RECRUITMENT

Ms.Sadhana BanerjiAsst.Professor-NDIM

RECRUITMENT

DEFINITION: Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization.

Purpose and Importance It determines the present and future

requirements of the organization in conjunction with human resource planning.

It helps to increase the pool of potential personnel.

It increases the number of options to choose a candidate.

Identifying and preparing potential job applicants .

Contd…. It reduces the probability that applicants ,once

selected and made available to the organization ,leave it after a short period of time.

Increase the pool of job candidates at minimum cost.

Nature of Recruitment It is understood as the process of searching for and

obtaining applicants for jobs, from among whom the right people can be selected.

The process of receipt of applications from the job seekers.

Purpose and importance

It determines the present and future requirements of the organization in conjunction with human resource planning.

It helps to increase the pool of potential personnel. It increases the number of options to choose a

candidate. Identifying and preparing potential job applicants .

Contd…. It reduces the probability that applicants ,once

selected and made available to the organization ,leave it after a short period of time.

Increase the pool of job candidates at minimum cost.

Recruitment policy

Policy ….

It provides guidelines for actions. Recruitment policy spells out the objectives and

principles of the recruitment and provides a framework for implementation of the recruitment programmes.

Recruitment policy covers the following areas. To prescribe whether the

recruitment would be centralized or decentralized.

To prescribes the degree of emphasize that would be placed on recruiting from inside the organization or outside the organization.

Policy Contd….. To provide the weightage that

would be given to certain categories of people such as local population, physically –handicapped personnel, personnel from SC,ST ,OBC.

To specify the degree of flexibility with regards to age ,qualifications, compensation structure.

Process of recruitment.Recruitment planning

(1)

Sources of recruitment

(2)

Contacting Sources

(3)

Application pool

(4)

To selection process

(5)

1.Recruitment planning. It involves the determination of number number of applicants

and type of applicants to be contacted.

A. Number of contacts- Organizations generally plan to attract more and more applicants than what they intend to select as they wish to have more option in selecting the right candidates.

This option is required because some of the candidates may not be interest in joining the organization, some of them may not meet the criteria of selection.

Planning Contd…B. Types of contacts. Refers to the type of personnel to be informed about

the job openings based on job description and job specification.

This determines how the prospective personnel may be communicated about the jobs opening.

2.Sources of Recruitment1) Internal2) External 1)Internal source Persons who are already working in an

organization. Retrenched employees, retired employees,

dependants of deceased employees. Or some one from within the organization is

upgraded, transferred, promoted .

Merits and demerits of internal recruitment.Pros Pro’s

Easier to access candidates

Motivates employees Reduces training cost. Faster Less expensive Increases job security

Con’s Con’s

Insufficient internal labor supply when in growth mode

New blood may be restricted.

Restrict innovative ideas or suggestions that may be very important for progress.

Source….2)External source File of unsolicited applications Advertisements University/ins. Campus Employment exchanges

Merits and demerits of external source.Pro’s Pro’s Wide choice

Promotes new ideas, viewpoints, skills

Increases all forms of diversity

Allows for rapid growth. Motivate internal

employees

Con’s Con’s

Expensive Limits internal promotion

opportunities Can create internal

morale problems Leads to dissatisfaction

&frustration for internal workers who aspire for promotion

Time consuming

3.Methods of contacting sources.

A. DIRECT METHOD

B. INDIRECT METHOD

C. THIRD PARTY

a) DIRECT RECRUITMENT CAMPUS RECRUITMENT INTERNSHIP(SUMMER PLACEMENT) WALK IN INTERVIEW DIRECT MAIL

b) INDIRECT RECRUITMENT Advertisements Newspaper Television and Radio ads.

The adv needs to cover information derived from the job description &job specification in the following broad areas:

1. The organization2. The job3. Qualification &experience4. Rewards and opportunities5. conditions

c) Recruitment through the third party Employment agencies &agencies Mgmt consultants/professional search firms known

as headhunters Professional associations Placement officers of educational and technical

institutes

4.Application pool What ever the method is adopted, the ultimate

objective is to attract as many as candidates as possible so as to have flexibility in selection.

Various applications received for a particular job are pooled together which become the basis for selection process.

Evaluation of recruitment process

To ensure that the process has gone well in the light of its stated objectives and costs.

The costs generally incurred are. Salaries for recruiters. Management and professional time spent on

preparing job descriptions, specifications, advertisement.

Cost of producing literature.

Contd..

Questions are always asked as to whether therecruitment methods used are valid and whetherthe recruitment process itself is effective. Types of organizational image that has been created

in the prospective candidate. Number of application received. Number of application rejected.. Cost of recruitment process. Total cost involved in recruitment programme .