Chapter-6

Recruiting is process of developing pool of

qualified applicants who are interested in
working for the organization.

> Organizational size

> Working condition : Salary & Benefits.
> Organizational growth

Requisitions: Requisition is a formal document that

authorizes the filling of a job opening indicated by
the signatures of the top management. Supervisors
are seldom given discretion to authorize the filling
of job opening.

Timing: Two factors that drive the decision of

when look for job applicants are lead time concerns

and time sequence concerns.

Number of contacts:

The pool of applicants almost

needs to be larger than the number of vacant position. It is
very to determine the exact number needed to fill a
particular vacancy.

Recruitment budget & Return on investment:

The recruitment process is a vey expensive component of

organizational staffing. Cost include staff time developing a
recruitment message, website development & administration,
advertising, time spent making personal contacts and
following up with potential candidates.

Development of a recruitment guide: A recruitment

guide is a formal document that details the process to be

followed to attract applicants to a job. It should be based on
the organizations staffing flowchart.

Process flow & Record keeping: Before deciding where &

how to look for applicants, it is essential that organization
prepare for the high volume of data that accompanies the
filling of vacancies.

> Organization Image.

> Job Attractiveness

> Internal Organizational Policies

> Government Influence
> Recruiting Cost

Internal Source: When applicants are

recruited within the organization.
Types of internal Source:
> Employee Referral
> Promotion
> Retired Employee

> It is good public relation

> It builds morale
> It encourage good individuals who are
ambitious
> Its less costly.

> The employees motivation to make good

recommendation.
> Availability of accurate job information.
> More acceptable.

Disadvantages

> Friend become enemy.

> The potential for nepotism.
> The potential for adverse impact.

The process of looking outside of the

organization for prospective employees.

Advertisement: Newspaper Ad. Most

commonly used.

Blind box Ad: An Advertisement that does not

identify the advertising organization.
> Applicants drop resume through P.O Box.
> Large Organization go for Blind Box Ad
> To avoid political influnce.

Executive Search Firm: A private firm which

involves in identifying the qualified
individual for higher level position.

Head Hunter: An individual who works for an

executive firm that seeks out qualified
individual for Higher level position.

University Placement Office: Internship, Entry

level position.

Public Employment Agency:

> Controlled by State.
> Good source of minorities, handicapped &
protected class.
> Its for blue-collar workers.
> Dont take fee for service.

Private Employment Agency:

> Its for white-collar worker.
> Take fee. Fee paid by individual or organization.

Unsolicited or Walk in Interview:

> Applicants drop their CV personally, by e-mail,

telephone. But uncertain to get interview call.

> Depends on countrys economic condition.
> Excellent supply of stockpiled applicants.
> Even if there is no vacancy application kept in HR
department.

Cyberspace Recruiting:
On line recruiting.

Closed internal Recruitment System:

Under a closed
internal system, employees are not made aware of job vacancies. The
only people made aware of promotion or transfer opportunities are
those who oversee placement in the HR department. It is very efficient.
And time & cost involved are minimal.

Open Internal Recruitment System: Under an open internal

system employees are made aware of job vacancies. This is

accomplished by a job posting & bidding system. It gives employees a
chance to measure their qualifications against those required for
advancement. It creates unwanted competition. It is lengthy & time
consuming.

Hybrid system of internal Recruitment: Under

a hybrid system, both open & closed steps are
followed at the same time. Job vacancies are
posted and HR department conducts a search
outside the job posting system.

Selection is the process by which an

organization chooses from a list of
applicants the person or persons who best
meet the selection criteria for the position
available.

> Initial Screening .

> Completion of application form.
Employment test.
Comprehensive interview.
Background investigation.
Conditional Job offer.
Medical/Physical exam.
permanent Job offer.

> Initial Screening: Involves screening of inquires &

Screening interviews.
> Completion of Application form: Provide jobperformance related synopsis what applicants have
been doing, their skills, accomplishments.
> Employment test: Aptitude test, Honesty test,
Personality test.
> Comprehensive Interview: It involves face to face
meeting with candidate. This is an universal selection
tool.
> Background Investigation: Verify information from the
application form includes education, previous jobperformance, legal status of the work, credit reference,
Police record.

> Conditional Job offer: Probationary period.

> Medical or Physical exam:
> Permanent job offer: Permanent offer job
agreement letter is issued & placed in respective
position.