Transcript pps

Recruitmenttechniques
sources,
process
RECRUITMENT
Recruitment is the process of locating and
encouraging potential applicants to apply for
existing or anticipated job openings.
Is the process of finding & attracting capable
applicants for employment.
The process begins when new recruits sought &
ends when their applications are submitted.
The result is a pool of applicants from which new
employees are selected.
•Is stimulating them to apply for jobs in the org. It
makes possible to acquire the no. & types of people
necessary to ensure the continued operation of the
org.
•It is the linking activity to bring together those with
jobs & those seeking jobs.
• A 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 nos. to facilitate effective
selection of an efficient workforce.
Recruitment: matching the needs of
applications and organisations
In for m a tio n F low
O rg a nis atio n
n ee d fo r h ig h
q ua lity
e m plo ye e s
Inte rnal
A p p lic a n ts
E nv ironm ent:
E c on o m ic an d S oc ia l,
Tec h no lo gica l an d P olitic al
P otential
a pp lic a n ts ’
n ee d fo r
s uitab le jo b
factors governing recruitment
The process of recruitment is influenced by a variety of environmental
factors.





supply & demand
unemployment rate
labour mkt.
Politico-social factors
sons of soil
 image of the co.
• recruitment policy
recruitment
•HRP
• Size of the firm
• cost
•Growth & expansion
The Factories Act, The Apprentices
Act, The Employment Exchanges Act, The Contract
Labour Act,Bonded Labour System Act,The Child
Labour(prohibition & regulation) Act ,inter state
migrant workmen (regulation of employement &
conditions of service) Act
RECRUITMENT PROCESS
HR
policy
Job
analysis
Employee
requisition
To selection
Job
vacancies
Recruitment
Planning
-nos.
-types
Strategy
Development
--where
--how
--when
Searching
Activation
“selling”
--message
--media
Applicant
population
Applicant
pool
Potential
hires
Evaluation
& control
Recruitment planning
of applicants to be contacted
Number
Org.s. plan to
attract more
applicants
than they will
need
Types
Depends on tasks &
responsibilities involved &
qualification & experience
expected--Available through job
description & job
specification
Strategy Development
• make or buy employees
Thru trg. from within or
take less qualifies & train
accordingly
Hire professionals /
trained people
• technological sophistication
--- methods used in recruitment/selection
--- use of computers—can scan national /
international applicants
• where to look—local mkt/national
level/international level
• How to look
Methods or Sources of
Recruitment
internal sources
external sources.
Internal
Present employees
Promotions and transfers
Job posting: It is a method of publicizing job
openings on bulletin boards, electronic media
and similar outlets by a company
.

Employee referrals: It is a kind of
recommendation from a current employee
regarding a job applicant.
Dependents of
deceased/disabled employees
 Former employees
retrenched/ retired employee
Casual/ temporary employee

Advantages of a promotion-from-within
policy:
◦ Capitalizes on past investments (recruiting,
selecting, training, and developing) in current
employees.
◦ Rewards past performance and encourages
continued commitment to the organization.
◦ Signals to employees that similar efforts by them
will lead to promotion.
◦ Fosters advancement of members of protected
classes within an organization.
5–12

Limitations of a promotion-from-within
policy:
◦ Current employees may lack the knowledge,
experience or skills needed for placement in the
vacant/new position.
◦ The hazards of inbreeding of ideas and attitudes
(“employee cloning”) increase when no outsiders are
considered for hiring.
◦ The organization has exhausted its supply of viable
internal candidates and must seek additional
employees in the external job market.
5–13

Labor Market
◦ Area from which applicants are to be recruited.
 Tight market: high employment, few available workers
 Loose market: low employment, many available
workers

Factors determining the relevant labor
market:
◦
◦
◦
◦
◦
Skills and knowledge required for a job
Level of compensation offered for a job
Reluctance of job seekers to relocate
Ease of commuting to workplace
Location of job (urban or nonurban)
5–14
External Sources
-professional or trade association
-placement agencies
these publish trade journals/ magazines
-advertisements
Want ads—describe the job/
benefit/ employer
Blind ad—no identification of org.s.
post box no.
-Employee exchange
-campus recruitment
-walk ins, write ins, talk ins
job aspirants to meet
the recruiter for detailed talks
send written enquiries
-consultants
-contractors
-displaced persons
rehabilitating the displaced people is a social
responsibility of business.
-acquisitions & mergers
when org.s combine ,they have to handle a pool of
employees
-competitors--rival firms can be a source of
recruitment
Also called poaching/raiding—identifying the rt.
people in co.s. & offering them better terms & luring
them away.
-computer data bank
-casual applicants—depending upon the image of the
org, candidates hand over applications or just send an
e-mail
-trade unions
TU leaders being close to mgmt.
meet them
People come &
-scouting
sending representative of the org.s to various
sources to stimulate them to apply .
Representatives provide information about the
co. etc
--e-recruitment
--body shopping—hi-tech training institutes dev.
their pool of HR . Employers contact them or
they themselves contact the employers.Mostly
for computer professionals.They get
commission in return.
5–19
Calculate Yield Ratios
Training Recruiters
External
Recruitment
Realistic Job
Previews
5–20

Yield Ratio
◦ Percentage of applicants from a recruitment source that
make it to the next stage of the selection process.
 100 resumes received, 50 found acceptable = 50% yield.

Cost of Recruitment (per employee hired)
SC
AC  AF  RB  NC

H
H
SC
AC
AF
RB
NC
H
= source cost
= advertising costs, total monthly expenditure (example: Rs28,000)
= agency fees, total for the month (example: Rs19,000)
= referral bonuses, total paid (example: Rs2,300)
= no-cost hires, walk-ins, nonprofit agencies, etc. (example: Rs0)
= total hires (example: 119)
Cost to hire one employee = Rs.414
5–21

Sources of Organizational Recruiters
◦ Professional HR recruiters
◦ HR generalists
◦ Work team members

Requirements for Effective Recruiters
◦ Knowledge of the recruited job’s requirements and
of the organization
◦ Training as an interviewer
◦ Personable and competent to represent the
organization
5–22

Realistic Job Previews (RJP)
◦ Informing applicants about all aspects of the job,
including both its desirable and undesirable facets.
◦ Positive benefits of RJP
 Improved employee job satisfaction
 Reduced voluntary turnover
 Enhanced communication through honesty and
openness
 Realistic job expectations
5–23

Human Resources Information Systems
(HRIS)
◦ Database systems containing the records and
qualifications of each employee that can be
accessed to identify and screen candidates for an
internal job opening.

Job Posting
◦ Posting vacancy notices and maintaining lists of
employees looking for upgraded positions.
5–24
1. It takes a long time to fill key positions
2. Key positions can be filled only by hiring from the
outside.
3. Vacancies in key positions cannot be filled with
confidence in the abilities of those chosen for them.
4. Replacements for positions often are unsuccessful
in performing their new duties.
5. Promotions are made on the basis of favoritism, or
nepotism.
5–25
When to look
How much in advance
SEARCHING
source activation
selling
Source activation—issuance of employee requisition
No actual recruiting takes place until line mgrs. have
verified that a vacancy does exist or will exist.
Selling– communicating thru
Message--advertisement
Media—employment
exchange, advertisements
in business magazines
SCREENING (some consider it under selection
but selection starts after applications are
scrutinized & short listed)
Purpose is to remove those applications that
are unqualified
Reference checks
Evaluation & control—It includes
Time lapse data: they show the time lag
between the date of
requisition for manpower
supply from a department to the actual date of
filling the vacancies in that department

Surveys and studies: they could be carried
out to find out the
suitability of a particular
source for certain positions.
 Comments on image projected
 cost
 return rate of applications
• No. of initial inquiries
• No. of candidates at various stages
• No. of candidates recruited
• No. retained after six months
Evaluation & control necessary as it involves cost
• cost of advertisement
• salaries of recruiters
• time spent
• overtime
Methods
means by which org. establishes contact with
potential candidates ,provides them necessary
information & encourages them to apply for jobs
Sources—locations where prospective
employees are available
Methods– ways of establishing links with the
prospective employees.
DIRECT METHODS
Scouting
employee contacts,
waiting lists
manned exhibits (sending recruiters to
seminars ,conventions, fairs , using mobile
offices)
Campus recruitment
INDIRECT METHODS
Newspaper advertisements
television and radio advertisements,
 in journals,
magazines,
brochures
Third party methods –agencies used to
recruit HR
Private employment search firms

Employment exchanges

Gate hiring and contractors

Unsolicited applicants/walk-ins

Internet recruiting

Friends & relatives of existing staff

Trade unions
Alternatives to recruiting
Overtime
Temporary employees
Employee leasing: Hiring permanent employees of another
company who possess certain specialised skills on lease basis to
meet short-term requirements
Outsourcing:. Many businesses have started looking
at outsourcing activities relating to recruitment, training,
payroll processing, surveys, benchmark studies,
statutory compliance etc., more closely, because they do
not have the time or expertise to deal with the situation.
HR heads are no longer keeping activities like resume
management and candidate sourcing in their daily
scrutiny.
This function is more commonly outsourced when firms
are in seasonal business and have cyclical stuffing
needs.
Recruiters these days expect Bschool graduates to possess certain
skills
Skills recruiters want in India
1. Ability to work in a team
2. Analytical and problem solving skills
3. Communication and other soft skills
4. Creativity and resourcefulness
5. Leadership potential
6. General Managerial skills
7. Entrepreneurial skills