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Recruitment  Edwin. B. Flippo defined recruitment as “ the process

of searching for prospective employees and stimulating them to apply for jobs in the organization”.


DEFINATION :  Recruitment is the process of locating and encouraging potential applicants to apply for existing or anticipated job openings.  Attracting a large number of qualified candidates seeking for job  Providing information to unemployed workforce regarding various job options available in job market.


 Recruitment is only one step in the entire employment

process.  Technically speaking the function of recruitment precedes the selection function and it includes only finding, developing the sources of prospective employees and attracting them to apply for jobs in an organization.  Whereas selection is the process of finding out the most suitable candidate to job, out of the candidates attracted(recruited).


Objectives  To attract people with multi-dimensional

skills and experiences, that suit the present and future organizational strategies.  To infuse fresh blood at all levels of the organization.  To search people whose skills fit the company’s values.  To search for talent globally and not just within the company.


CENTRALIZED AND DECENTRALIZED RECRUITMENT ď‚— Centralized recruitment is process in which the

activity of recruitment is undertaken by main branch of organization. criteria relating to recruitment is decided by main branch and same is communicated to sister concern of organization. E.g. commercial banks.


MERITS OF CENTRALIZED RECRUITMENT :  The cost of recruitment per candidate is low.  It has benefit of centralized promotion and transfer.  Services of experts will be available for recruitment.  Ensures uniformity among the persons recruited.  Ensures effective and suitable placement of candidates.


ď‚— Decentralized recruitment is process in which decision

making relating to process of recruitment is divided among the top management and middle level managers E.g. (branch manager)


Advantages of decentralized recruitment : • The units are aware about the job requirement, social and cultural background of candidates available, which helps in recruiting suitable employees for organization. • In decentralized recruitment it is easy for units to analyze sources where potential employees are available. • Decentralized recruitment over comes the problem of delayed decision making as compare to centralized recruitment. • Units will be more aware about the human resource requirement of unit which makes the process of feedback easier. • Units will have their own space to adopt method of recruitment suitable to their unit.


Search for prospective employees/sources of recruitment 1) Traditional sources

2)Modern sources

Internal

Internal

External

External


Traditional sources a) Internal sources:

Present Permanent employees ii. Present Temporary or casual employees iii. Retrenched or Retired employees iv. Dependents of Deceased, Disabled, Retired and Present employees i.


b) External sources: i. Campus recruitment ii. Private employment agencies/consultants iii. Public employment exchanges iv. Professional organizations v. Data banks vi. Casual applicants vii. Similar organizations viii. Trade unions


Modern sources a) Internal sources: •

Employee referrals

b) External sources: i. Walk-in: Attending the interview directly without a prior application on a specified date, time and at a specified place.


ii. Consult-in: Encouraging the potential job seekers to approach them personally and consult them regarding the jobs. iii. Head-hunting: The companies request the professional organizations to search for the best candidates particularly for senior executive positions.


iv. Body shopping: Professional organizations and the hi-tech training institutes develop the pool of human resources for the possible employment. These institutes are called ‘body shoppers’. These institutes employ people, train them and lease them. v. Mergers and Acquisitions: companies do also have alliances in sharing their human resources on ad-hoc basis.


vi. E-Recruitment vii. Outsourcing: organizations supply HRs to various companies based on their needs on temporary or adhoc basis.


Stimulates the candidates to apply for a job • Recruitment techniques: these are the means or media

by which Management contacts prospective employees or provides information. a) Traditional techniques i. Promotions ii. Transfers iii. Advertising


b) Modern techniques i. Salary & Perks ii. ESOPs iii. Scouting: Sending representatives of the organizations to various sources of recruitment with a view to stimulate.


Factors affecting Recruitment  Internal Factors:  Company’s pay package  Quality of work life  Organizational culture  Company size  Company products/services  Geographical spread of the company’s operation  Company’s growth rate  Cost of the recruitment  Company name and fame


 External Factors:  Socio-Economic factors  Supply and Demand factors  Political, Legal factors  Information system like employment exchanges/ telerecruitment.


RECRUITMENT PROCESS 1. Process of recruitment begins request from any of department in organization asking for human

resource. Request contains detail of position, qualities and qualification required to perform job and other details relating to position in organization. 2. Locating and developing the sources of required number and type of employees. 3. Identifying prospective employees with required skills. 4. Developing or adopting effective technique to attract potential candidates for organization.


5. Implementing planned technique during the process of recruitment. 6. Stimulate or attract potential candidates to apply for suitable positions in organization. 7. Evaluate effectiveness of recruitment process.


Selection  After identifying the sources of human resources,

searching for prospective employee and stimulating them to apply for the job, the management has to perform the function of selecting the right candidate at the right time.  Selection procedure is the system of functions and devices adopted in a given company to ascertain whether the candidates’ specifications are matched with the job specification or not.


Selection Procedure ď‚— Steps in Scientific Selection process 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11.

Job Analysis Recruitment Application Form/blank Written Examination Preliminary Interview Business Games Tests Final Interview Medical Examinations Reference Checks Line Manager’s Decision


12. Job Offer 13. Employment


Placement ď‚— Placement is the determination of the job to which an

accepted candidate is to be assigned ď‚— When the candidate reports to the duty, the organization has to place him initially in that job and train him in various related jobs during the period of probation


Problems in Placement  Employee expectations  Job expectation/description  Change in technology  Changes in organizational structure  Social and Psychological factors


Induction  Induction is the process of receiving and welcoming an

employee when he first joins a company and giving him the basic information he needs to settle down quickly and happily and start work.  About the Company  About the Department  About the Superiors and Subordinates


ď‚— http://www.scribd.com/doc/2918527/PPT-of-

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