HRM Module 3 Human Resources Recruitment

Definition / meaning Objectives Factors affecting recruitment policy Centralized and decentralized recruitment Recruitment sources Recruitment techniques Recruitment process Cost benefit analysis of recruitment sources.
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Meaning of recruitment
Communicating for prospective job seekers; highlighting the available positions so that they evince interest. Inviting the job seekers, short listing the those who meet the stated qualifications to call for selection process and discarding the ineligible persons. Creating a pool of qualified applicants to be to considered for selection process
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Challenges in recruitment
Cost of communication. Difficulty in identifying the targeted population. Dealing with massive response. Managing lukewarm response. Meeting time lines. Not finding qualified applicants. Dealing with over qualified applicants. Ensuring statutory compliance.
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Steps in Recruitment
Developing a communication strategy. Implementing the communication. Dealing with the response to communication. Segregating the qualified applicants and disqualified applicants. Communicating with the applicants. Coordinating with the selection team.
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Sources of Recruitment
Internal sources: Communicating with the existing employees to find out eligible and interested persons to be considered for selection to the available positions. External sources: Communicating to find out eligible and interested persons other than the existing employees, to be considered for selection to the available positions.
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 Displaying circulars in notice board/ prominent places at the work place. Requesting the supervisor/ reporting officer to communicate with concerned employees or recommend suitable names. Using loud speakers to announce the openings. Communicating through emails. Displaying banners / posters at work place. Identifying eligible persons from the employee data base and contacting them to know if they are interested.
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Mode of communication for internal sources

Merit and demerits of internal recruitment

ADVANTAGES Foreknowledge of candidates strengths and weaknesses More accurate view of candidates skills Candidates have a stronger commitment to the company Increases employee morale Less training and orientation required DISADVANTAGES Failed applicants become discontented Time wasted interviewing inside candidates who will not be considered Inbreeding of the status quo
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External sources of recruitment

CAMPUS RECRUITMENT Identifying suitable educational institutions and visiting them to identify passing out students who are eligible and interested. In the past, campus recruitment was basically meant to recruit fresher/ inexperienced. These days many reputed colleges have students with prior work experience, who can be considered for middle level/ senior level positions. Campus recruitment is less expensive but limited to selected colleges only. Campus recruitment deprives opportunity to eligible persons who are not studying in the selected college. It is seasonal- possible only when students complete their final year study.
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External sources of recruitment

BANNERS, POSTERS, LEAFLETS NEAR THE WORKPLACE It is simple and least expensive. The communication is confined only to the people residing in that locality. More suitable when the goal is to recruit local people. Effective if required number of suitable candidates are easily available locally. Quick- can be done just in a day. It can be done throughout the year
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External sources of recruitment

ADVERTISEMENT IN NEWS PAPERS/ TELEVISIONS Expensive. Can reach larger sections of the society. Suitable when it is difficult to find suitable people locally. May result in large scale response both from eligible and ineligible people which is difficult to manage. Time consuming. May take 15 days to 60 days to complete the recruitment. It can be done through out the year.
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External sources of recruitment

WEB PORTALS/ E RECRUITMENT/ MOBILE PHONES
Availing the services of job portals like Naukri.com or Monsterindia.com Less expensive compared to news papers. Can reach internet savvy persons. Cannot reach persons who lack internet connectivity. Multiple options like (a) access to millions of resumes (b) advertising on the portal (c) prompting passive people to apply with automatic emails. Posting on your company website MOBILE PHONES : Making phone calls or sending mass SMS messages.
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External sources of recruitment

RECRUITING EX-EMPLOYEES People who have resigned / who were terminated may be invited to apply for the available positions. They know the organization well and organization knows them well. Who were terminated for misconduct or for poor performance need not be invited. Hiring them at a higher level may give wrong signal to existing employees. Ex-employees if selected can start working quickly without gestation time on training and adjusting.
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External sources of recruitment

UNSOLICITED APPLICANTS Some persons may have sent their applications on their own. They can be recruited if found suitable. It is a least expensive method. They may be the people badly in need of jobs. If hired after proper verification of past credentials they can be quite loyal to the organization. To be effective the unsolicited applications received throughout the year should be preserved properly to use when needed.
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External sources of recruitment

HUMAN RESOURCE RECRUITMENT CONSULTANTS
These are the people in the business of identifying and recommending suitable persons for available positions. They reduce the pressure on recruitment department If recommended persons are appointed, the consultant will get amounts equivalent to 1 to 6 months salary as service charges. The service charges will be paid only after the candidate serves at least 3 to 6 months after joining. The consultants are often capable of recommending candidates, within short period of time. Their services are available through out the year.
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External sources of recruitment

EMPLOYEE REFERRALS Existing employees will refer the suitable (outsiders) persons known to them. It is easier to trust such persons since they are referred by the existing employees. If the referred person is selected, the referee employee will get incentive from employer equivalent to 15 days to 1 month salary of the selected person. It will be paid only after the concerned employee works satisfactorily for at least 3 to 6 months. Employee retention rate and employee performance is considered to be high in this method.
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External sources of recruitment

RECRUITING SPECIAL GROUPS Retired people, handicapped people, reformed criminals, women, socio-economically weaker sections, ex-servicemen, widows of war veterans etc. Special groups are badly in need of jobs. If selected after proper verification of credentials they will be loyal to work. They are less demanding on pay and allowances and committed on performance.
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External sources of recruitment

JOB FAIRS Job fair is a place where employers and job seekers meet in large numbers to assess the prospects for employment. Job fairs are conducted occasionally either by government or by private organizations. Job fairs are reasonably cheaper.

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External sources of recruitment

SOCIAL MEDIA Social media means the websites / email groups dedicated to facilitate informal communication among individuals and groups. Example: Face book, LinkedIn, Twitter Websites like Linkedin help a lot in finding the talented people. Functional / subject specific group emails are also useful in communicating with prospective candidates.
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External sources of recruitment

PROFESSIONAL ASSOCIATIONS Examples: Associations of chartered accountants, cost and work accountants, companies secretaries etc. These associations will have huge database of qualified candidates. They may charge a fee for sharing the data base.

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Understanding effectiveness of recruitment

Recruiting yield pyramid

The historical arithmetic relationships between recruitment leads and invitees, invitees and interviews, interviews and offers made, and offers made and offers accepted.

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