Contents

Recruiting goalsFactors affecting recruiting effortsRecruiting sources.

RecruitmentThe word recruitment is specially used in army field

Means … To enter an organization

Recruitment is the process of finding and attracting capable applicants

for appointment for employmentResult of recruitment is

a pool of applicants from which new employees are selected

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2: RECRUITING GOALS

• ATTRACT POTENTIAL– Communicate the

position so that they respond

– The more, the better

• NOT UNQUALIFIED– Self select out– Saves time, money– The less, the better

Factors Affecting Recruiting Efforts

Size of organizationEmployment condition in the community where organization is locatedGrowth of organization

Factors Affecting Recruiting Efforts

Size of organization Recruiting efforts depend on size of organization as more recruiting efforts

for large organization as compared to small organization.

Employment condition in the community where organization is located

Employment conditions in the local community influence how much recruiting take place( E.g. security ,employment rate etc )

Growth of organization Recruiting efforts also depend on the growth of organization ,if organization

is growing they will need more people so more recruiting efforts will be needed.Working condition, salary. , benefit packages of organization

Constraints on Recruiting effortsFactors that can limit recruiting outcomes

Image of the organization Job attractiveness Internal organization policies Government Influences Recruiting Cost

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3: CONSTRAINTS• Image of the

organization• A Poor image may limit its

attraction to applicants and good image attract more applicants.

– +++Good image• Salary

• Benefits

• Potential

• Respect

• ------Bad image

• Declining industry

• Poor quality, safety

• Indifferent to workers

Constraints on recruiting effortsFactors that can limit recruiting outcomes

Job attractiveness If the position to be filled is an unattractive job ,recruiting a large

and qualified pool of applicants will be difficult

Internal organization policies Internal organizational policies ,such as “ promote from within wherever

possible,” may give priority to individuals inside the organization .

Government Influences An employer can no longer seek out preferred individuals based on non-job

related factors such as physical appearance ,religion or gender etc .

Recruiting Cost More budget for recruitment mean attraction of more applicants

by advertising positions in different media sources.

Sources of Recruitment

• Internal sources: Sources inside of the organization.

• External sources: Sources outside of the organization

Internal sources

Internal searchesEmployee referral / recommendationThrough collecting information from Human resource management system

Employees Referrals / Recommendations

Employee referral are an excellent means of locating potential employees to fill positions

Employees only recommend a suitable person, their reputation is at stake

Referrals tend to be :More acceptable applicantsLikely to accept offerHigher job survival rate

Recommendation from a current employee regarding a job applicant

Promotion From Within

Advantages Raises morale and motivation of employees No hiring and orientation cost Prior knowledge of employees strengths and weaknesses Employee has realistic expectations Low turn over

Disadvantages

Managers may be reluctant to leave their staff No fresh blood Nepotism and favoritism Morale and motivational problem People may be transferred or promoted to do the jobs

they are not competent enough to perform

External Sources of Recruitment

1- Advertisements 2- Schools, colleges and universities 3- Employment agencies 4- Unsolicited Applicants 5- Cyberspace Recruiting 6- Recruitment alternatives

External Sources of Recruitment

1- Advertisements

Advertisement of positions through different Media sources E.g. print media & electronic media etc

2- Schools, colleges and universities

Many organizations contact school colleges and universities for hiring fresh graduates. E.g organizations contact the head of Institutes & advertisement of positions inside of the campus.

Employment Agencies

Public or State Agencies States provide a public employment service They tend to attract low skilled workers Provide service to those who are registered with state

agencies.

Types Public or State Agencies Private Employment Agencies Management Consulting Firms

Employment Agencies

Private AgenciesCompete with state agenciesCharge for its servicesCare for their imageOffer positions and applicants of higher caliber

Employment Agencies

Management consulting Firms:

Private employment agency specializing in middle and top-management placements.

Management consulting, executive search or headhunter firm

Specialize in mid & top level executive placement

Distinguishing features are Fees ,Nationwide contracts and thoroughness of investigations.

Unsolicited ApplicantsUnsolicited applications through

Letter, E mail, telephone , in person

constitute a source of prospect applicants

Even if there is no job , applicants contact organizations Even if there is no job , applicants contact organizations Applicants looking for job grab the available opportunity Applicants looking for job grab the available opportunity

and take up job where ever they getand take up job where ever they get

Cyberspace Recruiting

Internet recruitingOrganizations creating their own recruitment websitesWebsites have typical information like in the advertisementsThey have on line response provisionAggressive job candidates are also using internetThey set up their own web pages called websites. (the pages that are used as resumesInternet recruiting is low costGives unprecedented access to potential employees worldwide

Recruiting Alternatives

Employee Leasing Independent Contractors

Employee Leasing

When an organization needs specific employee skills

It contacts the leasing firm Acquiring organization pays for employees .

Individuals hired by one f irm

and sent to work in another for a specific duration of t ime

Independent Contractors

Hired by companies to do specific workArrangement benefits both organization & the individualCompany does not regard him as an employeeSave cost associated with full time workers

Often referred to as consultants

Recruiting Outside the Organization

–larger, more diverse pool of qualified candidates.

–acquisition of new skills and knowledge for

creative problem solving

–elimination of rivalry for transfers/promotions

–cost savings from hiring skilled individuals with

no need for training

–larger, more diverse pool of qualified candidates.

–acquisition of new skills and knowledge for

creative problem solving

–elimination of rivalry for transfers/promotions

–cost savings from hiring skilled individuals with

no need for training

Advantages

Disadvantages

External recruitment

• Expensive• Time consuming• Fresh blood