Recruitment,Types of recruitment

8/7/2019 Recruitment,Types of recruitment

1/29


2/29

RECRUITMENT

Process of finding & attracting capable

applicants for employment.

The process begins when new recruits are

sought and ends when their applications are

submitted.

The result is a pool of applications from which

new employees are selected.


3/29


4/29

RECRUITMENT NEEDS ARE OF 3TYPES

PLANNEDi.e. the needs arising from changes

in organization and retirement policy.

ANTICIPATEDAnticipated needs are those

movements in personnel, which an

organization can predict by studying trends in

internal and external environment.

UNEXPECTEDResignation, deaths, accidents,

illness give rise to unexpected needs.


5/29


6/29


7/29


8/29


9/29


10/29


11/29


12/29


13/29


14/29

Help reduce the probability that job applicantsonce recruited and selected will leave theorganization only after a short period of time.

Meet the organizations legal and socialobligations regarding the composition of itsworkforce.

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

Increase organization and individual effectivenessof various recruiting techniques and sources forall types of job applicants


15/29

FACTORS AFFECTING RECRUITMENT


16/29

RECRUITMENT POLICY

The recruitment policy of an organization

specifies the objectives of recruitment and

provides a framework for implementation of

recruitment program. It may involveorganizational system to be developed for

implementing recruitment programmes and

procedures by filling up vacancies with bestqualified people.


17/29

FACTORS AFFECTING

RECRUITMENT POLICY

Organizational objectives

Personnel policies of the organization and its

competitors.

Government policies on reservations.

Preferred sources of recruitment.

Need of the organization. Recruitment costs and financial implications.


18/29

Recent Trends

OUTSOURCING

Advantages:

Company need not plan for human resources much inadvance.

b. Value creation, operational flexibility andcompetitive advantage

c. turning the management's focus to strategic levelprocesses of HRM

d. Company is free from salary negotiations, weedingthe unsuitable resumes/candidates.

e. Company can save a lot of its resources and time


19/29

E-RECRUITMENT

Advantages:

Low cost. No intermediaries

Reduction in time for recruitment.

Recruitment of right type of people. Efficiency of recruitment process.

Gives a 24*7 access to an online collection of

resumes. Online recruitment helps the organizations to

weed out the unqualified candidates in anautomated way


20/29

POACHING/RAIDING

Buying talent(rather than developing it) is the

latest mantra being followed by the organizations

today. Poaching means employing a competent and

experienced person already working with another

reputed company in the same or different industry;

the organization might be a competitor in the

industry.


21/29


22/29

Employee Selection is the process of putting

right men on right job. It is a procedure of

matching organizational requirements with

the skills and qualifications of people.


23/29


24/29


25/29

Employee selection Process

Preliminary Interviews- It is used to eliminatethose candidates who do not meet the minimumeligibility criteria laid down by the organization.

The skills, academic and family background,competencies and interests of the candidate areexamined during preliminary interview.Preliminary interviews are less formalized and

planned than the final interviews. The candidatesare given a brief up about the company and thejob profile; and it is also examined how much thecandidate knows about the company. Preliminary

interviews are also called screening interviews.


26/29

Application blanks-The candidates who clear

the preliminary interview are required to fill

application blank. It contains data record of

the candidates such as details about age,qualifications, reason for leaving previous job,

experience, etc.


27/29

Written Tests-Various written tests conducted

during selection procedure are aptitude test,

intelligence test, reasoning test, personality

test, etc. These tests are used to objectivelyassess the potential candidate. They should

not be biased.


28/29

Employment Interviews- It is a one to oneinteraction between the interviewer and thepotential candidate. It is used to find whether thecandidate is best suited for the required job or

not. But such interviews consume time andmoney both. Moreover the competencies of thecandidate cannot be judged. Such interviews maybe biased at times. Such interviews should be

conducted properly. No distractions should bethere in room. There should be an honestcommunication between candidate andinterviewer.


29/29

Medical examination- Medical tests are

conducted to ensure physical fitness of the

potential employee. It will decrease chances

of employee absenteeism.

Appointment Letter- A reference check is

made about the candidate selected and then

finally he is appointed by giving a formalappointment letter.

Recruitment,Types of recruitment

Documents

Transcript of Recruitment,Types of recruitment