Prestige Institute of Management and Research

2014~15

RECRUITMENT

Presented by :Isha Joshi

DEFINITIONEdward B. Flippo defined recruitment as “the process of searching for prospective employees and stimulating them to apply for jobs in the organization”.

OBJECTIVES OF RECRUITMENTThe objectives of recruitment are as follows :1) To attract people with multi – dimensional skills and

experiences that suit the present and future organizational strategies.

2) To infuse fresh blood at all levels of the organization3) To develop an organizational culture that attracts

competent people to the company4) To search or head hunt people whose skills fit the

company’s values.5) To search for talent globally and not just within the

company

PROCESS OF RECRUITMENT

1) Finding out and developing the sources where the required number and kind of employees are/will be available.

2) Developing and employing suitable techniques to attract the desirable candidates.

3) Stimulating as many candidates as possible and asking them to apply for jobs irrespective of number of candidates required. Management has to attract more candidates in order to increase selection ratio (i.e., no. of applications per one job vacancy) in order to select the most suitable candidates out of the total candidates available.

FACTORS AFFECTING RECRUITMENT

The recruitment function of the organizations is affected and governed by a mix of various internal and external forces. The internal forces or factors are the factors that can be controlled by the organization. And the external factors are those factors which cannot be controlled by the organization.

The internal factors includes the following :1) Company’s pay package2) Quality of work-life3) Company’s products/services4) Geographical spread of company’s

operations5) Cost of recruitment

External FactorsSUPPLY AND DEMAND The availability of manpower both within and outside the organization is an important determinant in the recruitment process. If the company has a demand for more professionals and there is limited supply in the MARKET for the professional demanded by the company, then the company will have to depend upon internal sources by providing them special training and development programs.

•       IMAGE / GOODWILL Image of the employer can work as a potential constraint for recruitment. An organization with positive image and goodwill as an employer finds it easier to attract and retain employees than an organization with negative image. Image of a company is based on what organization does and affected by industry.  

  POLITICAL-SOCIAL- LEGAL ENVIRONMENT Various government regulations prohibiting discrimination in hiring and employment have direct impact on recruitment practices. For example, Government of India has introduced legislation for reservation in employment for scheduled castes, scheduled tribes, physically handicapped etc. This restricts management freedom to select those individuals who it believes would be the best performers. If the candidate can’t meet criteria stipulated by the union but union regulations can restrict recruitment sources.

 UNEMPLOYMENT RATE One of the factors that influence the availability of applicants is the growth of the economy (whether economy is growing or not and its rate). When the company is not creating new jobs, there is often oversupply of qualified labor which in turn leads to unemployment.

COMPETITORS The recruitment policies of the competitors also effect the recruitment function of the organizations. To face the competition, many a times the organizations have to change their recruitment policies according to the policies being followed by the competitors.

SOURCES OF RECRUITMENT

Internal Sources a) Present employees: Permanent, temporary and

casual employees already on the pay of the organization are a good source of recruitment.

Vacancies may be filled up from such employees through promotions, transfers and demotion.

b) Retired and retrenched employee who want to return to the company may be rehired.

c) Dependants and relatives of disabled and deceased employees.

Merits of Internal Sources morale and motivation of employees improve

when they are assured that they would be preferred in filling up vacancies at higher levels.

Suitability of existing employees can be judged better as record of their qualifications and performance is already available in the organization.

Promotes loyalty, commitment among due to sense of job security and opportunities for advancement.

Demerits of Internal Sources It may lead to inbreeding (unions). Discourages flow of new blood. If promotions are based on seniority, capable

persons may be left out. More talented outsiders may not be employed. Chances of favoritism are higher and growth of

the business is restricted by the limited talent of insiders.

All vacancies cannot be filled up from within the organization

Not possible in a newly established organization.

External Sources Educational and training Institutes:

Executive Search Agencies:

Casual callers

Labor contractors

Employee referrals:

Gate recruitment

Press advertisements

Merits of External Sources people having requisite skills, education and training can

be obtained. As recruitment is done from a wider market, best selection

can be done irrespective of caste, gender or religion. Expertise and experience from other organisations can be

brought. It helps to bring new blood and new ideas into the

organisation. This source of recruitment is also available to new

enterprise and never dries up. External sources are best when suitable people from

within are not available and when the organisation is diversifying or merging with other organisations.

Demerits of External Sources It is more expensive and time consuming

to recruit people from some external sources of recruitment.

Detailed screening is necessary as very little is known about the candidate.

The new employees being unfamiliar with the organization, their orientation and training is necessary.

If higher level jobs are filled from external sources, motivation and loyalty of existing staff are negatively affected.

Methods of Recruitment

Recruitment techniques are the means by which an organization establishes contact with potential candidates, provides them necessary information and encourages them to apply for jobs. These techniques are ways of establishing links with the prospective employees. Following are various methods of recruitment:

1. Direct Methods: Under Direct Recruitment scouting, employee contacts, manned exhibits and waiting lists are used. In Scouting, representatives of the organization are sent to educational and training institutions. These travelling recruiters exchange information with the students, clarify their doubts, stimulate them to apply for jobs, conduct campus interviews and short list candidates for further screening.

These officials act in cooperation with the placement office/ head of the institution.

Another direct method is to ask employees of the organization to contact the public tell about the vacancies.

Manned exhibits involve sending recruiters to seminars and conventions, setting up exhibits at fairs and using mobile offices to go to the desired centers.

Some organizations waiting list of candidates who have indicated their interest in jobs in person, through mails or over telephone.

2. Indirect Methods

Advertisements in news papers, journals, on the radio and television are used to publicize vacancies.

A well-thought-out and clear advertisement enables candidates to assess their suitability so that only those possessing the requisite qualifications will apply.

This method is appropriate when the organization wants to reach out to a large target group scattered geographically.

Whenever necessary, a blind advertisement can be given in which only box number is given without identifying the firm.

Considerable details about jobs to be filled and qualifications required can be given in the advertisement.

But a large number of applicants may be unsuitable.

3. Third Party Methods:

Various agencies can be used to recruit personnel.

Public employment exchanges, management consulting firms, professional societies, temporary help societies, trade unions, labour contractors are the main agencies.

In addition, friends and relatives of existing staff and deputation method can also be used.

4. Internet Recruitment:

Researches of some agencies indicate that 25% of all the net users in India search for jobs on internet and this number is bound to increase in the years to come.

Jobstreet.com, naukri.com, JobsDB.com are some of the new job sites that have come up recently.

Organizations can use this method to attract suitable candidates to apply for job by registering vacancies with these job sites.

Modern Sources of RecruitmentModern sources includes the following:1) Walk-in2) Consult-in3) Head-hunting4) Body shopping

Techniques of RecruitmentTechniques include:1) Promotion2) Transfers3) Recommendations of present

employers4) Scouting5) Advertising

Thank You