Professional Documents
Culture Documents
RECRUITMENT
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ANNOTATED OUTLINE
INTRODUCTION
Recruitment is the process of locating and encouraging potential
applicants to apply for existing or anticipated job openings
Certain influences, however, restrain a firm while choosing a
recruiting source such as:
Poor image
Unattractive job
Conservative internal policies
Limited budgetary support
Restrictive policies of government
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I n f o r m a t io n F lo w
O r g a n is a t io n P o te n t ia l
n e e d f o r h ig h In te rn a l a p p lic a n ts ’
q u a lit y A p p lic a n t s n e e d fo r
e m p lo y e e s s u i t a b le jo b
E n v ir o n m e n t:
E c o n o m i c a n d S o c ia l,
Te c h n o lo g i c a l a n d P o lit ic a l
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Sources of Recruitment
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Methods Of Recruitment
Internal methods
Promotions and transfers: Promotion is the movement of an
employee from a lower level position to a higher level position with
increase in salary
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Direct methods
Campus recruitment
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Shortlist campuses
Choose recruiting team carefully
Pay smartly, not highly
Present a clear image
Do not oversell yourself
Get in early
Not everyone fits the bill
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Indirect methods
Newspaper advertisements
Television and radio advertisements
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Alternatives to recruiting
Overtime: Short term fluctuations in work volume could best be solved through
overtime. The employer benefits because the costs of recruitment, selection and training
could be avoided. The employee benefits in the form of higher pay. However, an
overworked employee may prove to be less productive and turn out less than optimal
performance. Employees may slow down their pace of work during normal working
hours in order to earn overtime daily. In course of time, overtime payments become quite
routine and if, for any reason, these payments do not accrue regularly, employees
become resentful and disgruntled.
Subcontracting: To meet a sudden increase in demand for its products and services,
the firm may sometimes go for subcontracting – instead of expanding capacities
immediately. Expansion becomes a reality only when the firm experiences increased
demand for its products for a specified period of time. Meanwhile, the firm can meet
increased demand by allowing an outside specialist agency to undertake part of the
work, to mutual advantage.
Cont…
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Alternatives to recruiting
Temporary employees: Employees hired for a limited time to perform a specific job
are called temporary employees. They are particularly useful in meeting short term
human resource needs. A short term increase in demand could be met by hiring
temporary hands from agencies specialising in providing such services. It’s a big
business idea in United States these days ($3-$4 billion industry). In this case the firm
can avoid the expenses of recruitment and the painful effects of absenteeism, labour
turnover, etc. It can also avoid fringe benefits associated with regular employment.
However, temporary workers do not remain loyal to the company; they may take more
time to adjust and their inexperience may come in the way of maintaining high quality.
Cont…
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Alternatives to recruiting
Outsourcing: Any activity in which a firm lacks internal expertise and requires on
unbiased opinion can be outsourced. Many businesses have started looking at
outsourcing activities relating to recruitment, training, payroll processing, surveys,
benchmark studies, statutory compliance etc., more closely, because they do not
have the time or expertise to deal with the situation. HR heads are no longer
keeping activities like resume management and candidate sourcing in their daily
scrutiny. This function is more commonly outsourced when firms are in seasonal
business and have cyclical stuffing needs.
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Surveys and studies: they could be carried out to find out the
suitability of a particular source for certain positions.
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Cont…
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Recruitment of trainees:
expectations of Indian companies
Pepsi: Pepsi is a flat organisation. There are a maximum of four reporting levels.
Executives here emphasise achievement, motivation, the ability to deliver
come what may. As the Personnel Manager of Pepsi Foods remarked “we hire
people who are capable of growing the business rather than just growing with
the business”. Recruitees must be capable of thinking outside the box, cutting the
cake of conventional barriers whenever and wherever necessary. They must
have a winner’s mindset and a passion for creating a dynamic change. They
must have the ability to deal with ambiguity and informality.
Cont…
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Recruitment of trainees:
expectations of Indian companies
Reebok: As Reebok’s customers are young, the company places emphasis on
youth. The average age at Reebok is 26 years. Employees are expected to
have a passion for the fitness business and reflect the company’s aspirations.
Recruitees should be willing to do all kinds of job operations. The willingness to
get one’s hands dirty is important. They must also have an ability to cope with
informality, a flat organisation and be able to take decisions independently and
perform consistently with their clearly defined goals.
Indian Hotels: The Taj group expects the job aspirants to stay with the organisation
patiently and rise with the company. Employees must be willing to say
‘yes sir’ to anybody. Other criteria include: communication skills, the ability to
work long and stressful hours, mobility, attention to personal appearance
and assertiveness without aggression.
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Recruitment