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8/4/2019 51558391 Recruitment PPT
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CONCEPT OFRECRUITMENT LATERAL & ONLINE
PROCESS
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RECRUITMENT
Recruitment is the process of finding and attracting capable
applicants for employment.
Process of searching for and obtaining applicants for job, so that
from among them the right people can be selected.
Recruitment process is send to end with the receipt of applications,
in practice, the activity extends to the screening of applications so as
to eliminate those who are not qualified for the job.
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Factors governing recruitment
Internal Factors
External Factors
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Internal Factors
Recruitment policy of the organization
The size of the organization
Automation and mechanization Human resource planning strategy
Cost involved in recruiting employees
Quality of work life of employees
Organizational culture
Pay package
Nature of products/goods produced and services rendered by the organization Rate of growth of an organization
Geographical spread of the organizations operations
Future expansion and production programmes
The level and nature of seasonality of operations
Pre dominance and role of trade unions.
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External Factors
Governmental Factors and political and legal considerations like reservation policy, Acts
applicable for recruitment etc.
Socio economic factors
Labour market conditions
Mobility of people seeking jobs
Image perception of organization to the job seekers
Information system giving the information about employment opportunities to job seekers
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Org Goals and objectives
Human resource Planning
Recruitment
External Sources
Internal methods of
recruitmentExternal methods of recruitment
Internal Sources
Initial
screening
Application Pool
Rejected Candidates Selected candidates
Job Offer
Selection Methods
RECRUITMENT PROCESS FLOW
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Recruitment Process
Development of a policy on recruitment and retention and the systems that give life to the
policy;
Needs assessment to determine the current and future human resource requirements of
the organization. If the activity is to be effective, the human resource requirements for each
job category and functional division/unit of the organization must be assessed and a
priority assigned;
Identification, within and outside the organization, of the potential human Resource pool
and the likely competition for the knowledge and skills resident within it;
Job analysis and job evaluation to identify the individual aspects of each job and calculate
its relative worth; assessment of qualifications profiles, drawn from job descriptions that identify
responsibilities and required skills, abilities, knowledge and experience;
determination of the organizations ability to pay salaries and benefits within a defined
period;
Identification and documentation of the actual process of recruitment and selection to
ensure equity and adherence to equal opportunity and other laws.
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Sources of Recruitment
Internal Sources
External Sources
Informal Sources
Formal Sources
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Internal Sources
Present employees
Employee referrals
Transfers and promotions
Former employees
Previous applicants
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Advantages of Internal recruitment
The ability of the recruit is known so it is easy to assess potentialfor the next level. By contrast, assessments of external recruits
are based on less reliable sources, such as references, and
relatively brief encounters, such as interviews.
Insiders know the organization, its strengths and weaknesses,
its culture and, most of all, its people. Promotions from within build motivation and a sense of
commitment to the organization. Skilled and ambitious employees
are more likely to become involved in developmental activities if
they believe that these activities will lead to promotion.
Internal recruitment is cheaper and quicker than advertising invarious media and interviewing outsiders. Time spent in training
and socialization is also reduced.
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Disadvantages of Internal recruitment
Sometimes it is difficult to find the right candidate within and
the organization may settle for an employee who possesses aless than ideal mix of competencies.
If the vacancies are being caused by rapid expansion of theorganization there may be an insufficient supply of qualifiedindividuals above the entry level. This may result in people being
promoted before they are ready, or not being allowed to stay ina position long enough to learn how to do the job well.
Infighting, inbreeding, and a shortage of varied perspectives andinterests may reduce organizational flexibility and growth, andresistance to change by those who have an interest inmaintaining the status quo may present long term problems.
In times of rapid growth and during transitions, the organizationmay promote from within into managerial positions, regardlessof the qualifications of incumbents.
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Sources of external recruitment
Informal recruiting methods tap a smaller market than formal methods.
These methods may include
rehiring former employees
walk-in
use of referrals
Formal methods of external recruiting entail searching the labour market
more widely for candidates with no previous connection to the organization. newspaper/magazine/journal advertising
the use of employment agencies and executive search firms,
Campus recruitment.
job/career fairs
e-Recruiting
Trade Unions
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Recruitment Model
Defining the Recruitment
Position
Requirement
Planning
Defining the processSetting the Time frames
Tapping the Target Group
Job SitesDirectInternal Reference EOBTE Recruitment System
Campus
Selection Process
ScreeningRPATPredictive IndexPreliminary Interview
Final Step
Final InterviewReference CheckOfferMedical Check up
Facilitating the
On boarding Process
Joining
Technology
Tec
hn
olo
gy
Tec
hno
l ogy
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LATERAL HIRING PROCESS
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Lateral Recruitment
By definition, 'lateral' means - of or pertaining to the side; situated at,
proceeding from, or directed to a side: a lateral view.
- pertaining to or entailing a position, office, etc., that is different but
equivalent or roughly equivalent in status, as distinguished from a
promotion or demotion: a lateral move.
- Of or constituting a change within an organization or a hierarchy to a
position at a similar level, as in salary or responsibility, to the one being left:
made a lateral move within the company.
Situated at or extending to the side; "the lateral branches of a tree".
Professionals with several years of experience who move
to a new company and assume a job at level similar to theone they left" is known as lateral hiring.
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Factors responsible for Successful Lateral Recruitment
Create a rapport
Assume he/she has 4 other offers
Respond promptly
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ON LINE PROCESS / E-RECRUITMENT
PROCESS
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E- Recruitment Process
Post the company profile and the job specifications on one of the many
available job portals and also search the portal to see if any suitable
resumes are on the site.
The alternate is to create an online recruitment page on the companys
own website where job seekers can submit their resumes which will get
added to the database of the organization for future consideration.
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Trends in E- Recruitment
A recent surveyof more than 50 organizations using e-recruitment methods
reported the reasons for the switch-over from traditional methods to e-
recruitment:
Web presence and using Internet improve corporate image
Minimizes recruitment costs
Lessens paper work and administrative burden
Ability to deploy advanced web tools for the recruitment team.
http://www.123oye.com/job-articles/business-corporates/e-recruitment.htmhttp://www.123oye.com/job-articles/business-corporates/e-recruitment.htm8/4/2019 51558391 Recruitment PPT
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Advantages of E- Recruitment Process
Cost effective
Online recruitment is quick
Online recruitment gives a better chance of success
Online recruitment gives you a bigger audience
Online recruitment is easy
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Disadvantages of E- Recruitment Process
Too many candidates
It wont work always
Eg: On line recruitment process
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Eg: On line recruitment process