Induction Training is vital for new hires.

A well conducted induction

ensures new hires are retained, and then settled in speedily and comfortably
in a constructive role. Induction training is about the basics that seasoned
employees take for granted: shift timings; holiday routine; casual/sick leave
policy; location of the cafeteria; dress code; etc. etc. New employees also
need to understand the organization’s goals, values and philosophy;
personnel practices, and of course the job they're required to do. This is also
a time to establish clear foundations and expectations in terms of ethics,
integrity, corporate social responsibility, and all the other converging
theories in this area that are the bedrock of all responsible modern
enterprises. Professionally organized and delivered induction training is your
new employees' first proper impression of you and your enterprise; this
makes it an ideal occasion to reinforce their decision to come and work for
you. The Process

The term 'induction' is generally used to describe the whole process whereby employees blend in
or acclimatize to their new jobs. The aim of the induction process is to help new employees make
a smooth, positive adjustment to the workplace. Induction training is all about the basics as well
like: shift timings; holiday routine; casual/sick leave policy; location of the cafeteria; dress code;
Health and Safety, Terminology, jargon, glossary, definitions of local terms, Organization
overview and structure etc. etc.

Induction enables the new employee to gain familiarity with the work environment and to
acquire a sense of belonging that will build a commitment to the organization.

A successful induction process has three objectives -

 Helps new employees settle in

 Helps new employees comprehend their responsibilities and what is expected of them
 Ensures the employer receives the benefit of the new employee as quickly as possible

An induction process should also be;

 Flexible and interesting

 Employee centered
 Meets equal opportunities requirements

The Need for Induction

Recruitment is an expensive business as it takes time, money and effort to find the right people to
join your company. Efficiently organized and delivered induction training will be your new
employees' first proper impression of you and your enterprise; this makes it an ideal occasion to
reinforce their decision to come and work for you.

The purpose of induction is to ensure the effective integration of staff into the organization for
the benefit of both parties. Research has shown that a well planned induction program increase
staff retention. A well conducted induction ensures new hires are retained, and then settled in
speedily and comfortably in a constructive role.

New employees also need to understand the organization's goals, values and philosophy;
personnel practices, ethics, integrity, corporate social responsibility and the job they're required
to do. An effective induction process shortens the time it takes to get the new employee to settle
down.

An induction process is not simply for new employees. The same benefits can be received by
staff who have been promoted or transferred or those who have returned from a long period of
absence.

Benefits of an induction programme

An induction programme is an important process for bringing staff into an organisation. It
provides an introduction to the working environment and the set-up of the employee within the
organisation. The process will cover the employer and employee rights and the terms and
conditions of employment. As a priority the induction programme must cover any legal and
compliance requirements for working at the company and pay attention to the health and safety
of the new employee.

An induction programme is part of an organisations knowledge management process and is

intended to enable the new starter to become a useful, integrated member of the team, rather than
being "thrown in at the deep end" without understanding how to do their job, or how their role
fits in with the rest of the company.

Good induction programmes can increase productivity and reduce short-term turnover of staff.
These programs can also play a critical role under the socialization to the organization in terms
of performance, attitudes and organizational commitment[2].

Importance

It is critical for organizations to provide the correct induction for any new employee as that will be
beneficial to them and the organization. The induction lays the foundation of the relationship between
the employees and the employer, this allows organizations to get the most out of the employees as
quickly as possible and influences the long term success of the organization.

It is important that all new employees receive induction training at the commencement of their
employment and that they are provided with all the equipment and information necessary to carry out
their jobs effectively. This can be provided in a myriad of ways such as training or mentoring. Depending
on the nature of the induction, an induction may last for weeks or even months. During this time, the
employee gains valuable information regarding the organization and how well they will expect to
integrate in it.

A number of organizations do not provide induction training and employees are left to pick up the
information necessary to carry out their jobs effectively on their own or through existing employees. This
is a mistake on the organization's part as it drains time and money. An induction would allow
organizations to integrate the new employees within the organization quicker so that they would be able
to reach their full potential as soon as possible.

RECRUITMENT

Recruitment

Definition:
The activities of employing workers fill vacancies or enrolling new members. Or some activities
of manufacture which they make to affect the number of people who apply for vacancies. The result
shows the peoples supply requirement being the best. Employment recruitment is composed of several
stages: verifying that a vacancy exists; drawing up a job specification; finding candidates; selecting them
by interviewing and other means such as conducting a psychometric test; and making a job offer.
Effective recruitment is important in achieving high organizational performance and minimizing labor
turnover. Employees may be recruited either externally or internally.
Besides, The Recruitment and selection process is concerned with identifying, attracting and
choosing suitable people to meet an organization’s human resource requirement. They are integrate
activities, and where recruitment stop and selection begin is moot point.(Anderson,1994)
Type of Recruitment:
There are several types of recruitment:
•
Online recruitment.
•
Principles of help wanted advertising.
•
Executive recruiter.
•
Using government job service.
•
Campus recruiting.
•
Referral and walk-ins as a source of candidate.
•
Computerized employee database.
•
Recruiting a more diverse work force:
-The multicultural workforce
-Older worker as a source of candidates
Online recruitment: Using internet likes a facility to advertising for everybody. Using
technique drawing designs hoardings and panel on website about recruitment or demanding employee
with requirement. Besides, the information of company should be explained in general. The employee will
match their ability to decide apply or not that position.
Principles of help wanted advertising: Creating advertisement and public in a
newspaper, journal, and magazines. Making advertisement, focusing on attention audience has been
important because after reading, people can understand and match their capacity with our demand. Make
an interesting advertisement like promotion, travel, career development, will attract people feeling finding
a good environment workplace.
Executive recruiter: In anyway it’s called human hunter who seek out top management
labor for their client. Ordinarily, after confirmation to look for special worker, these

Recruitment
Definition:
The activities of employing workers fill vacancies or enrolling new members. Or some activities
of manufacture which they make to affect the number of people who apply for vacancies. The result
shows the peoples supply requirement being the best. Employment recruitment is composed of several
stages: verifying that a vacancy exists; drawing up a job specification; finding candidates; selecting them
by interviewing and other means such as conducting a psychometric test; and making a job offer.
Effective recruitment is important in achieving high organizational performance and minimizing labor
turnover. Employees may be recruited either externally or internally.
Besides, The Recruitment and selection process is concerned with identifying, attracting and
choosing suitable people to meet an organization’s human resource requirement. They are integrate
activities, and where recruitment stop and selection begin is moot point.(Anderson,1994)
Type of Recruitment:
There are several types of recruitment:
•
Online recruitment.
•
Principles of help wanted advertising.
•
Executive recruiter.
•
Using government job service.
•
Campus recruiting.
•
Referral and walk-ins as a source of candidate.
•
Computerized employee database.
•
Recruiting a more diverse work force:
-The multicultural workforce
-Older worker as a source of candidates
Online recruitment: Using internet likes a facility to advertising for everybody. Using
technique drawing designs hoardings and panel on website about recruitment or demanding employee
with requirement. Besides, the information of company should be explained in general. The employee will
match their ability to decide apply or not that position.
Principles of help wanted advertising: Creating advertisement and public in a
newspaper, journal, and magazines. Making advertisement, focusing on attention audience has been
important because after reading, people can understand and match their capacity with our demand. Make
an interesting advertisement like promotion, travel, career development, will attract people feeling finding
a good environment workplace.
Executive recruiter: In anyway it’s called human hunter who seek out top management
labor for their client. Ordinarily, after confirmation to look for special worker, these
organizations, agencies will filter their database about suitable ones or finding others from another
manufactory. In this service, we may be pay fee very high. Some recruiters who may convince you use
their people more than in find suitable candidate for us.
Campus recruiting as resource of candidates: Many candidates rent through recruiting.
In this place, candidate can organize conference of job, skill in working…With this form,
campus may be spent a lot finance for brochure , advertise to company, time for recruiter.
Using government job services: It was very popular in UK being Job Center where
employees can apply for Insurance Number and seeking a job. Job Center aides millions job for
employees. Job information provided at Job center office where peoples can find suitable job for them
and be able apply for these positions.
Recruiter a more diverse workforce:
-The multi-culture workforce: Emigrant is the source of workforce. Many manufactories
used abroad candidates for them in stead of using local people. With good policies, many
companies can collect excellent candidate in their field.
-The older worker: With these candidates, companies can find experience worker.
Computerized employee database: Nowadays, many companies usually use
computerized resume enrollment to seek candidate. From their database can support to
find student, graduate, experience people who applied for any positions.

Recruitment is the process of generating a pool of qualified applicants for jobs. The first step
of the
recruitment process is to get an approval to initiate the search. This is done through a workforce
requisition. Once the workforce requisition has been approved, the next step is to develop an
applicant pool using one or more of the recruitment sources. It’s hard to overemphasise the
importance of effective recruiting. The more applicants you have, the more selective you can be in
your hiring.
By the end of this section you should:
􀀻 Be familiar with what the following mean – Workforce Requisition, Sources of Recruitment
􀀻 Understand how you choose a source to generate a qualified pool of applicants
􀀻 Understand the difference between Recruitment and Selection
Step 1: Workforce Requisition: The Workforce Requisition is the process through which an approval
is taken to initiate the recruitment process.
The workforce plan provide for the overall estimate of workforce for a year. However it is necessary
to take specific approval to fill vacancies. The Manager in whose team the vacancies have arisen
initiates the process through a Error! Hyperlink reference not valid.. The concerned Department
Head as well as the HR Head must approve the same. The CEO must approve the request for any
unbudgeted positions.
Step 2: Using sources to generate a qualified pool of applicants: Once the workforce requisition has
been approved, the HR Manager or team initiates the search. Before starting the search for
candidates externally, one should look within the organisation for suitable candidates.
First look internally: Organisations may decide to move people into open positions on the basis of
their suitability – qualification, experience & supervisor’s recommendation. Alternatively, the job can
be advertised internally through an Internal Job Posting (IJP). An IJP entails publicising the open job
to employees – through the managers, e‐mail, communication meetings, notice boards etc. The
employees would then apply for the job and would go through a selection process. The job posting
lists the job attributes and the eligibility criteria for applying to the position.
The merits of sourcing candidates internally are: ‐
• There is no substitute for knowing the candidate’s performance, strengths and the areas of
development. With internal candidates you are likely to have a more accurate view.
• Commitment levels of internal candidates may be higher
• Internal candidates will have a better understanding of the organisation and the industry
and would therefore take less time to settle down in the job. The original philosophy and
mission of the organisation is ingrained in them.
• Training & orientation time will therefore be saved
• Employee Morale will rise as they will see opportunities for job enhancement and growth
There however are some risks which one should keep in mind: ‐

RECRUITMENT PROCESS
INTRODUCTION TO RECRUITMENT
PROCESS OVERVIEW INTRODUCTION TO RECRUITMENT
PRREOCESS OVERVIEW
MENTREERFGBHN
PROCESS OVERVrecrrr
The recruitment and selection is the major function of the human resource department and
recruitment process is the first step towards creating the competitive strength and the strategic
advantage for the organisations. Recruitment process involves a systematic procedure from sourcing
the candidates to arranging and conducting the interviews and requires many resources and time. A
general recruitment process is as follows:

 Identifying the vacancy:

The recruitment process begins with the human resource department receiving requisitions for
recruitment from any department of the company. These contain:

• Posts to be filled
• Number of persons
• Duties to be performed
• Qualifications required

 Preparing the job description and person specification.

 Locating and developing the sources of required number and type of employees (Advertising
etc).

 Short-listing and identifying the prospective employee with required characteristics.

 Arranging the interviews with the selected candidates.

 Conducting the interview and decision making

 1. Identify vacancy

2. Prepare job description and person specification

3. Advertising the vacancy

4. Managing the response

5. Short-listing

6. Arrange interviews

7. Conducting interview and decision making

The recruitment process is immediately followed by the selection process i.e. the final interviews and
the decision making, conveying the decision and the appointment formalities

.PURPOSE AND IMPORTANCE

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 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.

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

 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

SOURCE OF RECRUITMENT

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Every organisation has the option of choosing the
candidates for its recruitment processes from two kinds of
sources: internal and external sources. The sources within
the organisation itself (like transfer of employees from one
department to other, promotions) to fill a position are
known as the internal sources of recruitment. Recruitment
candidates from all the other sources (like outsourcing
agencies etc.) are known as the external sources of
recruitment.

SOURCES OF RECRUITMENT
FOCTORS EFFECTING RECRUITMENT

The recruitment function of the organisations is affected

and governed by a mix of various internal and external
forces. The internal forces or factors are the factors that
can be controlled by the organisation. And the external
factors are those factors which cannot be controlled by the
organisation. The internal and external forces affecting
recruitment function of an organisation are:

The recruitment function of the organisations is affected

and governed by a mix of various internal and external
forces. The internal forces or factors are the factors that
can be controlled by the organisation. And the external
factors are those factors which cannot be controlled by the
organisation. The internal and external forces affecting
recruitment function of an organisation are:

FACTORS AFFECTING RECRUITMENT

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

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

3. Others are 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. Recruitment such people
save time and costs of the organisations 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 done by
many companies so that the members of the family do not become dependent on the mercy of
others.

1. PRESS ADVERTISEMENTS
Advertisements 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 INSTITUTES
Various 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. This source is known as Campus Recruitment.

3. PLACEMENT AGENCIES
Several 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. It is also known as
RPO (Recruitment Process Outsourcing)
 4. EMPLOYMENT EXCHANGES
Government establishes public employment exchanges throughout the country. These
exchanges provide job information to job seekers and help employers in identifying suitable
candidates.

5. LABOUR CONTRACTORS
Manual 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. UNSOLICITED APPLICANTS
Many job seekers visit the office of well-known companies on their own. Such callers are
considered nuisance to the daily work routine of the enterprise. But can help in creating the
talent pool or the database of the probable candidates for the organisation.

7. EMPLOYEE REFERRALS / RECOMMENDATIONS

Many 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.
Management can inquire these leaders for suitable jobs. In some organizations these are
formal agreements to give priority in recruitment to the candidates recommended by the
trade union.

8. RECRUITMENT AT FACTORY GATE

Unskilled 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.
9.
10.
11.
12.
13.
14.
15. INTERNAL FACTORS

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The internal forces i.e. the factors which can be controlled by

the organisation are:

1. RECRUITMENT POLICY
The recruitment policy of an organisation specifies the
objectives of recruitment and provides a framework for
implementation of recruitment programme. It may involve
organizational system to be developed for implementing
recruitment programmes and procedures by filling up
vacancies with best qualified people.

FACTORS AFFECTING RECRUITMENT POLICY

• Organizational objectives
• Personnel policies of the organization and its competitors.
Government policies on reservations.
• Preferred sources of recruitment.
• Need of the organization.
• Recruitment costs and financial implications.

2. HUMAN RESOURCE PLANNING

Effective human resource planning helps in determining the gaps present in the existing
manpower of the organization. It also helps in determining the number of employees to be
recruited and what qualification they must possess.

3. SIZE OF THE FIRM

The size of the firm is an important factor in recruitment process. If the organization is
planning to increase its operations and expand its business, it will think of hiring more
personnel, which will handle its operations.

4. COST
Recruitment incur cost to the employer, therefore, organizations try to employ that source
of recruitment which will bear a lower cost of recruitment to the organization for each
candidate.

5. GROWTH AND EXPANSION

Organization will employ or think of employing more personnel if it is expanding it’s
operations.

The external forces are the forces which cannot be controlled by the organisation. The major external
forces are:

1. SUPPLY AND DEMAND

The availability of manpower both within and outside the organization is an important determinant in
the recruitment process. If the company has a demand for more professionals and there is limited
supply in the market for the professionals demanded by the company, then the company will have to
depend upon internal sources by providing them special training and development programs.

2. LABOUR MARKET
Employment conditions in the community where the organization is located will
influence the recruiting efforts of the organization. If there is surplus of manpower at the time of
recruitment, even informal attempts at the time of recruiting like notice boards display of the
requisition or announcement in the meeting etc will attract more than enough applicants
3. IMAGE / GOODWILL
Image of the employer can work as a potential constraint for recruitment. An organization
with positive image and goodwill as an employer finds it easier to attract and retain
employees than an organization with negative image. Image of a company is based on what
organization does and affected by industry. For example finance was taken up by fresher
MBA’s when many finance companies were coming up.

4. POLITICAL-SOCIAL- LEGAL ENVIRONMENT

Various government regulations prohibiting discrimination in hiring and employment have
direct impact on recruitment practices. For example, Government of India has introduced
legislation for reservation in employment for scheduled castes, scheduled tribes, physically
handicapped etc. Also, trade unions play important role in recruitment. This restricts
management freedom to select those individuals who it believes would be the best
performers. If the candidate can’t meet criteria stipulated by the union but union regulations
can restrict recruitment sources.

5. UNEMPLOYMENT RATE
 One of the factors that influence the availability of applicants is the growth of the economy
(whether economy is growing or not and its rate). When the company is not creating new
jobs, there is often oversupply of qualified labour which in turn leads to unemployment.

6. COMPETITORS
The recruitment policies of the competitors also effect the recruitment function of the
organisations. To face the competition, many a times the organisations have to change their
recruitment policies according to the policies being followed by the competitors. RECENT
TRENDS IN RECRUITMENT

TRENDS IN RECRUITMENT RECENT TRENDS IN RECRUITMENT

The following trends are being seen in recruitment:

 OUTSOURCING
In India, the HR processes are being outsourced from more than a decade now. A company may draw
required personnel from outsourcing firms. The outsourcing firms help the organisation by the initial
screening of the candidates according to the needs of the organisation and creating a suitable pool of
talent for the final selection by the organisation. Outsourcing firms develop their human resource pool
by employing people for them and make available personnel to various companies as per their needs.
In turn, the outsourcing firms or the intermediaries charge the organisations for their services.
Advantages of outsourcing are:

1. Company need not plan for human resources much in advance.

2. Value creation, operational flexibility and competitive advantage

3. turning the management's focus to strategic level processes of HRM

4. Company is free from salary negotiations, weeding the unsuitable resumes/candidates.

5. Company can save a lot of its resources and time

 POACHING/RAIDING
“Buying talent” (rather than developing it) is the latest mantra being followed by the
organisations today. Poaching means employing a competent and experienced person
already working with another reputed company in the same or different industry; the
organisation might be a competitor in the industry. A company can attract talent
from another firm by offering attractive pay packages and other terms and
conditions, better than the current employer of the candidate. But it is seen as an
unethical practice and not openly talked about. Indian software and the retail sector are the
sectors facing the most severe brunt of poaching today. It has become a challenge for
human resource managers to face and tackle poaching, as it weakens the competitive
strength of the firm.

 E-RECRUITMENT
Many big organizations use Internet as a source of recruitment. E- recruitment is the use of
technology to assist the recruitment process. They advertise job vacancies through
worldwide web. The job seekers send their applications or curriculum vitae i.e. CV through e
mail using the Internet. Alternatively job seekers place their CV’s in worldwide web, which
can be drawn by prospective employees depending upon their requirements.

Advantages of recruitment are:

o Low cost.

o No intermediaries
 o Reduction in time for recruitment.

o Recruitment of right type of people.

o Efficiency of recruitment process.

RECUITMENT AND SELECTION Both recruitment and selection are the two phases of the
employment process. The differences between the two
are:

1. Recruitment is the process of searching the candidates

for employment and stimulating them to apply for jobs in
the organisation WHEREAS selection involves the series of
steps by which the candidates are screened for choosing
the most suitable persons for vacant posts.

2. The basic purpose of recruitments is to create a talent

pool of candidates to enable the selection of best
candidates for the organisation, by attracting more and
more employees to apply in the organisation WHEREAS
the basic purpose of selection process is to choose the
right candidate to
fill the various positions in the organisation.

3. Recruitment is a positive process i.e. encouraging more and more employees to apply WHEREAS
selection is a negative process as it involves rejection of the unsuitable candidates.

4. Recruitment is concerned with tapping the sources of human resources WHEREAS selection is
concerned with selecting the most suitable candidate through various interviews and tests.

5. There is no contract of recruitment established in recruitment WHEREAS selection results in a

contract of service between the employer and the selected employee.