UNIT -3

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SOURCES OF RECRUITMENTSOURCES OF RECRUITMENT

There are basically two sources of recruitment. They are:

• Internal sources of recruitment.• External sources of recruitment.

PERSONNEL POLICIES FOR PERSONNEL POLICIES FOR RECRUITMENTRECRUITMENT

• Internal vs. External Recruiting

• Lead-the-Market pay strategies

• Employment-at-will Policies

• Image Advertising

1. INTERNAL Vs. EXTERNAL 1. INTERNAL Vs. EXTERNAL RECRUITINGRECRUITING

• Internal – “Promote from within”

Policy

• Fill upper-level vacancies

• Provides Career Path

• Prevent layoff

2. LEAD-THE-MARKET PAY2. LEAD-THE-MARKET PAY

• Pay more than the current market

wages

• Makes up for job’s less desirable

features

• Using Forms of Pay other than Wages

or Salary – like, ESOP, Flexi-timing

etc.,

3. EMPLOYMENT-At-Will3. EMPLOYMENT-At-Will• Employment contract – Rights in

employment relationship• In its absence, relationship may end at

any time• Minimal Job Security• Contrast – Due-Process Policies – Lays

out steps an employee may take to appeal the employer’s decision to terminate

4. IMAGE ADVERTISING4. IMAGE ADVERTISING• Advertising designed to create a

generally favorable impression of the Organization

• Competitive labor market – like Nursing, Defence

• Attraction• Job seeker’s form beliefs about the

nature of the organisation

RECRUITMENT SOURCESRECRUITMENT SOURCES• Method of communicating labor

needs and target audiences – Size and Nature of labor

• Internal Sources• External Sources

Internal & External SourcesInternal & External Sources

Internal Sources1. Job Postings2. Databases3. Management

Referrals

External Sources1. Direct Applicants and

Referrals2. Advt. in Newspapers

and Magazines

3. E-Recruiting – Co.Web sites and Job Sites

4. Public Employment Agencies

5. Private Employment Agencies

6. Colleges and Universities

Internal SourcesInternal SourcesJob Postings:• Company Bulletin Boards• Employee Publications• Corporate Intranets and others

Management Referrals:• Recommendation from Managers

EXTERNAL SOURCESEXTERNAL SOURCES• For entry level and specialized upper

level positions• Brings new ideas and new ways of

doing business

Direct Applicants and Direct Applicants and ReferralsReferrals

• Direct Applicants – Who apply for vacancy without prompting from the organization

• Referrals – Someone in the organization prompted them. Social Network

• Survey results:1/3 rd – Referrals30% - On-line Application1/2 th – Direct Applicant

ADVERTAISEMENTSADVERTAISEMENTS• What do wee need to say? Enough info to evaluate the job and

its requirements• To whom do we need to say it? Where to place the ad –

Classifieds/Professional or industry journals / TV and cableTV

ELECTRONIC RECRUITINGELECTRONIC RECRUITING• Successful for big corporate• Automatic response mail• Standardized procedure for

resume’submission• Easy to search database• “Niche Boards” – Telecommcareers.net• Blogs• Recruiters must gain experience in what

works for particular organisation – Monster / HCareers/ Company websites

PUBLIC EMPLOYMENT PUBLIC EMPLOYMENT AGENCIESAGENCIES

• Computerised inventory of unemployed individuals

• Refers to employer at no charge.• Helps in meeting diversity objectives• Conduct classes on writing resumes

and interviewing for a job at no charge.

PRIVATE EMPLOYEMENT PRIVATE EMPLOYEMENT AGENCIESAGENCIES

• White collar labor market• Executive Search Firm (ESF) –

managers, professionals• ‘Head Hunters” – find new jobs for

people almost exclusively already employed.

• Sensitive, paid referrals and Maintain confidentiality

COLLEGES AND UNIVERSITIESCOLLEGES AND UNIVERSITIES• On-Campus interviews – Entry-level

and managerial vacancies• Having strong reputation in areas of

critical needs – Chemical engineering• Commitment to selected universities

– Same HR for continuity of contact• Internship Programmes• Job Fairs – Increasing employer’s

presence - Inexpensive

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INTERNAL SOURCES OF INTERNAL SOURCES OF RECRUITMENTRECRUITMENT

• Hiring acquaintances and relatives/dependents of existing employees.

• By promotion and transfer of existing employees

• From employees on leave, long courses deputations or on lean

INTERNAL SOURCES OF INTERNAL SOURCES OF RECRUITMENT (cont..)RECRUITMENT (cont..)

• From those who left the organization for want of suitable vacancies/promotion changes.

• Separated by resignation or on lay offs, etc.

• From trade unions. (In US, trade unions hire the entire needs of

unskilled/semiskilled hands).

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EXTERNAL SOURCES OF EXTERNAL SOURCES OF RECRUITMENTRECRUITMENT

External sources of recruitment are the following:

• New entrants in labor markets as fresher from schools and colleges

• Educated unemployed due to lack of opportunities elsewhere.

EXTERNAL SOURCES OF EXTERNAL SOURCES OF RECRUITMENT (cont..)RECRUITMENT (cont..)

• Retired hands with experience and health

• Persons wishing to join the organization from other organizations/ competitiors for improving their career prospects or economic returns.

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EXTERNAL SOURCES OF EXTERNAL SOURCES OF RECRUITMENT (cont..)RECRUITMENT (cont..)

• Unscheduled area/sectors like -housewives, -returnees from employment abroad

like NRIs

• disadvantaged sections of the society like -ex-servicemen, -minorities, -handicapped persons etc.,

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ADVANTAGES OF RECRUITMENT ADVANTAGES OF RECRUITMENT WITHIN THE ORGANISATIONWITHIN THE ORGANISATION

• Good public relations exercise and improve “good will” to the organization

• Improve morale and motivation of employees.

Cont…Cont…• Provide better career prospects and

promotional avenues to employees.

• Improve probability of better performance since the candidate is in a better position in knowing the objectives and expectations of the organization

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DISADVANTAGES OF RECRUITMENT DISADVANTAGES OF RECRUITMENT WITHIN THE ORGANIZATIONWITHIN THE ORGANIZATION

• In-breeding prevents injection of new “blood” in the organization.

• Option is limited in locating “right-talents”

• Inhibits innovation and creativity

Cont…Cont…

• Develop a self-created “isolation”

• Encourages ‘seniority’ more than ‘merit’

• Higher probability of likes/dislikes viz subjectivity in promotion.

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ADVANTAGES OF EXTERNAL ADVANTAGES OF EXTERNAL SOURCES OF RECRUTIMENTSOURCES OF RECRUTIMENT• Improve knowledge and skill of the

organization by up gradation from external inputs

• Injection of “external blood” can improve not only the knowledge but also the philosophy, attitude and management concepts in the organization.

ADVANTAGES OF EXTERNAL SOURCES ADVANTAGES OF EXTERNAL SOURCES OF RECRUTIMENT (cont..)OF RECRUTIMENT (cont..)

•Improve and sustain competitive advantage.

•No limitation on skill and knowledge since the external area is quite wide.

•Economical in the long run

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DISADVANTAGES OF EXTERNAL DISADVANTAGES OF EXTERNAL SOURCES OF RECRUITMENTSOURCES OF RECRUITMENT

• Is costly

• Cause “brain-drain” due to fear of lack of growth potential

• Higher probability of employees turn-over.

DISADVANTAGES OF EXTERNAL DISADVANTAGES OF EXTERNAL SOURCES OF RECRUITMENTSOURCES OF RECRUITMENT (cont..) (cont..)

• Demoralization of existing employees for alleged “double standard” and favor shown towards new recruitment from outside

• by offering better position (grade) and pay over looking claim made by own employees.

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METHODS OF RECRUITMENTMETHODS OF RECRUITMENT Some of the popular methods of

recruitment are listed under the classification of Internal and external sources of recruitment.

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INTERNAL SOURCES SEARCH INTERNAL SOURCES SEARCH METHODMETHOD

Method of internal search involve the following:

• Posted on bulletin/notice boards of the organization

• Through memos circulated among the shop supervisors.

(cont..)(cont..)

• Advertised in the in-house employee magazine/bulletins/handouts.

• Other methods like “word-of-mouth” and/or “who-you-know” system.

• Perusal of records/P.C data bank (unpublished)

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EXTERNAL SOURCES EXTERNAL SOURCES SEARCHSEARCH

External sources search consists of a number of methods.

Dunn and Stephen have broadly classified them under the following broad categories:Direct methods Indirect methodsThird party methods

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DIRECT METHODS OF DIRECT METHODS OF RECRUTIMENTRECRUTIMENT

It consists of the following:

• Scouting

• Campus-recruitment

• Casual-callers/unsolicited applicants

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SCOUTINGSCOUTING

This is one of the oldest method . The personnel department send their

representatives to potential places of recruitment and establish contact with potential candidates seeking employment.

.

(cont..) (cont..) Preliminary screening/interviews are

arranged at selected places wherein the candidates present themselves.

In this effort local/consultants

agents/institutions/colleges play the liaison work.

Organizing conventions, indoctrination seminars, fairs, etc are other means in this method

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CAMPUS RECRUITMENTCAMPUS RECRUITMENT

In this method firm representatives call on potential/ colleges/institutes to establish direct contact.

In such cases “ placement cells” established

in such educational institutions do the liaison work and coordination for arranging the preliminary screening and interviews.

.

(cont..)(cont..)

• Sometime the firms directly contact the director/faculty/professors for recommending students with outstanding performance for employment

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CASUAL CALLERSCASUAL CALLERSCasual callers and job seekers at the

factory and unsolicited applicants are other sources of direct recruitment.

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Indirect methodsIndirect methodsThe following are the indirect methods:

– Advertisement– Employers trade associations/clubs– Professional associations– Reputed other firms

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THIRD PARTY METHODSTHIRD PARTY METHODS

• Public employment agencies

• Private employment agencies

• Placement cells in schools and colleges

• Temporary help services

• Management consultants

(cont..) (cont..) • Employee referrals/recommendations

• Professional bodies/associations

• Computer data bank • Voluntary organizations

• Trade unions43

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PUBLIC EMPLOYMENT PUBLIC EMPLOYMENT AGENCIESAGENCIES

• In India these are called employment Exchanges under the control of central/state governments.

• It was designed to help job seekers to find suitable employments.

PUBLIC EMPLOYMENT AGENCIES PUBLIC EMPLOYMENT AGENCIES (cont..)(cont..)

• Registration with employment agencies will provide certain privileges to such persons like: --priority in employment or --receipt of “unemployed doles”

by the government.

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PRIVATE EMPLOYMENT PRIVATE EMPLOYMENT AGENCIESAGENCIES

Private employment agencies do charge fees either from potential employees, or from employers or from both for their services.

PRIVATE EMPLOYMENT AGENCIES PRIVATE EMPLOYMENT AGENCIES (cont..) (cont..)

These agencies must do something different from public agencies to attract both employers and job seekers.

The major difference between public

and private employment agency is the “image”.

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PRIVATE EMPLOYMENT PRIVATE EMPLOYMENT AGENCIES (cont..)AGENCIES (cont..)

1.They provide employment opportunities for all categories of employment including -managers, -top executives, -professionals, -engineers in addition to skilled and unskilled labor.

PRIVATE EMPLOYMENT PRIVATE EMPLOYMENT AGENCIESAGENCIES

2.Private agencies provide comprehensive service like : -advertisement,

-counseling, -conducting interviews, -preliminary screening, -short listing candidates etc.,

3.Some such agencies provide guaranteed performance by the candidates recommended by them for period ranging 6 months to an year.

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PRIVATE EMPLOYMENT PRIVATE EMPLOYMENT AGENCIESAGENCIES

4.Some of the agencies become specialized in certain categories of employment like the following:

security guards/personnel Clerical office/computer operators Managers/executive Engineers Accountants Salesman etc.,

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PLACEMENT CELLS FROM PLACEMENT CELLS FROM COLLEGES/SCHOOLSCOLLEGES/SCHOOLS

This is mutually beneficial to the employers as well as educational institutions.

They act as a single window for employment coordination between organization seeking recruitment and institutions

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TEMPRORARY HELP SERVICESTEMPRORARY HELP SERVICES Is provided by Agencies who provide

hands for jobs of temporary /short-term period.

This kind of service is extensively used by organizations to tide over fluctuations in personnel needs.

TEMPRORARY HELP TEMPRORARY HELP SERVICESSERVICES

In India such services are commonly used to employ unskilled/semi-skilled jobs like

-masons,

-construction workers, -gardeners,- plumbers and

-electricians. Mostly these are confined to civil work on

building bridges, roads and loading/unloading workers.

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MANAGEMENT CONSULTANTMANAGEMENT CONSULTANTThese consultants obtain job description

and job specification from such companies and carry out extensive search through advertisement and other means.

They also carry out recruitment process up

to the point of short listing and send such short listed names of potential candidates to the company seeking to fill up their vacancies.

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EMPLOYEE EMPLOYEE REFERALS/RECOMENDATIONREFERALS/RECOMENDATION

Is the reference/recommendation received from an existing employee of the company.

Existing employee has a stake in the

organization, therefore he cannot normally afford to recommend unsuitable and incompetent person.

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PROFESSIONAL PROFESSIONAL BODIES/ASSOCIATIONSBODIES/ASSOCIATIONS

It is often a practice for firms approaching respective professional bodies/associations for locating/recruiting suitable hands for engineering,

technical, scientific and managerial vacancies. Approach is made to members and officials of

national bodies like AIMA, Institution of Engineers, computer society etc.,

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COMPUTER DATA BANK COMPUTER DATA BANK SERVICESSERVICES

Some important organizations have built up their own Data-Bank system viz IRIS(IBM recruitment Information System)

This is a computer-operated system inn

which data regarding all its employees are entered in categories bad grade-wise.

Cont..Cont.. Information contained in the data-bank is

comprehensive enough to get all details.

Whenever company is faced with the problem of filling up vacancy which is considered to be ”hard-to-fill” they make use of this service/source.

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VOLUNTARY ORGANIZATIONVOLUNTARY ORGANIZATION Certain voluntary organizations can

assist in recruitment. Examples are schools for handicaps like deaf, dumb

and blind; churches; fraternity organizations and social clubs.

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TRADE UNIONSTRADE UNIONS In certain industries, unions play a vital

role in recruitment.

In USA union has taken over the function of recruitment of unskilled and semi-skilled labor.

There are “Hiring Halls” in USA where union advice job seekers on job opportunities.

Modern Sources and Modern Sources and Techniques of RecruitmentTechniques of Recruitment

• Walk-in• Consult-in• Head-hunting• Body Shopping• Business Alliances• E-Recruitment

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RECRUITING PROTECTED RECRUITING PROTECTED CLASSESCLASSES

• Recruitment of Women• Recruitment of minorities• Sports people• Ex-servicemen• Disadvantaged people• Disabled people

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RECRUITMENT PRACTICES IN RECRUITMENT PRACTICES IN INDIAINDIA

Practices followed by various firms recruitment vary in India based on the type whether it is a government sector,public sector or a private sector.

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RECRUITMENT IN GOVERNMENT RECRUITMENT IN GOVERNMENT ORGANIZATIONSORGANIZATIONS

• By and large in case of recruitment in government organizations follow public recruitment agencies.

• Employment exchanges in recruiting lower level

from semi-skilled jobs. • Higher post jobs are advertised. Most of the jobs,

off late are filled through promotion from internal sources and also through deputations from other organizations.

• Cadre build vacancies are filled through competitive

examinations through advertisement. Ex’s are civil service examinations (IAS,IPS,IFS etc.,).

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RECRUITMENT IN PUBLIC RECRUITMENT IN PUBLIC SECTORSSECTORS

Public sectors use the following methods of recruitment given in their hierarchical order

of importance:– Employment exchanges– Advertisement– Promotion and transfer from internal

sources.– Deputation from external sources.

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RECRUITMENT IN PRIVATE RECRUITMENT IN PRIVATE SECTORSSECTORS

Procedure and methods are not formalized fully in private sectors. Each follow their own methods. Following methods are popular given in the order of priorities:

• Advertisements• Relatives of current employees and their

recommendations• Internal sources through promotions and

transfers.• Employment exchanges• Casual callers.

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EVALUATION AND BENCHMARKING OF EVALUATION AND BENCHMARKING OF RECRUITMENT IN AN ORGANIZATIONRECRUITMENT IN AN ORGANIZATION

• A firm should evaluate its recruitment process along with all its other human resource management activities.

• The companies need to evaluate the sources of recruiting carefully – looking at cost, time, flexibility, quality and other criteria

• Collecting appropriate evaluation measures on past recruiting efforts can help an organization to predict the time and budget needed to fill future openings,.

• Identify the recruiting methods that yield the greatest number or the best quality of candidates and evaluate the job performance of the individual recruiters.

• Benchmarking against similar firms can also be informative.

• The granddaddy of all recruiting evaluation

measures is cost per hire, though speed of filling vacancies is also an important measure.

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THE LEGAL ENVIRONMENTTHE LEGAL ENVIRONMENT The different legislative polices governing

the following issues has to be taken care off while recruiting:

•child labor, •night shift work,• bonded labor, •contract labor, • reservation, • ‘sons of the soil ‘.

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LEGAL ENVIRONMENTLEGAL ENVIRONMENTThe following are the legislative policies governing the

major issues of employment:1. 1. The Factories Act, 1948

2. The Apprentices Act, 1961

3. The Employment Exchange Act, 1959

4. The Contract Labor Act, 1970

5. Bonded Labor System (Abolition Act), 1976

6. The Child Labor Act, 1986

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RECRUITER TRAITS AND RECRUITER TRAITS AND BEHAVIOURBEHAVIOUR

Characteristics:

• Warm and Informative – Applicants respond positively

• Warm – Care and enthu about applicants potential

• Other Charc – Age, Sex and Race

RECRUITER TRAITS AND RECRUITER TRAITS AND BEHAVIOURBEHAVIOUR

Behavior:1) Level of realism in recruiters message 2) Exaggerate positive – leads to luring

applicants3) Downplay negative qualities - Loss of

high quality applicants4) Gap in +ve and –ve – High turnover of

new employees

Enhancing Recruiters Enhancing Recruiters ImpactImpact

• Provide timely feedback• Avoid offensive behaviour • Recruit using teams (Job experts and

HR Specialist) than individual recruiters