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Recruiting Human Resources

Nature and Purposes of Recruitment


Recruitment is the process of searching for and obtaining applicants for jobs Recruitment has several benefits for a firm:
Determine the present and future requirements of the organisation 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 the selection process by reducing the number of visibly underqualified or overqualified job applicants. Help reduce the probability that job applicants, once recruited and selected, will leave the organisation only after a short period of time. Meet the organisations legal and social obligations regarding the composition of its workforce. Begin identifying and preparing potential job applicants who will be appropriate candidates. Increase organisational and individual effectiveness in the short term and long term. Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants.

Factors Influencing Recruitment


External Forces Supply and demand Unemployment rate Labour market Political-social Sons of soil Image

Recruitment

Internal Forces Recruitment HRP Size of the firm Cost Growth and expansion

Recruitment Process
Personnel Planning Job Analysis Employee Requisition

Job Vacancies

Recruitment Planning Numbers Type

Searching Activation Selling Message Media

Applicant Pool

Screening

Potenti al Hires

To Selection

Strategy Development Where How When

Applicant Population

Evaluation and Control

Sources of Recruitment
Professional or Trade Associations Advertisements Present Employees Employment Exchanges Campus Recruitment

Recruitment

Employees Referrals

Consultants Contractors Displaced Persons Radio and Television

Former Employees

Previous Applicants Acquisitions and Mergers Competitors E-Recruiting

External Sources

Internal Sources

Walk0ins and Write-ins

Recruitment Yield Pyramid

Offer Acceptance 20 Job Offer 30 Invited for Final Interview Invited to Screening Interview Initial Contacts Interview/Offers (4:3) Screening/Invites (5:1) Offers/Acceptance (3:2)

40 200

Contacts/Screens (10:1)

2000

Evaluation and Control


Salaries for recruiters. Management and professional time spent on preparing job description, job specifications, advertisements, agency liaison, and so forth. Cost of advertisements or other recruitment methods, that is, agency fees. Cost of producing supporting literature. Recruitment overheads and administrative expenses. Costs of overtime and outsourcing while the vacancies remain unfilled. Cost of recruiting suitable candidates for the selection process.

Philosophies of Recruitment

Realistic job previews JCQ


Alternatives over time work employee leasing temporary employment

Typical Consequences of Job Previews Traditional Procedures Realistic Procedures


Set initial job expectations too high Set job expectations realistically

Job is typically viewed as attractive

Job may or not be attractive depending on individual needs

High rate of job offer acceptance

Some accept, some reject job offer

Work experience belies expectations

Work experience confirms expectations

Lower job survival, dissatisfaction, frequent thoughts of quitting

High job survival, satisfaction, no thoughts of quitting

Reality Check

Think of a firm you want to submit job application. Which factors attract you towards the company?

Reality Check

Have you at any time tried internet recruiting? What has been your experience with it when compared with conventional route?

Campus Overview

Ahmedabad

Kolkata

Mumbai

907/A Uvarshad, Gandhinagar Highway, Ahmedabad 382422.

Infinity Benchmark, 10th Floor, Plot G1, Block EP & GP, Sector V, Salt-Lake, Kolkata 700091.

Goldline Business Centre Linkway Estate, Next to Chincholi Fire Brigade, Malad (West), Mumbai 400 064.

Thank You

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