Sreenath B

8/14/2019 Sreenath B.

1/21

by

Sreenath B.


2/21

RECRUITMENTNUMBERS, AND WITHAPPROPRIATE

QUALIFICATIONS ANDENCOURAGING THEM TO APPLYFOR JOBS WITH AN

ORGANISATION.


3/21

THE RECRUITMENT PROCESS

1. HUMAN RESOURCE

PLANNING

2. ALTERNATIVES TORECRUITMENT

3. RECRUITMENT

4. INTERNALSOURCES

5. INTERNALMETHODS

4. EXTERNALSOURCES

5. EXTERNALMETHODS

6. RECRUITED

INDIVIDUALS


4/21

ALTERNATIVES TORECRUITMENT1.Outsourcing

2.Contingent Workers

3.Professional EmployerOrganizations( employee leasing)

4.Overtime.


5/21

SOURCES OF RECRUITMENT

1.Internal Sources

2.External Sources


6/21

INTERNAL SOURCES

1.PROMOTION &TRANFER AMONGTHE PRESENT EMPLOYEE CAN BEA GOOD SOURCE OF

RECRUITMENT.2.EMPLOYEE REFERALS

3.FORMER EMPLOYEES

4.PREVIOUS APPLICANTS


7/21

InTERNAL METHODS OFRECRUITMENT

1.Job posting & Job Bidding

2.PROMOTION &TRANFER AMONGTHE PRESENT EMPLOYEE CAN BE

A GOOD SOURCE OFRECRUITMENT.

3.EMPLOYEE REFERALS

4.FORMER EMPLOYEES

5.PREVIOUS APPLICANTS

6.


8/21

EXTERNAL Sources OF RECRUITMENT

1.High schools & Vocational Schools

2.Colleges & Universities.

3.Competitors in Labor Market.

4.Former Employees.

5.The Unemployed.

Persons with disabilities.6.Older individuals & Military

Personnel.

7.Self employed Workers.


9/21

EXTERNAL Methods

1.Advertisements

2.Employment exchanges

3.Professional organizations.

4.Data banks.

5.Casual callers.

6.Labor contractors7.


10/21

CONTD..

7.Internships

8.

9.Recruiting agencies

10.11.Displaced persons

12.

13.Competitors.14.

15.Job Fairs

16.


11/21

External Environment of Recruitment

Factors external to theorganization can significantly

affect the firms recruitmentefforts. If demand for aparticular skill is high

relative to supply, anextraordinary recruitingeffort may be required.


12/21

qLabor market conditions

As competition for the bestemployees continues, evenwhen the economy issputtering, some businesshave implemented creativeapproaches to recruitment. Inaddition, as firms seek toreduce labor costs, many haveoutsourced jobs to qualifiedindividuals in forei n countries.


13/21

Labor market conditions.

1.Domestic labor Market.

2.Global labor Market.

Legal considerations

Corporate image


14/21

Internal Environment of Recruitment

1.HUMAN RESOURCE PLANNING

2.

3.PROMOTION POLICIES

4.

5.THE FIRMS KNOWLEDGE OFEMPLOYEES

6.

7.NEPOTISM


15/21

Conclusion

The ideal recruitment program is one inwhich a sufficient number of qualifiedapplicants are attracted to and

ultimately accept the positions in anefficient manner.


16/21

CASE StuDYShane Bordeaux is the HR director for a

medium sized chemical companylocated on outskirts of Baron Rounge.Although the company is relatively a

small, it has a reputation for being quiteinnovative. The firm employs 15engineers, from colleges from generalarea. It pays its employees well, benefits

are far better than most in southeast,and there has been little turnover, withonly engineers being hired in the last 2yrs.


17/21

For several yrs the company has beenbidding on a major govt. contract thatcould thrust it into the forefront of

chemical processing technology. Adecision on the contract is expectedsoon. As Shane sits in his office onemorning, he receives a call from

company president Dave Louder, whotells him to come to his office. When hearrives, Dave excitedly tells him that ithas happened, the contract is theirs!

They now have to get everything in gearand begin production. Successfulcompletion of the contract would makethem a major player in the industry.

Things have to move fast now. Shane is


18/21

Shane says I dont think I can get thoseengineers on board that fast. The collegeplacement centers at most of thecolleges where I recruit from dont have alot of people graduating this semester,and the demand for engineers is realhigh these days. Dave replies, Well, wehave to have those people fast or govt.will yank the contract. Get to it. Thatnight Shane discusses his dilemma withhis friend Natalie Villamizar. He says, Allmy recruitment methods are going totake long than Dave will allow. Weadvertise in Chemical Monthly, but thattakes a long time to get published. Ourinternship program has been successful


19/21

We have gotten one worker from anemployment agency, but that individual

just wanted to get back to the Baton Rouge

area.Primarily, I have been recruiting oncollege campuses in the region. Natalieleans back in her chair and thinks for awhile and comes out with good

suggestions,.

?


20/21

REFERENCES

1.

2. HRM.9thedition .R.Wayne Mondi &Robert M.Noe.

3.4. HRM 9th edition .Gary Dessler.


21/21

Documents

Sreenath B