Recruitment & Selection (2) (1)

7/31/2019 Recruitment & Selection (2) (1)

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RECRUITMENT

SUB TOPICS

DEFINITIONPURPOSE & IMPORTANCE

RECRUITING WITHIN & OUTSIDE

ORGANIZATIONRECRUITMENT PROCESS

FACTORS AFFECTING RECRUITMENT


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SELECTION

SUB TOPICS

DEFINITION & PURPOSE

SELECTION PROCESS

FACTORS AFFECTING SELECTION


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RECRUITMENT

DEFINITION

It is the process of finding and attracting

capable applicants for employment. The

process begins when new recruits aresought and ends when their applications

are submitted. The result is a pool of

applicants from which new employees areselected


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RECRUITMENT

PURPOSE AND IMPORTANCE

The general purpose of recruitment is to provide

a pool of potentially qualified job candidates.

Specifically, the purposes are to :

1. Determine the present and future requirements

of the organization in conjunction with its

personnel-planning and job-analysis activities.

2. Increase the pool of job candidates at minimumcost.

3. Help increase the success rate of the selection

process by reducing the number of visibly under

qualified or overqualified job applicants.


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4. Help reduce the probability thatjob applicants,

once recruited and selected, will leave the

organization only after a short period of time.

5. Meetthe organizations legal and social

obligations regarding the composition of its

workforce.

6. Begin identifying and preparing potential jobapplicants who will be appropriate candidates.

RECRUITMENT



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7. Increase organizational and individual

effectiveness in the short term and long term.

8. Evaluate the effectiveness of various recruitingtechniques and sources for all types of job

applicants.

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RECRUITMENT



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FACTORS GOVERNING RECRUITMENT

Given its key role and external visibility,

recruitment is naturally subject to

influence of several factors. These includeexternal as well as internal forces.

External Forces

Supply and demandUnemployment rate

Labor market

Political-social

Sons of soil

Image

Recruitment

Internal Forces

Recruitment Policy

HRP

Size of the firm

Cost

Growth and

expansion


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EXTERNAL FACTORS

GOVERNING RECRUITMENT

Supply and demandof specific skills inthe labor market. Demand > Supply or viceversa.

High Unemployment rate = High applicantratio and vice versa.

Labor-marketconditions at the local level

are suitable for most non-managerial,supervisory and middle-managementpositions whereas at the national level for

Executive and professional positions.


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EXTERNAL FACTORS


Political and legalconsiderations. Eg. Reservationof jobs for SCs, STs, minorities, and other backwardclasses (OBCs) is a political decision.

Preference to Sons of soilis another political factor.Eg. Shiv Sena.

Companys image For eg. Blue chip companiesattract a large number of applications. Often, it is not

the money that is imp., instead, the perception of thejob seekers about the company is what matters inattracting qualified prospective employees.

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INTERNAL FACTORS


Recruiting policypromoting internal recruitmentcan result in recommending candidates who fitsthe organizations culture. Eg. An organization

hiring temporary and part time employees is in aless advantageous position in attractingsufficient applications. Eg. MNCs operating inother countries have a policy relating to the

recruitment of local citizens as they canunderstand local languages, customs andbusiness practices better.


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INTERNAL FACTORS


Effective HRPgreatly facilitates the recruitingefforts. The success rate of the recruiting program isdetermined by the fact whether the company

engages in HRP or not. Size - For eg. An organization with 10000 employees

will find recruiting less problematic than anorganization with just one hundred employees.

Cost Eg. Recruiting costs are calculated per newhire and the figure is considerably high. Thus theneed to operate within the budgets and at the sametime ensure efficient and cost effective recruitmentby evaluating the quality, quantity and costs of

recruitment.


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INTERNAL FACTORS


An organization registering growth and

expansion will have more recruiting on hand

than the one which finds its fortunes declining.

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Prentice Hall, 2001 Chapter 18 15

Recruitment Process

Planning

Screening

Feedback &Follow up

StrategyDevelopment

Evaluation &Control

Searching


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CURRENT CHALLENGES TO

RECRUITMENT & SELECTION

Shortage of efficient senior level personnel

Equity in Placements- tackling the prevalence ofglass ceiling

Faking of cvs, hitting the Indian Corporates in March2006.

High attrition rate and shorter job tenures

Scattered and vague future goals of the incoming

employees Over emphasis on the salary packages and the

brand than the job profile / job responsibilities.

Paradigm shifts in work culture of various

organizations


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Definition and

Purpose

Selectionprocess

Factors

affecting

selection


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Selection is the

process of

choosingindividuals who

have relevant

qualifications to

fill existing or

projected job

openings.


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To hire and maintain a quality workforcethat reflects the diversity of the community

and works well within our values basedorganization, which promotes and supportscore values of trust, effectivecommunication, teamwork,

professionalism, and quality of life.


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Prentice Hall, 2001 Chapter 18 22

Selection Process

Completion of

Application

Supervisor orTeam Interview

Hiring DecisionInitial HRInterview

MedicalExamination

BackgroundInvestigation


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Perception

Fairness

Validity

Reliability

Pressure

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Recruitment & Selection (2) (1)

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