Recruitment HRR

8/8/2019 Recruitment HRR

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RECRUITMENT

EXCEL

BOOKS


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Recruitment

Recruitment is the process of locating and encouraging potential

applicants to apply for existing or anticipated job openings

Certain influences, however, restrain a firm while choosing a

recruiting source such as:

Poor image

Unattractive job

Conservative internal policies

Limited budgetary support Restrictive policies of government

INTRODUCTION


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Recruitment

Recruitment: matching the needs of

applications and organisations

Organisationneed for high

quality

employees

Potentialapplicants

need for

suitable job

Internal

Applicants

Environment:

Economic and Social,

Technological and Political

Information Flow


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Recruitment

Economic factors

Social factors

Technological factors

Political factors

Legal factors

The process of recruitment is influenced by a variety of environmental

factors.

Situational factors impacting recruitment


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Recruitment

Sources of Recruitment

The sources of recruitment may broadly be divided into two

categories: internal sources and external sources. Both have their

merits and demerits.


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Recruitment

Methods Of internal Recruitment

Promotions and transfers: Promotion is the movement of an

employee from a lower level position to a higher level position with

increase in salary

Transfer, on the other hand, is a lateral movement within the same

grade, from one job to another.

Job posting: It is a method of publishing the job openings on bulletin

boards, electronic media and similar outlets by a company.


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Recruitment

Merits and demerits of hiring people from within

Merits(i) Economical: The cost of recruiting

internal candidates is minimal. Noexpenses are incurred onadvertising.

(ii) Suitable: The organization can pickthe right candidates having the

requisite skills. The candidates canchoose a right vacancy where theirtalents can be fully utilized.

(iii) Reliable: The organization hasknowledge about the suitability of acandidate for a position. Knowndevils are better than unknownangels!.

(iv) Satisfying: A policy of preferringpeople from within offers regularpromotional avenues for employees.It motivates them to work hard andearn promotions. They will workwith loyalty, commitment andenthusiasm.

Demerits(i) Limited choice: The organization is

forced to select candidates from a limitedpool. It may have to sacrifice quality andsettle for less qualified candidates.

(ii) Inbreeding: It discourages entry oftalented people, available outside an

organization. Existing employees may failto behave in innovative ways and injectnecessary dynamism to enterpriseactivities.

(iii) Inefficiency: Promotions based on lengthof service rather than merit, may prove tobe a blessing for inefficient candidates.They do not work hard and prove their

worth.(iv) Bone of contention: Recruitment from

within may lead to infighting amongemployees aspiring for limited, higher-levelpositions in an organization. As years rollby, the race for premium positions mayend up on a bitter note.


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Recruitment

M

ethods of external recruitment Campus recruitment

Newspaper advertisements

Recruitment consultancy

Employee referral

Forced applications and Walk-ins

Internet recruiting / e-recruiting


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Recruitment

Merits and demerits of hiring people from outside

MeritsWide choice: The organization has thefreedom to select candidates from alarge pool. Persons with requisitequalifications could be picked up.

Injection of fresh blood: People withspecial skills and knowledge could be

hired to stir up the existing employeesand pave the way for innovative ways ofworking.

Motivational force: It helps inmotivating internal employees to workhard and compete with externalcandidates while seeking career growth.Such a competitive atmosphere would

help an employee to work to the best ofhis abilities.

Long term benefits: Talented peoplecould join the ranks, new ideas could findmeaningful expression, a competitiveatmosphere would compel people to giveof their best and earn rewards, etc.

DemeritsExpensive: Hiring costs could go upsubstantially. Tapping multifarious sourcesof recruitment is not an easy task, either.

Time consuming: It takes time toadvertise, screen, to test and to select

suitable employees. Where suitable onesare not available, the process has to berepeated.

Demotivating: Existing employees whohave put in considerable service mayresist the process of filling up vacanciesfrom outside. The feeling that theirservices have not been recognized by theorganization, forces them to work with lessenthusiasm and motivation.

Uncertainty: There is no guarantee thatthe organization, ultimately, will be able tohire the services of suitable candidates. Itmay end up hiring someone who does notfit and who may not be able to adjust inthe new set-up.


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Recruitment

Alternatives to recruiting

Overtime

Temporary employees

Employee leasing

Outsourcing

Hiring consultants


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Recruitment

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

Yield ratios: they show the number of contacts required to

generate a given number of hires at a point of time.

Evaluation of the sources of recruitment


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Recruitment

Time Lapse DataJoining duty

1 month

Interview date and offering appointment letter

7 days

Call for interview

7 days

Selection test

15 days

Last date for sending application

1 month

Advertisement


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Recruitment

Effective Recruiting: The Yield

Pyramid

New hires Offers made (2 : 1)

Interviewed (3 : 2)

Invited (4 : 3)

Leads generated (6 : 1)

Documents

Recruitment HRR