Prepared by:Jheryl M. FortunMAED-EDAD- 1

• “Recruitment refers to the process of sourcing, screening, and selecting people for a job or vacancy within an organization. Though individuals can undertake individual components of the recruitment process, mid- and large-size organizations generally retain professional recruiters”.

• Recruitment is the process which links the employers with the employees.

•Attract and encourage more and more candidates to apply in the organisation.

• Create a talent pool of candidates to enable the selection of best candidates for the organisation.

• Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities.

• Increase the pool of job candidates at minimum cost.

• Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants.

• Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time.

• Meet the organizations legal and social obligations regarding the composition of its workforce.

• Begin identifying and preparing potential job applicants who will be appropriate candidates.

• Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants

• Transfers

• Promotions

• Upgrading

• Demotion

• Retired Employees

• Retrenched Employees

• Dependants and Relatives of deceased employees.

• Advertisements

• Campus Placements

• Vendor Management

• Employment Exchanges

• Labor Contractors

• Employee Referral Program

• Recruitment at Factory Gate

1. TransfersThe employees are transferred from one department to another according to their efficiency and experience.

2. PromotionsThe employees are promoted from one department to another with more benefits and greater responsibility based on efficiency and experience.

3. Upgrading and Demotion of present employees according to their performance.

4. Retired and Retrenched employees may also be recruited once again in case of shortage of qualified personnel or increase in load of work. Recruiting such people saves time and costs of the organisation as the people are already aware of the organisational culture and the policies and procedures.

5. The dependents and relatives of Deceased employees and Disabled employees are also hired by many companies so that the members of the family do not become dependent on the mercy of others.

1. Press AdvertisementsAdvertisements of the vacancy in newspapers and journals are a widely used source of recruitment. The main advantage of this method is that it has a wide reach.

2. Educational InstitutesVarious management institutes, engineering colleges, medical Colleges etc. are a good source of recruiting well qualified executives, engineers, medical staff etc. They provide facilities for campus interviews and placements.

3. Placement AgenciesSeveral private consultancy firms perform recruitment functions on behalf of client companies by charging a fee. These agencies are particularly suitable for recruitment of executives and specialists.

4. Employment ExchangesGovernment establishes public employment exchanges throughout the country. These exchanges provide job information to job seekers and help employers in identifying suitable candidates.

5. Labor ContractorsManual workers can be recruited through contractors who maintain close contacts with the sources of such workers. This source is used to recruit labour for construction jobs.

6. Employee Referrals / RecommendationsMany organisations have structured system where the current employees of the organisation can refer their friends and relatives for some position in their organisation. Also, the office bearers of trade unions are often aware of the suitability of candidates.

7. Recruitment at Factory GateUnskilled workers may be recruited at the factory gate these may be employed whenever a permanent worker is absent. More efficient among these may be recruited to fill permanent vacancies.

IDENTIFY VACANCY

NO HIRE

SEARCH INTERNAL DATABASE

PREPARE JOB DESCRIPTION&

PERSONAL SPECIFICATION

APPROVALS

VENDORS

CHECK PROFILE

CO-ORDINATE

INTERVIEWS

REFERENCE CHECK

CLOSE/PROPOSE

OFFER

CONDUCT INTERVIEW

S

DECISION-MAKING

SHORT-LISTING

GIVE OUT JOB DESCRIPTION

NO

NO

YES

YES

WALK-INSCAMPUS PLACEME

NTS

ADVERTISEMENTS

VENDOR MANAGE

MENT

• A candidate visits a local branch for a short interview and an assessment before being taken onto the agency’s books.

• Remuneration for the agency's services usually takes one of following forms:

A contingency fee paid by the company when a recommended candidate accepts a job with the client company (typically 20%-30% of the candidate’s starting salary), which usually has some form of guarantee, should the candidate fail to perform and is terminated within a set period of time.

An advance payment that serves as a retainer, also paid by the company.

• Such sites have two main features: job boards and a résumé/Curriculum Vitae (CV) database.

• Job boards allow member companies to post job vacancies.

• Candidates can upload a résumé to be included in searches by member companies. Fees are charged for job postings and access to search resumes.

• Key players in this sector provide e-recruitment software and services to organisations of all sizes and within numerous industry sectors, who want to e-enable entirely or partly their recruitment process in order to improve business performance.

• The online software provided by those who specialise in online recruitment helps organisations attract, test, recruit, employ and retain quality staff with a minimal amount of administration.

• Headhunters are third-party recruiters often retained when normal recruitment efforts have failed.

• They use advanced sales techniques, such as initially posing as clients to gather employee contacts, as well as visiting candidate offices.

• They prepare a candidate for the interview, help negotiate the salary, and conduct closure to the search.

• They often attend trade shows and other meetings nationally or even internationally that may be attended by potential candidates and hiring managers.

• Headhunters are typically small operators that make high margins on candidate placements (sometimes more than 30% of the candidate’s annual compensation).

• Due to their higher costs, headhunters are usually employed to fill senior management and executive level roles, or to find very specialized individuals.

• Campus recruitment refers to the process whereby employers undertake an organised program of attracting and hiring students who are about to graduate from schools, colleges and universities.

• Employers commonly attend campuses to promote employment vacancies and career opportunities to students who are considering these options following graduation.

• Selection methods used by employers include interviews, aptitude tests, role plays, written assessments, group discussions and presentations.

• Many schools, colleges and universities provide their students with independent advice through a career advisory service which is staffed by professional career advisors.

• The career advisory service often organises a career fair or job fair where a large number of employers visit the campus at once giving students the opportunity to meet a range of potential employers.

• Resume scanner is one major benefit provided by the job portals to the organisations.

• It enables the employees to screen and filter the resumes through pre-defined criteria’s and requirements (skills, qualifications, experience, payroll etc.) of the job.

• Job sites provide a 24*7 access to the database of the resumes to the employees facilitating the just-in-time hiring by the organisations.

• Online recruitment helps the organisations to automate the recruitment process, save their time and costs on recruitments.

• A company can hold contests in order to attract candidates with different skills and aptitudes to meet at one point and the best performers can be selected.

• Contests create a large pool of candidates for selection.

• Axel Mark, an information distributor for cell phone users, recently organized a contest to build a job-search Web site aimed at college students and recent graduates.

• A member of the winning team was subsequently hired.

• Recruiting students early in their educational course.

• A company will lock in talent up-front.

• Work with college/institute to mould curriculum for the company’s requirements.

• A company can create an emotional bond with the candidate.

• Use blogs to post job descriptions and vacancies.

• Advertise on websites like Facebook or Orkut.

• Due to ever-increasing membership of people on these networking sites, there is a good chance of people responding to these ads and blogs.

• Youth these days spend a lot of time on the internet.