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    The document discusses the recruitment process for human resources. It defines recruitment as the process of searching for and obtaining job applicants. It then outlines the key steps in the recruitment process, which include personnel planning, job analysis, developing a recruitment strategy, finding applicants through various sources, screening applicants, and evaluating and controlling the recruitment effort. The document also discusses factors that influence recruitment, both internal to the organization and external market forces. It provides examples of different recruitment philosophies and their typical consequences.

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    Chapter 06

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    The document discusses the recruitment process for human resources. It defines recruitment as the process of searching for and obtaining job applicants. It then outlines the key steps in the recruitment process, which include personnel planning, job analysis, developing a recruitment strategy, finding applicants through various sources, screening applicants, and evaluating and controlling the recruitment effort. The document also discusses factors that influence recruitment, both internal to the organization and external market forces. It provides examples of different recruitment philosophies and their typical consequences.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Flag for inappropriate content
    15 views12 pages

    Recruiting Human Resources: Human Resource Management, 5E 1

    Uploaded by

    jubinrathod123
    The document discusses the recruitment process for human resources. It defines recruitment as the process of searching for and obtaining job applicants. It then outlines the key steps in the recruitment process, which include personnel planning, job analysis, developing a recruitment strategy, finding applicants through various sources, screening applicants, and evaluating and controlling the recruitment effort. The document also discusses factors that influence recruitment, both internal to the organization and external market forces. It provides examples of different recruitment philosophies and their typical consequences.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Flag for inappropriate content
    of 12

    Chapter 6

    Recruiting Human Resources

    Human Resource Management, 5E

    Learning Objectives
    Understand nature, objectives and importance of recruitment Identity factors that impact recruitment Understand recruitment process Bring out philosophies of recruitment

    Human Resource Management, 5E

    Nature and Purposes of Recruitment


    Recruitment is the process of searching for and obtaining applicants for jobs Recruitment has several benefits for a firm:
    Determine the present and future requirements of the organisation 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 the selection process by reducing the number of visibly underqualified or overqualified job applicants. Help reduce the probability that job applicants, once recruited and selected, will leave the organisation only after a short period of time. Meet the organisations legal and social obligations regarding the composition of its workforce. Begin identifying and preparing potential job applicants who will be appropriate candidates. Increase organisational and individual effectiveness in the short term and long term. Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants.

    Human Resource Management, 5E

    Factors Influencing Recruitment


    External Forces Supply and demand Unemployment rate Labour market Political-social Sons of soil Image

    Recruitment

    Internal Forces Recruitment HRP Size of the firm Cost Growth and expansion

    Human Resource Management, 5E

    Recruitment Process
    Personnel Planning Job Analysis Employee Requisition

    Job Vacancies

    Recruitment Planning Numbers Type

    Searching Activation Selling Message Media

    Applicant Pool

    Screening

    Potenti al Hires

    To Selection

    Strategy Development Where How When

    Applicant Population

    Evaluation and Control

    Human Resource Management, 5E

    Sources of Recruitment
    Professional or Trade Associations Advertisements Present Employees Employment Exchanges Campus Recruitment

    Recruitment

    Employees Referrals

    Consultants Contractors Displaced Persons Radio and Television

    Former Employees

    Previous Applicants Acquisitions and Mergers Competitors E-Recruiting

    Human Resource Management, 5E

    External Sources
    6

    Internal Sources

    Walk0ins and Write-ins

    Recruitment Yield Pyramid

    Offer Acceptance 20 Job Offer 30 Invited for Final Interview Invited to Screening Interview Initial Contacts Interview/Offers (4:3) Screening/Invites (5:1) Offers/Acceptance (3:2)

    40 200

    Contacts/Screens (10:1)

    2000

    Human Resource Management, 5E

    Evaluation and Control


    Salaries for recruiters. Management and professional time spent on preparing job description, job specifications, advertisements, agency liaison, and so forth. Cost of advertisements or other recruitment methods, that is, agency fees. Cost of producing supporting literature. Recruitment overheads and administrative expenses. Costs of overtime and outsourcing while the vacancies remain unfilled. Cost of recruiting suitable candidates for the selection process.
    Human Resource Management, 5E 8

    Philosophies of Recruitment
    Realistic job previews JCQ
    Alternatives over time work employee leasing temporary employment

    Human Resource Management, 5E

    Typical Consequences of Job Previews


    Traditional Procedures Realistic Procedures

    Set initial job expectations too high

    Set job expectations realistically

    Job is typically viewed as attractive

    Job may or not be attractive depending on individual needs

    High rate of job offer acceptance

    Some accept, some reject job offer

    Work experience belies expectations

    Work experience confirms expectations

    Lower job survival, dissatisfaction, frequent thoughts of quitting

    High job survival, satisfaction, no thoughts of quitting

    Human Resource Management, 5E

    10

    Reality Check
    Think of a firm you want to submit job application. Which factors attract you towards the company?

    Human Resource Management, 5E

    11

    Reality Check
    Have you at any time tried internet recruiting? What has been your experience with it when compared with conventional route?

    Human Resource Management, 5E

    12

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