection and contract

Nepali context

● With the internet accessibility and social, increase in job portals and social vacancy announcements

Problem/Challenges and Solutions● The best candidates are deciding between multiple offers at once

Problem: Candidates applying multiple companies / Solution: Great interview Experience

● Too much noise in the market

Problem: Too many recruiters are trying to reach the same candidate/ Solution:Build a brand to attract

● Shortage of great talent

Problem: Shortage of skilled labor/ Solution: Data drive approach, Linkedin

● Hiring managers are too picky with what they want

Problem: Hardest problem is collaboration /Solution: Good relationship between recruiters and hiring

Recommendations ● Recruitment is very critical process - the first

process has to be right● JD, Policy Procedures, Training, Involvement● Has to be handled correctively ● Notification to candidates● Follow recruitment depending on your

organization and environment● Recruitment planning and implementation is

important● Employee - Full term, short term, intern,

consultants

Referenceshttps://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/5-recruiting-trends-2016.aspx

https://business.linkedin.com/talent-solutions/blog/recruiting-tips/2015/4-of-the-biggest-problems-recruiters-face-and-how-to-overcome-them

https://hr.ucr.edu/recruitment/guidelines/process.htmlhttps://en.wikipedia.org/wiki/Human_resources

Video https://www.youtube.com/watch?v=SYwUfCCMHvk

THANK YOU