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RECRUITMENT Meaning
Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization. Recruitment is the activity that links the employers and the job seekers. 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.
RECRUITMENT NEEDS ARE OF THREE TYPES
PLANNED

The needs arising from changes in organization and retirement policy.

ANTICIPATED

Anticipated needs are those movements in personnel, which an organization can predict by studying trends in internal and external environment.
UNEXPECTED

Resignation, deaths, accidents, illness give rise to unexpected needs.

Importance of Recruitment
1. Attract and encourage more and more candidates to apply in the organization Create a talent pool of candidates to enable the selection of best candidates for the organization 2. Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities 3. Recruitment is the process which links the employers with the employees 4. Increase the pool of job candidates at minimum cost. 5. Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants

2 UNIT-3 HRM 6. Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time 7. Meet the organizations legal and social obligations regarding the composition of its workforce 8. Begin identifying and preparing potential job applicants who will be appropriate candidates

] Recruitment process
Identifying Vacancies

Prepare job description and person specification

Advertising the Vacancies

Managing the response

Short listing

Arrange Interviews

Conducting Interviews and Decision making

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1. Identifying vacancies: In this step HR manager analyse the vacancies of the organization for filling the various posts in the organization.

2. Prepare job description and person specification: HR manager need to define the roles and responsibilities of the job and what type of skills and knowledge are required for performing that job. 3. Advertising the Vacancies: To attract the manpower pool it is needed to advertise the vacancies of the organization to choose the right person for right job. 4. Managing the response: After advertising the vacancies it is required to keep the proper record of candidates data for further process. 5. Short listing: On the bases of qualification of candidates and requirement of the organization HR manager eliminate those applications that are not according to the need of the organization. 6. Arrange Interviews: In this step HR manager arrange the interview. He decides about proper time and date for conduction of the interview. 7. Conducting Interviews and Decision making: This is the last step in the recruitment process in this step HR manager conduct the interview to judge the capability and confidence of the candidates.

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SOURCES OF RECRUITMENT

INTERNAL SOURCES
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. UPGRADING AND DEMOTION: 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. 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.

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ADVANTAGE Better assessment of the abilities. Motivator for the good performance. Need to hire only at the entry level. Increased morale of the promote.

DISADVANTAGE Political infighting for the promotions. Talent pool within the organization might stagnate. Possible morale problems of those who are not promoted.

EXTERNAL SOURCES

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.

6 UNIT-3 HRM 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 organization. 7. EMPLOYEE REFERRALS / RECOMMENDATIONS Many organizations have structured system where the current employees of the organization can refer their friends and relatives for some position in their organization. 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.

ADVANTAGES New blood brings new perspectives. Less groups of the political supporters in the organization. May bring new industry insights. Cheaper and faster.

DISADVANTAGES May not select someone who will fit the job or organizations Longer adjustment and orientation time.

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CHALLENGES FACED BY THE HR

Adaptability to globalization The HR professionals are expected and required to keep in tune with the changing times, i.e. the changes taking place across the globe. HR should maintain the timeliness of the process

Lack of motivation Recruitment is considered to be a thankless job. Even if the organization is achieving results, HR department or professionals are not thanked for recruiting the right employees and performers.

Process analysis The immediacy and speed of the recruitment process are the main concerns of the HR in recruitment. The process should be flexible, adaptive, cost effective and responsive to the immediate requirements.

Strategic prioritization The emerging new systems are both an opportunity as well as a challenge for the HR professionals. Therefore, reviewing staffing needs and prioritizing the tasks to meet the changes in the market has become a challenge for the recruitment professionals.

DIFFERENCE BETWEEN RECRUITMENT AND SELECTION

Recruitment and Selection are two interrelated function but yet different-

1. The recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization WHEREAS selection involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant. 2. Recruitment comes first and is followed by Selection. 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.

8 UNIT-3 HRM 4. Recruitment is calling large pool of candidates while Selection is choosing the suitable candidate. 5. 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. 6. There is no contract of recruitment established in recruitment WHEREAS selection results in a contract of service between the employer and the selected employee.

FORM OF RECRUITMENT CENTRALIZED RECRUITMENT The recruitment practices of an organization are centralized when the HR / recruitment department at the head office performs all functions of recruitment. Recruitment decisions for all the business verticals and departments of an organization are carried out by the one central HR (or recruitment) department. Centralized from of recruitment is commonly seen in government organizations. Benefits of the centralized form of recruitment are:

Reduces administration costs Better utilization of specialists Uniformity in recruitment Interchangeability of staff Reduces favoritism Every department sends requisitions for recruitment to their central office

DECENTRALIZED RECRUITMENT Decentralized recruitment practices are most commonly seen in the case of conglomerates operating in different and diverse business areas. With diverse and geographically spread business areas and offices, it becomes important to understand the needs of each department and frame the recruitment policies and procedures accordingly.

9 UNIT-3 HRM Each department carries out its own recruitment. Choice between the two will depend upon management philosophy and needs of particular organization. In some cases combination of both is used. Lower level staffs as well as top level executives are recruited in a decentralized manner.

FACTORS AFFECTING RECRUITMENT

INTERNAL FACTORS
1. RECRUITMENT POLICY

The recruitment policy of an organization 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. 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

10 UNIT-3 HRM 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 its operations

EXTERNAL FACTORS 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

11 UNIT-3 HRM 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.

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 cant meet criteria stipulated by the union but union regulations can restrict recruitment sources. 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. COMPETITORS The recruitment policies of the competitors also affect the recruitment function of the organizations. To face the competition, many a times the organizations have to change their recruitment policies according to the policies being followed by the competitors.

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SELECTION
Selection is a process by which we try to choose particular candidate for filling the vacant post and reject those candidates that are not according to the need of organization. In this process HR manager pick right individual out of the pool of job applicants to meet the requirement of the organization. Selection is the process of differentiating between applicants in order to identify and hire those with a greater likelihood of the success in a job. This process is called the negative process because in this HR manager plays a crucial role in selection of the candidates.

PROCESS

Preliminary Interview Selection tests Employment interview Rejected Employe es

Reference and background analysis

Selection decisions Physical examinations Job offer Employment contracts Evaluation

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1. Preliminary Interview: In this step HR manager select the potential candidate

on the basis of their qualifications that they have supplied in the application form and eliminate unqualified applicants from the huge application pool, built up through recruitment process.

2. Selection tests: Tests are the methods to check the ability of a person. Many

organizations conduct their test to check the personality, aptitude, attitude and intelligence of the candidates.

3. Employment interview: It considered being an excellent selection device. It

allows a two way exchange of information. It is a face to face interaction of the interviewer and candidate. In this step HR manager can better analyse the capacity and capability of the candidates.

4. Reference and background analysis: Many employers request names,

address and telephone numbers or references for the purpose of verifying information and gaining additional background information on applicants. Reference checks cover the following: Criminal record checks Previous employment checks Educational record check Civil record check Character reference check etc.

5. Selection decision: This is most critical step of all the steps. In this step

manager select the candidates on the basis of their qualifications and performance in selection test. In this HR manager play a crucial role in the final selection.

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6. Physical Examination: After selection decision and before the job offer is

made the candidate required to undergo a physical fitness test. Through this examination manager come to know that whether the candidate is able to perform the job assign to him or not.

7. Job offer: This is given to those who have crossed all the previous hurdles. Job

offer is made through a letter of appointment.

8. Contracts of employment: This is the relationship between the organization

and its employees. The basic information that should be included in a written contract of employment will vary according to the level of the job

9. Evaluation: Evaluation ensure the effectiveness of selection process, may be

undertaken at two stages: During the process and after the process. During the process evaluation tries to measure the reliability and validity of various steps. Evaluation, after the process is over, measures the outcome of the selection process in terms of the performance of those who have been selected.

TYPES OF SELECTION TEST

Ability test

Achievement test

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Personality test

TESTS

Intelligence test

Aptitude test

Ability test
The general meaning of ability is to have quality or being able to do a work. Ability of a person is his capability to engage in some behavior .In this test we analyse the mechanical ability, Intellectual ability, creative ability of candidates.

Achievement test
It is also called performance test or trade test. It is concerned with what one has accomplished. A candidates knowledge may be measured through his answers to certain questions or his performance at a practical test.

Intelligence test
Intelligence test tries to measure the level of intelligence of a candidate. This test generally includes verbal comprehension, word fluency, memory, inductive reasoning, number facility, speed of perception etc. The scores on the test are usually expressed numerically as intelligent quotient (IQ) can be calculated as IQ = (mental age)/ (actual age)* 100 Aptitude test: Aptitude test is used for measuring human performance characterstics related to the possible development of capability on specific jobs. These basic characterstics can be thought of as aptitudes. This test is more valid when the applicants have no experience or very little experience along the lines of the jobs.

16 UNIT-3 HRM Personality tests: Personality can be defined as the sum total of traits of individual which decides his unique adjustment with the environment. Personality test is administered to predict performance success for jobs that require dealing with people or jobs that are essentially supervisory and managerial in character.

TYPES OF INTERVIEWS 1. STRUCTURED INTERVIEW: This is also known as highly organized, pattern or directive, is the most common type of interview. It is based on the assumption that relevant information about a candidate can be elicited (draw out) by asking question which have been previously designed.
TYPES OF INTERVIEW

STRUCTURE D INTERVIEW

UNSTRUCTURE D INTERVIEW

DEPTH INTERVIEW

STRESS INTERVIEW

UNSTRUCTURED INTERVIEW

This is also known as non-directive interview, does not depend on pre-planned questions prepared before the commencement of the interview. Questions emerge as the discussion between the interviewers and the candidates. DEPTH INTERVIEW: this is semi structured in nature and involves questions in key areas which the interviewers have studied in advance. These areas include candidates home life, education pattern, previous experience, aptitude, interests, hobbies etc. From the interviewers side information is provided about the organization, job, salary and benefits.

17 UNIT-3 HRM STREEE INTERVIEW: The basic objective of stress interview is to find out how the candidate behaves in a stressful situation. In this the interviewers create some stressful situation for the candidates. This situation may create in a number of ways- by asking questions too rapidly, criticizing the answers of the candidates, interrupting him frequently etc.

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