Human Resource

Management
Recruitment
 Recruitment (Definition , Meaning ,
01 Concept Understanding)

02 Recruitment Needs

03 Philosophy of Recruitment

04 Recruitment Process
Chapter
05 Sources of Recruitment Contents

06 Alternatives of Recruitment
Recruitment: Definition

Recruitment is process of finding and attracting capable

applicants for employment

The process begins when new recruits are sought and

end when their applications are submitted.

The result is a pool of applicant form which new

employees are selected

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 Continued..

Employers Job Seekers

Recruitment is the function preceding the selection which helps create a pool of
prospective employees for the organization so that the management can select the
right candidates from this pool to expedite the selection process

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 Recruitment vs. Selection
Selection involves the series of
Recruitment is the process of steps by which the candidates are
searching the candidates for screened for choosing the most
employment and stimulating suitable persons for vacant posts
them to apply for jobs in the
organization.
The basic purpose is to create a The basic purpose of selection is to
talent pool of candidates to enable choose the right candidate
the selection Negative process
Positive process
Concerned with tapping the Concerned with selecting the most
sources of human resources suitable candidate
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 Philosophy of Recruitment

To get as many people to

Traditional apply for a job as possible
Philosophies

A large number of jobseekers

waiting in queues make the final
Arising Job selection difficult, often
dissatisfaction and resulting in wrong selection.
employee turnover

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To enhance the effectiveness of the recruitment process, a persuasive
agreement should be made that matching the needs of the organization
to the needs of the applicants.

Realistic Job Preview Two

approaches
Job Compatibility are available
Questionnaire to bring about
match

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 Realistic job preview

Realistic job preview provides complete

job related information , both positive and
Research on RJP shows a lower
negative, to the applicants.
rate of employee turnover
particularly for more complex
The information provided will help job jobs and higher level of job
seekers to evaluate the compatibility satisfaction as well as
among the jobs and their personal ends performance
before hiring decisions are made.

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 Job compatibility questionnaire

The job compatibility questionnaire was

Items cover : task requirement,
developed to determine whether applicant
physical environment, customer
preferences for work match the characteristics
characteristics, peer characteristics,
of the job.
leader characteristics, compensation
The JCQ is a 400- item instrument that measure preference, task variety, job
job factors, which are related to performance, autonomy, physical demands, and
satisfaction, turnover and absenteeism. work schedule.

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Recruitment Process
Recruitment
planning

Strategy
Evaluation Development
and Control

Screening Searching

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 Recruitment Planning
Draft a comprehensive job
specification for the vacant
position
Outline its major and minor
responsibilities; the skills,
experience and qualifications
needed Grade and level of
pay
Starting date

Whether temporary or permanent;

and .
Mention of special condition, if any, attached to the
job to be filled
 Strategy Development
Number of employees Determination of a
with desired suitable strategy
qualification

The strategic considerations to be considered may include issues :

 Whether to prepare the required candidates themselves or hire it from outside
 What type of recruitment method to be used
 What geographical area be considered
 For searching the candidates, which source of recruitment to be practiced, and
 What sequence of activities to be followed in recruiting candidates in the
organization

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 03. Searching
This step involves attracting job seekers to
the organization. There are broadly two
sources used to attract candidates.

Internal External
Sources Sources

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 04. Screening

Applications are screened against the Though some view screening as

qualification, knowledge, skills, the starting point of selection, we
abilities, interest and experience have considered it as an integral
mentioned in the job specification. part of recruitment. The reason
being the selection process starts
Those who do not qualify are only after the application have
straightway eliminated from the been screened and short listed.
selection process.

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 05. Evaluation & Control
The costs generally incurred in a recruitment It is necessary for a prudent
process include: employer to try answering
 Salary of recruiters certain questions like:
 Cost of time spent for preparing job
analysis, advertisement, etc.; • Whether the recruitment
 Administrative expenses methods are appropriate and
 Cost of outsourcing or overtime while valid?
vacancies remain unfilled • Whether the recruitment
 Cost incurred in recruiting unsuitable process followed in the
candidates. organization is effective at all
Contro or not? Evaluatio
l n
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 Sources of Recruitment

Internal Refers to recruitment that takes

place from within the
Sources organization.

Present & Former

Employees
Transfer & Employees
Promotions Referrals

Previous
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Applicants
Merits of Internal Sources

01 02 03 04 05 06 07

Promotes
loyalty and
Morale commitme Chances Present Time and Best
and nt amongst of employees expenditu More used for
motivation employees proper familiar re for valid successio
of due to selectio with recruitme selection n
employees sense of n high organizati nt decisions planning
improves job on reduced
security surroundi
and ngs
advanceme
nts
 Pitfalls of Internal Sources
Fails to bring in Not available to
fresh blood into newly established
01 organization. 04 enterprise

All vacancies
cannot be filled
from within
03 organization

Politics have a
Choice in selection greater impact on
is restricted. 05 internal recruitment
02

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 External Recruitment

External sources of recruitment lie outside Sources

the organizations It can be important when:
Advertising
A firm cannot get all the Colleges
employees they need from the Agencies
Head Hunting
current staff Referrals and walk –ins
When the firm wants to inject a
Recruitment on the internet
new perspective into running
the organization

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 Advertising

Advertising
Media
The selection to the media depends on the
Press positions which the firm is recruiting for
 Local newspapers – for blue collar jobs
Advertising in newspapers
Advertisements and jobs whose labor is in plenty supply
and journals. Has wide reach.  Specialized jobs will be adverted in trade
This method can be used for and professional journals like the
technical, clerical and economists , etc.
managerial jobs.  Jobs with an international focus will be
advertised in international dailies or
magazines
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 Constructing an Ad

A I D A

you can create

Must attract interest by the nature By spotlighting the Make sure the ad
attention to the Ad of the job itself, or job interest factors prompts action with
or readers may just with lines such as with words such as statements such as
miss it or ignore it “will thrive on travel or challenge “call today”
challenging work”,
or use other aspects
such as location
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Ad. should contain the following information

Job content ( primary task and

responsibilities)
A realistic description of the work
conditions
The Location of the job

The compensation including fringe

benefits
Job Specification ( e.g. education &
experience)
To whom one should apply

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 Employment Agencies
Your firm doesn’t have
its own HR department Agencies that charge employees or
and is not geared to employers for the placement
01 doing recruitment and services. Major
screening functions
To increase the pool of
Your firm has found it possible applicants and to
You want to cut down
difficult in the past to do preliminary screening
on time you are
generate a pool if devoting to
02 qualified applicants interviewing
04 You want to reach
currently employed
individual who might
You must fill a feel more comfortable
particular opening dealing with agencies
quickly 05 than with competing
03
companies
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 Executive recruiters ( headhunters)
The recruiters may
have many contacts
and are especially
Are special employment agencies retained by
experts and skilled at employers to seek out top management talent
contacting qualified, for their clients
currently employed Usually for crucial execute and
01 candidates who aren't technical positions
actively looking for a Executive recruiters are becoming
change in jobs more and more specialized to recruit
for specific functions or industries
They can also keep
the firms name The recruiters save
confidential until late top management's
into the search time of advertising
02 processes 03 and screening

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 College/Campus Recruiting
Sending an employers representative to college
campuses to prescreen applicants and create an
applicant, pool from that college graduating
class is an important source of management
trainees, promotable candidates, and
Some recruiters are professional and technical employees
ineffective and/or show
02
little interest in the
candidates. All applicants Its expensive and time
are not worth for the consuming – schedules
selection process. must be set well in advance, 01
company brochures
printed, record of interview
kept, and much time spent
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 Some Other Sources

Walk-ins are job

Many people with
seekers who Résumés
trade skills such as
arrive at HR created and
carpenters,
department in formatted to be
plumbers,
search of a job. posted on online
electricians and
Write-ins are résumé or job
other use the local
those who send sites.
union as source of
a written
job referrals.
inquiry.

Walk-ins & Labor Online

Write-ins Organization Recruiting

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 Employee Referrals
Employees may refer job seekers to the HR
Department. The firm posts announcements of
openings and request for referral's in its
bulleting and on its wall boards and intranet.

Current employees can and

The new employee may come usually provide accurate
with more realistic picture of 02 01
information about the job
what working in the firm is applicants they are
like after speaking with referring, especially since
friends there their are putting their own
reputation at risk
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Alternatives of Recruiting

Temporary Help
Agency
They don’t provide recruits. Instead they are the
source of supplemental workers. The temporary
workers actually work for the agency and are
‘on loan’ to recruiting employers.

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 Employee Leasing
Under this method, individuals hired by one
firm and sent to work in another for specific
time. When an organization has a need for
specific employee skills, it contracts with
leasing firm to provide a certain number of
trained employees.

Independent Contractor
Another means of recruiting is the use of
independent contractors. Often referred to as
consultants, independent contractors are
taking on a new meaning. Companies may
hire independent contractors to do specific
work at a location on or off the company’s
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premises.
End of the Chapter

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