Recruitment

Hiring the Right Person

Topics to be Covered
Meaning of Recruitment
Importance of Recruitment
Recruitment Process
Factors Affecting Recruitment
Problems of Recruitment
Case Studies

Introduction
Of all the decisions a manager makes, none are as
important as the decisions about people because they
determine the performance capacity of the organization
--- Peter Drucker
Recruitment and Selection
One of the most important activities in organization
building
First step towards creating competitive
strength and strategic advantage
Key responsibility of Every Manager

Background and Need for

Recruitment
History
Recruitment dates back to ancient times when
soldiers were recruited by large armies of
Romans, Greeks, Persians

Industrial Revolution (1800s) led to requirement

of labour to operate machines
More factories trained labour requirement
increased - to outdo competition
Hiring for business became competitive in
1940s during WW II

Background and Need for

Recruitment
History
In 70s and 80s hiring moved from employee to
employer centric
In the 90s economies opened - hiring became
big business
War for talent - driven by demand supply
equation. More jobs less talent
Tumultuous 2000s direct connect with
employees e platforms

Definitions
RECRUITMENT is
Placing the RIGHT PERSON in RIGHT

PLACE at RIGHT TIME.

Recruitment refers to a process of finding and
attracting applicants for employment. It is the
process of generating a pool of capable people
to apply for employment to an organization.
The purpose of recruitment is to build a pool of
applicants.

 Recruitment follows HR planning and goes

hand in hand with selection process

These days the emphasis is on matching the
needs of the organisation to the needs of the
applicants. This would minimise employee
turnover and enhance satisfaction.

SELECTION
Once the recruiting effort has developed a pool

of candidates, the next step in the HRM process

is to determine who is best qualified for the job.
This step is called the selection process .

Where does it all start.

Business Plan
Defines business direction, targets, milestones
over a period of time
Year 1
Year 2
Year 3
Long term

 Decides requirement of Men, Money and

Material, Markets to achieve

Money Financial Plan
Material Production & Resource Plan
Markets Sales Plan
Men Manpower Plan

Key Steps in Manpower Planning

Has to be systems approach
Has very scientific set procedures.
Analysing the current manpower inventory
Making future manpower forecasts
Developing employment programmes
Begins by Analysing the current manpower inventory Type of organization
Number of departments
Size of such departments

Manpower Forecasting Techniques

Most Commonly Used Forecasting Techniques is
Management Judgment: In this technique
managers across all the levels decide the forecast
on their own judgment. This can be bottom-up or
top-down approach and judgments can be
reviewed across departments, divisions and top
management can conclude on final numbers of
manpower required.

Recruitment
Every business needs new, qualified

members. They bring fresh ideas, new

interests, increased energy and provide
for future leadership. Each qualified
new member increases the capacity for
service and ensures the future of the
business.

16

Recruitment is the

process of searching for

and attracting
the suitable applicants in
sufficient numbers , with the right skills and at
appropriate times to apply for open positions
within the organization from among whom
right people can be selected.

Meaning Of Recruitment
Recruitment is the process of generating a pool

of capable people to apply for employment to an

organization.
Recruitment is the activity that links the job
seekers and job giver/ enablers.
According to Edwin B. Flippo, Recruitment is
the process of searching the candidates for
employment and stimulating them to apply for
job in the organisation

 Recruitment is a continuous process.

Usually, the recruitment process starts when

a manager initiates an employee requisition
for a specific vacancy or an anticipated
vacancy
Though theoretically recruitment process is
said to end with the receipt of applications,
in practice the activity extends to the
screening of applications so as to eliminate
those who are not qualified for the job.

19

3 Types of Recruitment Needs

Planned
Retired
Fired (bottom 5-10%)
Anticipated
Movement
Expansion
Unexpected

 Planned: The needs arising from changes made

in an 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 and
illness give rise to unexpected needs.

Objective
Recruitment of candidates is the function
preceding the selection, which helps provide a
sufficiently large group of qualified candidates,
create a pool of prospective employees for the
organization so that the management can select
the right candidate for the right job from this
pool. The main objective of the recruitment
process is to expedite the selection process.

Importance Of Recruitment
Attract and encourage more and more candidates to

apply in the organization.

identifying potential job applicants who will be
appropriate candidates.
Create a talent pool of candidates to enable the
selection of best candidates for the organization.
Help increase success rate of selection process by
reducing number of under-qualified or over-qualified
applications.
Reduce the probability that job applicants once
selected would leave shortly
Meet legal and social obligations

Process of recruitment
Human resource planning
Identify HR requirements
Determine numbers, levels &

significance of vacancies
Choose the resources &
Methods of Recruitment
Analyze the cost & time
Involved
Start implementing the Recruitment programme
Select and hire
Evaluate the Program

Get a head start.

Understand the business
Understand the departmental structure and

roles
Understand the role /job description
Decide the key Knowledge Skills Abilities
for the job
Make advertisement

Recruitment & Selection Process

Identify vacancy
Prepare job description and job
specification
Advertising the vacancy
Managing the response
Short-listing
Arrange interviews
Conducting interview and selecting
Making an offer

Job details
Personnel requisition form
Understanding the profile /skills

/business need
Understanding time pressures

Preparing the job description and

person specification.
The employers have to decide in advance the criterion of
screening the applicants.
The job description has to be framed where the Job title includes:
The Department
Purpose of the job
Specific duties & responsibilities etc.
In job specification
The skills, knowledge, aptitude, experience, qualifications and
achievements etc. are mentioned

How to choose the media

The choice of media is dictated by the

following

Level : Senior /Middle /Junior /Staff

/Worker /Entry level

Complexity of the role
Time available
Local /Global
Own brand vs Using others brand
Normal vacancy / Emergency vacancy
Starting new business Vs Old business

Choose the resources and means

of Recruitment
Which medium to choose
Newspaper : Eco times /HT /TOI
Internet : Naukari .com / Job street / Monster
Magazine :Business world
Search firms
Cost of each medium

Short listing
Key attributes to look for
Industrial experience?
Key skills /competencies
Age
Particular qualification

Inviting for interview

Filling detailed application form
Call letter :Contents
Time
Venue
Interview Process
Map for reaching the place
Reimbursements
Company information

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Factors Affecting Recruitment

Organizational / internal

factors
Environmental / external

factors

Internal forces
Recruitment Policy (Internal Hiring or
External Hiring?)
Human Resource Planning (Planning of
resources required)
Size of the Organization (Bigger the size
lesser the recruitment problems)
Cost of recruitment
Current status :Growth /maturity /decline
Growth and Expansion Plans

Factors affecting recruitment policy

The recruitment policy explains the objectives of
recruitment and provides a framework for
implementation of recruitment programme.
Organizational objectives
Personnel policies of the organization and its
competitors.
Government policies on reservations.
Preferred sources of recruitment.
Need of the organization.
Recruitment costs and financial implications.

HUMAN RESOURCE PLANNING

human resource planning helps in determining the
current manpower resources in the organization and the
number of employees required with their skill sets and
job specification
SIZE OF THE FIRM AND COST
By knowing the size of the firm number of employees to
be recruited and the method of recruitment is decided
depending on the cost involved.
GROWTH AND EXPANSION
Organization will employ or think of employing more
personnel if it is expanding its operations.

External Factors:
Supply

and

demand of the

particular

segment
Unemployment Rate (Area-wise)
Labour Market Conditions
Political and Legal Environment (Reservations,
Labour laws)
Location of the job :City
Brand Image

SUPPLY AND DEMAND

The availability of manpower both within and
outside the organization is an important determinant
in the recruitment process.
The employees have to be trained in-house if the
organisation does not find the appropriate external
resources
LABOUR MARKET
Employment conditions in the market where the
organization is located will influence the recruiting
efforts of the organization depending how the
organisation can attract the best talent.

IMAGE / GOODWILL
The recruitment process is affected by the brand
image and positioning of the organisation. If the
comapany enjoys the good reputation then more talent
is attracted to apply for the vacancy ,thus quality
persons can be recruited.
POLITICAL-SOCIAL- LEGAL ENVIRONMENT
Various government regulations prohibiting
discrimination in hiring and employment have direct
impact on recruitment practices. Also, trade unions
play important role in recruitment.

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
To face the competition, many a times the
organisations have to change their recruitment
policies according to the policies being followed
by the competitors.

Evaluation and Cost Control

Salary Cost
Management & Professional Time spent
Recruitment Sources: Internal vs External
Advertisement Cost
Producing Supporting literature
Recruitment Overheads and Expenses
Cost of Overtime and Outsourcing
Consultants fees

EVALUATION OF A RECRUTIMENT
PROGRAM
The recruitment policies, sources & methods

have to be evaluated from time to time

Successful recruitment program shows
No. of successful placements
No. of offers made
No. of applicants
Cost involved
Time taken for filling up the position

Problems that one faces in

External Recruitment
Lack of right applicants
Very few applications
Non availability of requisite skills in near by

areas
Lack of brand name
Costs associated with each media
undersupply of workers
Increasingly fewer qualified candidates

Problems that one faces in Internal

Recruitment
Lack of applications
Lack of requisite skills
Backlash on rejection of applicant
Non release of applicant by superior
Internal pressures

Problems of Recruitment
Most often there is not a match between the job profile
and the proficiency of the employees i. e they are kind
of misfit. Many of those appointed may not have the
necessary qualifications, skills and competencies to
carry out the functions competently. Some organizations
have a practice of hiring people through personal
contacts. When the person is not qualified for the job
mostly recruitment takes place during discussions at
lunch hour, at social clubs or during the coffee break
time.

Problems of Recruitment
Such people will not have much desire to make

any contributions in terms of growth and

development. Their contributions are marginal
if any, they are just passengers in the system
and are protected by those who recommended
them.
This results in non productivity, inefficiency,
and cost ineffective because of the recruitment
costs involved.

A good recruitment policy

Complies with government policies
Provides job security
Provides employee development opportunities
Flexible to accommodate changes
Right person for the right job
Ensures its employees long-term employment

opportunities
Cost effective for the organization

Summary
Effective recruitment is essential to have

efficient Human Resource Management.

Human Resource activities, such as selection
and training depends largely on the quality of
new employees
Recruitment process should be an ongoing
planning process as manpower is linked to the
strategic and financial planning of the
organization.

Case
You

are required to recruit 20 Fresh

Engineers ( Mechanical electrical , Chemical
and Instrumentation ) . How would you go
about ?
You are required to recruit a Manager Finance
for the Plastics business of the company
You are required to get IT specialist with
knowledge in java and J2 EE .
You are required to recruit Vice President
HR for the company

Thank You