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Recruitment

This document discusses recruitment and the recruitment process. It begins by defining recruitment and distinguishing it from selection. It describes the purposes and importance of recruitment, as well as factors that affect recruitment. The recruitment process is then outlined in multiple stages: planning, strategy development, sourcing candidates internally and externally, screening applicants, and evaluating and controlling the recruitment effort. The document also covers philosophies of recruiting like realistic job previews and alternatives to recruitment like overtime or outsourcing.

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59 views21 pages

Recruitment

This document discusses recruitment and the recruitment process. It begins by defining recruitment and distinguishing it from selection. It describes the purposes and importance of recruitment, as well as factors that affect recruitment. The recruitment process is then outlined in multiple stages: planning, strategy development, sourcing candidates internally and externally, screening applicants, and evaluating and controlling the recruitment effort. The document also covers philosophies of recruiting like realistic job previews and alternatives to recruitment like overtime or outsourcing.

Uploaded by

9811147948
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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Chapter 6

Recruiting Talent
Learning Objectives 2
 The nature, objectives and importance of recruitment
 The factors that affect recruitment
 The recruitment process, delineate different stages in the process and
describe each of them
 The distinct philosophies of recruiting and understand implications of each
on employee hiring
 Hiring involves two broad groups of activities:
 Recruitment
 Selection

Recruitment and Selection Needs

3
Nature of Recruitment

 In simple terms, recruitment is understood as the process of


searching for and obtaining applicants for jobs, from among whom
the right people can be selected
 Recruitment refers to the process of receipt of applications from
jobseekers
 B schools talk about campus recruitment. In newspapers too,
recruitment is frequently used to connote the process of employment
 However, students of HRM should know that there is difference
between the two terms—recruitment and selection
Purposes and Importance
 Determine the present and future requirements of the firm in conjunction
with its personnel planning and job-analysis activities
 Increase the pool of job candidates at minimum cost
 Help increase the success rate of the selection process by reducing the
number of visibly under qualified or overqualified job applicants
 Help reduce the probability that job applicants, once recruited and selected,
will leave the organisation only after a short period of time
 Meet the organisation’s legal and social obligations regarding the
composition of its workforce
 Begin identifying and preparing potential job applicants who will be
appropriate candidates
 Increase organisational and individual effectiveness in the short term and
long term
 Evaluate the effectiveness of various recruiting techniques and sources for
all types of job applicants
Factors Governing Recruitment
Recruitment Process
Recruitment Process

Contd.

Source: Herbert G. Heneman III, et. al.,


Personnel/Human Resource Management, p. 226
Recruitment Process
 Recruitment Planning
 Number of Contacts
 Type of Contacts

Recruiting Yield Pyramid

Contd.
Recruitment Process

 Strategy Development

 ‘Make’ or ‘Buy’

 Technological Sophistication

 Where to Look

 How to Look

Contd.
Recruitment Process
 Internal Recruitment
 Evaluation of Internal Recruitment
• It is less costly
• Firms typically have a better knowledge
• An organisational policy of promoting from
within can enhance employees’ morale

Sources of Recruitment

Contd.
Recruitment Process
 External Recruitment
 Specifically, sources external to a firm are professional or trade
associations, advertisements, employment exchanges,
college/university/institute placement services, walk-ins and
write-ins, consultants, contractors, displaced persons, radio and
television, acquisitions and mergers, contractors and competitors

 Temps and Contract Workers


 Contract workers, by their numbers, are almost dwarfing the small
number of regular employees
 Also called just-in-time workers, temps are not limited to clerical
or maintenance requirements
Contd.
Recruitment Process
 E-Recruiting
 This source is widely used for entry level and mid-level positions
 There are negatives associated with on-line recruiting
 Professional and Trade Associations
• Many associations provide placement services for their members
 Advertisements
• These constitute a popular method of seeking recruits as many recruiters
prefer advertisements because of their wide reach

Contd.
Recruitment Process
 E-Recruiting
 Employment Exchanges
 Campus Recruitment
 Walk-ins, Write-ins and Talk-ins
 Consultants
 Contractors
 Displaced Persons
 Radio and Television
 Acquisitions and Mergers
 Competitors
Contd.
Recruitment Process

Internal and External Recruitments: Advantages and Disadvantages

Contd.
Recruitment Process

 Searching
 Source Activation
 Selling

 Screening
 In screening, clear job specifications are invaluable
 The techniques used to screen applicants vary depending on the candidate
sources and recruiting methods used
Evaluation and Control
 Evaluation and control is necessary as considerable costs are incurred in the
recruitment process. The costs generally incurred are:
 Salaries for recruiters
 Management and professional time spent on preparing job description,
job specifications, advertisements, agency liaison, and so forth
 Cost of advertisements or other recruitment methods, that is, agency fees
 Cost of producing supporting literature
 Recruitment overheads and administrative expenses
 Costs of overtime and outsourcing while the vacancies remain unfilled.
 Cost of recruiting suitable candidates for the selection process

Contd.
Evaluation and Control
 Evaluation of Recruitment Process
 Return rate of applications sent out
 Number of suitable candidates for selection
 Retention and performance of the candidates selected
 Cost of the recruitment process
 Time lapsed data
 Comments on image projected

 Evaluation of Recruitment Methods


 Number of initial enquiries received
 Number of candidates at various stages of the recruitment and selection process
 Number of candidates recruited
 Number of candidates retained in the organisation after six months
Philosophies of Recruiting
 Realistic Job Previews
 Job Compatibility Questionnaire

Typical Consequences of Job Previews


Alternatives to Recruitment
 Overtime

 Employee Leasing

 Temporary Employment

 Outsourcing
Internal and External Recruitments:
Advantages and Disadvantages
Realistic Job Previews

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