RECRUITMENT

RECRUITMENT DEFINITIONS
In Simple Terms :
It is a process of searching for and obtaining
applicant for job, from among whom right people
can be selected.
In Formal Terms:
It is a process to find and attract capable
applicant for employment. The process begins
when new recruits are sought and ends when their
applicants are submitted.
The result is a pool of applicants from which
new employees are selected.
  RECRUITMENT PURPOSE
Determine the present and future requirements of the organizations.
Increase the pool of job applicants at minimum costs.
Help increase the success rate of selection process.
Help reduce the probability that job applicants once recruited and
selected, leave the organization after a short period of time.
Meet the organization’s legal and social obligations regarding the
compositions of its work force.
Begin identifying & preparing potential job applicants who will be
appropriate candidates.
Increase organizational and individual effectiveness in short & long
term.
Study the effectiveness of various recruiting techniques and sources
for all types of job applicants.
 FACTORS GOVERNING
RECRUITMENT
External Factors :
Unemployment rate.
As high, process may be simpler better period to recruit attractive qualified applicants, on other side if it is low
then recruiting efforts requires to increase and new sources explored.
Political and Legal considerations.
The reservations for SCs, STs, minorities, and OBCs is political deisions also Supreme Court also agreed
upon 50 % reservations of seats and jobs.
Acts.
Child Labour ( Probhition and Regulation ) Act,1986.
Employment Exchange ( Compulsory Notification of Vacancies ) Act, 1959.
Apprentices Act, 1961.
Inter-State Migrant Workmen (Regulation of Employment and Conditions of Services ) Act,
1979.
The Factories Act, 1948.
The Mines Act, 1952.
Constitutions which prohibits discriminations.
Preferences to sons of the soil
Company Image.
 FACTORS GOVERNING RECRUITMENT ( Continue)

Internal Factors :
Recruiting Policy.
Temporary & Part-time employees.
Preference to local citizen’s in MNCs.
Size.
Cost.
RECRUITMENT
PROCESS
Recruitment

Recruitment is a process of
finding & attracting capable
applicant for employment.
Recruitment process
RECRUITMENT PROCESS

Recruitment process begin when

new recruit sought & ends when
applicants
Submitted applications.
RECRUITMENT PROCESS
 Recruitment comprises by
following five elements.
2) Planning
3) Strategy development
4) Searching
5) Screening
6) Evaluation & control.
PLANNING
 Planning involves translation of
likely job
vacancies & information about
the nature of job, it specify in,

4) Number of contacts
5) Type of applicant to contacted
1. Number of contacts

 Anyorganisation like to more

applicant
then they actual required.

 Company yield ratio.

2.Types of applicant

 Typeof application based on job

responcibility,qualification &
experience.
Strategy Development
 “Makes" or “Buy”
 Technological sophistication
 Geographical distribution
 Source of recruitment(Method)
 Time
SEARCHING

2) Source of activation

4) selling
SCREENING
 Main aim of screening is short
listing and differentiate qualified
applicant among from un
qualified.
Evaluating & Control
 Evaluation and control is
necessary as considerable costs
are incurred in the recruitment
process, it also necessary to
know about to whether the
recruitment methods use are
valid & whether the recruitment
process is effective itself.
RECRUITMENT METHODS…...
 RECRUITMENT METHODS
Internal Recruitment :
Present Employees.
 Promotion & transfers from among present employees can
be good source of requirements.
 Promotion to higher positions has several advantages.
 It is good public relations.
 It builds morale.
 It encourages competent individuals who are ambitious
 It is cheaper.
 internal chooser are familiar with organization.
 Promotion, to be effective, requires job posting, personnel
records, and skill banks.
 RECRUITMENT METHODS
Internal Recruitment ( Continue ) :
Employees Referrals.
 Employees can develop good prospects for their families
& friends by acquainting them with advantages of job with
company, furnishing cards of introduction, and even
encouraging them to apply.
 This is most effective methods of recruiting as many
qualified people are reached at a very low cost to the
company.
 Most employees know from their experiences the
requirements of job and what sort of person company is
looking for.
 Another advantage of employee referral is that referred
individuals are likely to be similar in type to those who are
already working for company.
 RECRUITMENT METHODS
Internal Recruitment ( Continue ) :
Formal Employees.
 Some retired employees may be willing to come back to
work on a part-time basis or may recommend someone who
would be interested for company.
 Sometimes, people who have left the company for some
reason or other are willing to come back and work.
 Individuals who left for other jobs, might be willing to
come back for higher emoluments.
 An advantage with this source is that performance of
these people is already known.
 RECRUITMENT METHODS
Internal Recruitment ( Continue ) :
Previous Applicants.
 Previously applied for jobs can be contacted by
mail, a quick & inexpensive way to fill an
unexpected opening.
 Although ‘walk-ins’ are likely to be more suitable
for filling unskilled &semi-skilled jobs, some
professional openings can be filled by applicants to
previous jobs.
RECRUITMENT METHODS
Evaluation of Internal Recruitment:
Advantages :
It is less costly then external recruiting.
Organization have a better knowledge of internal candidates’ skills
& abilities then ones acquired through external recruiting.
Organizational policy of promoting from within can enhance
employees’ morale, organizational commitment & job satisfaction.
Disadvantages :
This method simply perpetuates the old concept of doing things –
that creative problem solving may be hindered by lack of new
talents.
Some organizations complain of unit raiding in which divisions
compete for same people.
Politics has a greater impact on internal recruiting & selection than
does external recruiting.

Thus, job related information may be known about internal

candidates, personnel decisions involving internal candidates
are more likely to be affected by political agenda of decision
makers.
  External recruitment
● Professional or Trade Associations
● Advertisements
● Employment Exchanges
● Walk-ins, Write-ins and Talk-ins
● Consultants
● Contractors
● Displaced Persons
● Radio and Television
● Acquisitions and Mergers
● Competitors
● E-recruiting
 Professional or Trade Associations- Many
associations provide placement services for
their members. These associations are
Particularly useful for attracting highly
educated and skilled personnel.
 Advertisements- These are of two types:
1. Want Ad- They describe the job and the
benefits, identify the employer and tell those
who are interested and how to apply. E.g.
Newspapers.
2. Blind Ad- Here there is no identification of
the firm. Respondents may reply to a post-box
no. or to a consulting firm that is retained by
the firm.
 Factors affecting response to ads:
1. Identification of co.
 Employment exchanges-
Employment exchanges have set
all over the country in deference
to the provisions of Employment
Exchanges Compulsory
Notification Of Vacancies act
1959.
 The act applies(industrial
establishments having 25
workers or more each) to notify
the vacancies before they are
filled.
 The major function of the
 Campus Recruitment- Colleges,
Universities, research lab., sports fields
and institutes are fertile ground for
recruiters, particularly the institutes. For
E.g.- IIMs and IITs.
 Write-ins, Walk-ins and Talk-ins:
1.Write-ins are those who send written
enquiries.
2. Talk-ins- Job aspirants are required to
meet
the recruiter for detailed talks.
3. Walk-ins- Job seekers submit direct
unsolicited
letters and applications. Direct
applications can
also provide a pool of potential
 Consultants- They have nation-wide
contacts and lend professionalism to
the hiring process. E.g. ABC
consultants, Head Hunters etc.
 Contractors- They are used to recruit
casual workers.
 Displaced Persons- Siting and
implementation of a project in an area
would result in displacement of
hundred inhabitants. Rehabilitation of
such persons is mandated by Govt.
 Radio and Television- Can be used to
get applicants such as skilled workers.
Less use due high cost and damage of
conservative image.
 Acquisitions and Mergers- Due to such
events new jobs are created and both
new and old jobs may be readily
staffed by drawing the best-qualified
applicants from the employee pool.
 Competitors- Rival firms can be a
source of recruitment. Popularly called
as ‘poaching’ or ‘raiding’ this method
involves identifying the right people in
rival co., offering them better terms
and luring them away.
 E-Recruiting- Employers can
online screen candidates’ soft
attributes, direct potential hires
to a special website for online
skill assessment interview via
video conferencing etc.