Meaning and Definition:

In simple terms Recruitment is understood as a process for searching and

obtaining applicants for jobs, from among the available recruits. A formal
definition of Recruitment is:

Recruitment forms the first stage in the process, which continues with
selection and cease with placement of the candidate. Recruitment makes it
possible to acquire the number and type of people necessary to ensure the
continued operation of the organization.


Definition : Acc. to Edwin B. Flippo Recruitment is
the Process of Searching for Prospective employees
and stimulating them to apply jobs in the
organization.

Acc. to Mathis and Jackson Recruitment is the
process of generating a pool of qualified applicants
for organization jobs.

Vacancies are created due to transfer , Promotion ,
retirement , resignation, termination or due to Death
Vacancies are created due to Expansion , Diversification and
growth of Business
A rising Standard of living
Due to Increasing Competition


Effective recruitment helps to gain new suitable members for the organization.

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




Recruitment Process

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:
1. 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

2. Preparing the job description and person specification.
3. Locating and developing the sources of required number and type of employees .
4. Advertising .
5. Short-listing and identifying the prospective employee with required characteristics.
6. Arranging the interviews with the selected candidates.
7. Conducting the interview and decision making

Recruitment is going on.
Recruitment is a continuous process whereby the firm attempts to develop a pool
of qualified applicants for the future human resources needs even though specific
vacancies do not exist .Usually, the recruitment process starts when a manger
initiates an employee requisition for a specific vacancy or an anticipated vacancy.


Transfers

Promotions

Retired Employees

Retrenched or Lay off
Employees

Employee Referral
Advertisements

Campus Placements

Vendor Management

Employment Exchanges

Labour Contractors

Recruitment at Factory Gate

Headhunting

a) Familiarity
b) Motivational value
c) It saves time.
d) It saves Cost.
e) Better utilization of internal talent
f) Transfer and Job rotation is a tool of training the employees
to Prepare them for Higher Jobs.


a) When vacancies are filled through Internal Promotions , the
scope for fresh talent is Reduced.
b) Restricted Choice
c) The spirit of Competition among the Employees may be
Reduced.
d) The employees may become lethargic if they are sure of
time bound promotions.
e) Frequent transfers of Employees may reduce the overall
productivity of an Organization.

a) Qualified Personnel
b) Wider Choice
c) Fresh Talent/Blood
d) Competitive Spirit
e) Long-Term Benefits

a) Lengthy process
b) Costly process
c) Uncertain Response
d) Dissatisfaction among Existing Staff

Campus Recruitment Fair

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

Job boards allow member companies to post job vacancies.

Candidates can upload a rsum 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.

Recruiting students early in their educational course.

A company will lock in talent up-front.

Work with college/institute to mould curriculum for the companys
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.
Nature of Competition for
Human Resources

Legal Factors

Socio-Cultural Factors

External Influences

Supply and Demand

Unemployment Rate

Labour Market

Growth & Expansion of
Organization.

Organizational Image

Size of Organization

Type of Personnel to be
Recruited

Past Practices

Human Resource Planning

Recruitment Policy

Cost

Recruitment is not only about filling jobs
that are currently vacant it is about
making a continuous, long-term investment
to build a high quality workforce capable of
accomplishing the organizations mission
now and in the future.

Selection is regarded as the most important function of HR
department. It ensures the organization that; it has right
number, right kind of people at the right place and at the
right time.
It is the process of differentiating between applicants in
order to identify (and hire) those with the greater likelihood
of success.

1. Preliminary Interview
2. Aptitude Tests
3. Employment Interview
4. Reference and Background Checks
5. Physical Examinations
6. Selection Decision
7. Job Offer
8. Contract Of Employment
9. Evaluation of Selection program
1. Preliminary Interview: The purpose of this interview is to
scrutinize the applicants, i.e. elimination of unqualified
applications.
2. Selection Tests: Different types of selection tests may be
administrated, depending on the job and the company.
Generally tests are used to determine the applicants ability,
aptitude, and personality.
3. Employment Interview: The next step in the selection process
is employment interview, an interview is conducted at the
beginning, and at the selection process of the employment
interview can be one- to-one interview or panel interview.






4. Reference and Background Checks: Many employers request
names, address, telephone numbers or references for the
purpose to verify information and gaining additional
background information of an applicant.
5. Selection Decision: Selection decision is the most critical of all
steps in selection process. The final decision has to be made
from the pool of individuals who pass the tests, interviews
and references checks.
6. Physical Examinations: selection decision and before the job
offer is made, the candidate is required to undergo a physical
fitness test. A job offer is often; contingent upon the
candidate being declared fit after the physical examinations.

7. Job Offer: The next step in selection process is job offer. Job
offer is made through a letter of appointment. Such a letter
generally contains a date by which the appointee must report
on duty.
8. Contract Of Employment: Basic information is written in
Contract of employment that varies according to the levels of
job. After the offer and acceptance of the job certain
document is the attestation form.
9 Evaluation of Selection program: The broad test of
effectiveness of the selection process is a systematic
evaluation. A periodic audit is conducted in the HR
department that outlines and highlights the areas which need
to be evaluated in the selection process


New Methods of Selection:

In recent years, new methods of selection have been
found out by HR specialists. Three interesting
alternatives are :
Participative selection,
Employee leasing and
Assessment centre.


Barriers to Selection
Ineffective recruitment
Perception
Stereotyping
Gender issue
Age/Race issue
Halo effect
Quota system





Cont.
Fairness
Validity
Reliability
Pressure
Nepotism/Favourism
Cost and Time
Barriers to Selection
The impediments or barriers to effective selection of people at work can
be explained as under:
1. Ineffective Recruitment: Sometimes selection process gets affected due
to ineffective recruitment initiatives. If the recruiter fails to attract
qualified candidates (in recruitment process) then it is obvious that right
candidate will not be selected (in selection process). Therefore,
ineffective recruitment will definitely influence selection.
2. Perception: Our inability to understand others accurately is probably the
most fundamental barrier to select right candidate. Selection demands
an individual or a group to assess a candidate comparing competencies
of others, in order to find out the right persons for the jobs. But our
views are highly personalized. We all perceive the world differently. Our
limited perceptual ability is obviously a stumbling block to the objective
and rational selection of people.

3. Stereotyping: This is one of the most common
barrier to selection. In stereotyping, we generally
categorize the candidates such as:
All professors and teachers are absent minded
All females are basically sincere and honest
All civil servants are boring
Candidates with Science background are intelligent
etc.
This leads to biased selection of candidates.

4. Gender Issue: Gender issue also hampers effective selection.
In early days, men predominately held managerial jobs and if
those jobs are viewed as being primarily masculine in nature,
such stereotyping may produce negative reaction in selecting
right candidates.
5. Age/Race Issue: In many selections, age and race of the
candidates are considered rather than their skills, abilities or
experiences. This leads to bias selection.
6. Halo Effect: Another barrier to selection is halo effect, which
can be negative or positive. In hallo effect the personal
characteristics influence or overwhelms the interviewers and
this lead to wrong selection.

7. Quota System: Quota system also influences effective selection.
8. Fairness: Selection requires that no individual should be discriminated
based on religion, region, race or gender. But the less number of women
and other less privileged sections of society in the middle and senior
management positions and open discrimination in job advertisements
and in the selection process would suggest that all the efforts to
minimize inequity have not been very effective.
9. Validity: Validity refers to tests that help to predict job performance of an
incumbent. A test that has been validated can differentiate between the
employees who can perform well and those who will not. However, a
validated test does not predict job success accurately. It can only increase
possibility of success.
10. Reliability: A reliable method is one, which will produce consistent
results every time it is conducted. Like a validated test, a reliable test may
fail to predict job performance with precision.

11) Pressure: This occurs when politicians, bureaucrats, relatives,
friends, and peers try to influence on the selectors to pick
particular candidate. In public sector, this barrier mostly
influenced a good selection.
12) Nepotism/Favourism: This is one of major/common barrier
to effective selection in both public and private sectors.
13) Cost and time: Sometimes due to insufficient time and
budget, right person cannot be selected.



Thank you!