RECRUITMENT

OBJECTIVES
To understand nature, objectives
& importance of recruitment.
To identify the factors affecting
recruitment
Recruitment process
Identify distinct philosophies of
recruitment & to understand its
implications
 Definition

“It is the process of finding & attracting

capable applicants for employment. The
process begins when new recruits are
sought & ends when their applications are
submitted. The result is the pool of
applicants from which new employees are
selected.”
“It involves attracting & obtaining as many
applications as possible from the eligible
job-seekers”.
Definitions by Yoder
“It is the process to discover the
sources of manpower to meet the
requirements of the staffing
schedule & to employ effective
measures for attracting that
manpower in adequate numbers
to facilitate effective selection of
an efficient working force”.
Definition by Flippo
“Itis the process of searching for
prospective employees & stimulating
& encouraging them to apply for the
jobs in an organization. It is often
termed positive in that it stimulates
people to apply for jobs to increase
the ‘hiring ratio’ i.e. No. of applicants
for the job. Selection tends to be
negative because it rejects a good
member of those who apply leaving
only the best.”
Purpose & Importance
Increase the pool of job
candidates at minimum cost.
Increase the success rate of
selection process
Meet the organization legal &
social obligations.
Evaluate the effectiveness of
various recruitment techniques &
sources.
 Factors Affecting
Recruitment

EXTERNAL FORCES
INTERNAL FORCES
• SUPPLY & DEMAND
• RECRUITMENT
• UNEMPLOYMENT RATE RECRUITMENT
• HRP
• LABOUR MARKET
• SIZE OF THE FIRM
• POLITICAL-LEGAL
• COST
• IMAGE
• GROWTH & EXPANSION
 EXTERNAL FACTORS

Supply & Demand

 If demand for a particular skill is high

relative to the supply – extraordinary
effort is needed.
E.g. the demand for programmers,
financial analysts is higher than the
supply.
Unemployment rate
If it is high – simple recruitment
process
No. of unsolicited applicants –
high
If it is low – more recruitment
efforts & new sources to be
explored.
Labor Market
Labor – market conditions in the
local area are of primary
importance in recruiting for most
non-managerial, supervisory &
middle management positions.
Recruitment for the executive &
professional positions – condition
of all India market is considered.
 Political – legal conditions

Reservation for the jobs is political

decision
Legal – central & state acts
Acts which deal with recruitment &
selection:
Child labor act – 1986
Employment Exchange Act – 1959
• company’s image
Image matters in
attracting large No. of
employees.
 INTERNAL FACTORS

Recruitment Policy
Temporary & Part time policy
Effective HRP processes greatly
facilitates the recruitment efforts
Size of the firm. E.g. org. with 1000
employees will find it less problematic
than employees with 100 employees.
Cost – budget of the firm
Sources of Recruitment
 Informal recruiting and hidden job market-g hire ref
 Online Recruiting:-
◦ Naukri.com
◦ Shine.com
◦ Timesjob.com
◦ Indeed.com
◦ Jobwell.com
 LinkedIn and social media
 Using recruitment software and AI:-Applicant tracking
system :- ZING HR
 Advertising
 Employment agencies
 Recruitment process outsourcers
 On demand recruiting services
 Sources of Recruitment
Temporary, Gig and alternative
staffing
Temporary workers-alternative
staffing
Contract employees
Poaching
Off shoring and outsourcing
Executive recruiters/headhunters
HR tools for line managers and
small business: Recruiting 101
Sources of Recruitment
Referrals and walk-ins
College /campus recruiting
Recruiting Midcareer
professionals
Military personnel
 RECRUITMENT

METHODS
IN
E CT S ME DIRE
I R OD TH CT
D TH OD
ME S

THIRD PARTY
METHODS
INDIRECT METHODS
ADVERTISEMENT
Useful for both blue & white collar jobs
Search for top executive – national
media & visa versa
Concept blind advertisements
Specify three things – type of
applicant, list of advantages co. will
offer, where to run ads – location as
well as in which newspapers.
Third party methods
Private employment agencies
Public / state employment
agencies
Seminars conducted for college
professors
Employee referrals
Trade unions
Casual Labor / applicant at the
gate
Unsolicited applications
Voluntary organizations like
clubs, social organizations
Computer data bank
internet
Recruitment
Process
Personnel Job Employee
planning Analysis requisition

Job Recruitment Searching Screening

vacancies Planning Activation Appli-
• Number “selling” Potential
cation
• Types -Message Hires
Pool
- Media
To Selection

Strategy
Development
-Where
Evaluation
- How Application &
- When Population Control
Recruitment process
Recruitment planning phase
 Strategy development phase
Searching phase
Screening phase
Interviewing and selection phase
Job offer phase
Onboarding phase
◦ Welcome new talent to the team
 Evaluation phase
 Process in detail

 Recruitment Planning
- No. of contacts: to estimate No. of applicants to
fill all vacancies.
- Calculate yield ratio. It express the relationship
of applicant input to output at various decisions
point
- E.g. org. want to recruit sales people & ran
advt. It generated 2000 applicants, of which
2000 were judged to be qualified YR=10:1.
- Of this 200, 40 attended interview for final
selection YR= 5:1. Of this 30 were qualified &
were offered a job YR=4:3
- Out of 30, 20 accepted – YR = 3:2
- Thus the requirement of 30 hires, would mean a
target of 3000
Type of contacts:

Type of people to be informed for

the job

Depends:- job description &

specification.
11-Strategy Development
Make or buy
Technological sophisticated –
methods
Where to look:-
- Regional or local market for
technical employees
- National market for managerial
employees
- Local market for blue collar
employees
 TRADE ASSOCIATIONS

ADVERTISEMENTS
PRESENT EMPLOYEES R EMPLOYMENT EXCHANGES
E
C CAMPUS RECRUITMENT

EMPLOYEE REFERRALS R WALK – IN & WRITE - INS

U
CONSULATANTS
I
FORMER EMPLOYEE
T CONTRACTORS
M
E RADIO & TELEVISION
PREVIOUS APPLICATIONS
N ACQISITION & MERGERS
T
COMPETITORS

E - RECRUITING
TRADE ASSOCIATION
Many association provide placement
service or publish or sponsor trade
journals or magazines for their members
Useful for highly educated, experience,
skillful people.
WALK- Ins: Immediate requirement
WRITE – Ins: send written enquiries in
which jobseekers are asked to complete
application forms for further processing
TALK-Ins: Jobseekers are required to meet
the recruiter on appropriate date for talk,
in which no applications are required
How to look:
Internal recruitment
Present employees: Promotion &
transfers
Employee referrals
Former employees
Previous Applicants
 INTERNAL RECRUITMENT

ADVANTAGES
DISADVANTAGES
• IT IS LESS COSTLY
• IT PERPETUATES THE OLD
• CANDIDATES ARE ALREADY CONCEPT OF DOING THINGS.
ORIENTED TOWARDS ORG.
• CANDIDATES CURRENT WORK
• ORG. HAVE BETTER KNOWLEDGE MAY BE AFFECTED
ABOUT THE EMPLOYEES
• POLITICS PLAY GREATER ROLE
• ENHANCEMENT WILL LEAD TO
HIGH MORALE & MOTIVATION • MORALE PROBLEMS FOR
THOSE NOT PROMOTED
• GOOD PERFORMANCE IS
REWARDED
 EXTERNAL RECRUITMENT

ADVANTAGES DISADVANTAGES

• BENEFITS OF NEW SKILLS, • IT IS COSTLY

NEW TALENTS & NEW
EXPERIENCE TO THE ORG.. • REDUCES MORALE &
MOTIVATION WITHIN THE
• COMPLIANCE WITH RESEVATION EMPLOYEES
POLICY BECOMES EASY
• ADJUSTMENT OF NEW
• SCOPE FOR RESENTMENT, EMPLOYEES TO THE ORG.
JEALOUSY & HEARTBURN ARE CULTURE TAKES LONGER TIME
AVOIDED
III. SEARCHING
 SOURCE ACTIVATION
 Sources & search methods are
activated by the issuance of employee
requisition
 No actual recruiting will take place until
line mgrs. have verified that a vacancy
does exist or will exist.
 The application received must be
screened
 Those who pass are to be contacted &
invited for interviews.
b. selling
Itis concerned with communication
message refers to the employment
ads
Media – effectiveness of any
recruitment message depends on
the media
Low credibility – employment
exchange
High credibility – ads in magazine
Selection needs to be taken care.
Screening
Many view it as first step of
selection
Selection process begins after the
applications have been scrutinized
To remove those who are
unqualified
Techniques depends on the
candidates sources & recruitment
methods.
v. Evaluation & control
Evaluation of process

Evaluation of methods
Alternatives to
recruitment
Overtime:- when demand for
products peaks, firm seeks to
make employees work overtime,
instead of recruitment
Employees leasing: also known
as staff outsourcing. It involves
paying a fee to the leasing Co. or
consultants firms that handles
payrolls & other HR functions
Temporary employment
Just in time approach
Benefits – low cost, easy access
to experienced labor & flexibility
Demerits: - these individuals do
not know the culture or work flow
of the firm.