[email protected] Human Resource Management Course No. MBA 609 Part-4 Recruitment Atanu Gupta...

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Human Resource Management

Course No. MBA 609

Part-4 RecruitmentAtanu Gupta

Adjunct Faculty

MBA program, East Delta University

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Contents

Define recruitment

Discuss job analysis, human resource planning, and recruitment

Explain the purpose of a personnel requisition form

Describe the advantages and disadvantages of using internal methods of recruitment

Discuss job posting and bidding

Describe the advantages and disadvantages of using external methods of recruitment

Define realistic job previews

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Recruitment•Recruitment

The process of locating, identifying, and attracting capable applicants.So recruitment is the process of finding qualified people and encouraging them to apply for work with the firm because the employer needs to attract qualified applicants, not just applicants.

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Relationships among Job Analysis, Human Resource Planning, Recruitment, and Selection

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Personnel Requisition Form

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Factors Governing Recruitment

RECRUITMENT

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Purposes & Importance1. Determine the present & future requirements of

the firm in conjunction with its personnel-planning & job-analysis activities.

2. Increase the pool of job candidates at minimum cost.

3. Help increase the success rate of the selection process.

4. Meet the organization’s legal & social obligations.5. Increase individual & organizational effectiveness.6. Evaluate the effectiveness of various recruitment

techniques.

Sources of Recruitment

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Internal Sources External Sources

• Present Employees • Advertising

• Employee Referrals • Employment Agencies

• Former Employees • Executive Recruiters (Headhunters)

• Previous Applicants • College Recruiting

• Walk-ins

• Internet Recruiting

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Finding Internal CandidatesPresent Employees

Promotion & transfer from among the present employees can be a good source of recruitment.

Rehiring former employees

–Advantages:

•They are known quantities.

•They know the firm and its culture.

–Disadvantages:

•They may have less-than positive attitudes.

•Rehiring may sent the wrong message to current employees about how to get ahead.

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Finding Internal Candidates (cont’d) Employee Referrals

Employee referrals can be a good source of recruitment. When employees recommend successful referrals, (the former) are paid monetary incentives which are called “finders fees”

Previous Applicants

Although not truly an internal source, those who have previously applied for job can be contacted by mail, a quick & inexpensive way to fill an unexpected opening.


Outside Sources of CandidatesAdvertising

•Newspapers

•Trade and professional journals

•Internet job sites

•Marketing programs

Employment agencies

• Public agencies operated by state or local governments

• Agencies associated with nonprofit organizations

• Privately owned agencies


Outside Sources of Candidates (cont’d)

Executive recruiters (headhunters) Special employment agencies retained by

employers to seek out top-management talent for their clients.

Contingent-based recruiters collect a fee for their services when a successful hire is completed.

Retained executive searchers are paid regardless of the outcome of the recruitment process.


Outside Sources of Candidates (cont’d)

College recruiting Recruiting goals

To determine if the candidate is worthy of further consideration

To attract good candidates On-site visits

Invitation letters Assigned hosts Information package Planned interviews Timely employment offer Follow-up

Internships


Outside Sources of Candidates (cont’d)Walk-ins

–Direct applicants who seek employment with or without encouragement from other sources.–Courteous treatment of any applicant is a good business practice.

Internet Recruiting

Continues to be popular and rapidly growing means of recruiting.

Examples of recruiting on the Internet:

(www.bdjobs.com)

(www.aiminlife.com)

(www.mychakri.com)

(www.jobstreet.com)

(www.prothomalojobs.com)


Selected Recruitment Web Sites


Advantages and Disadvantages of Internal and External

Recruiting


Realistic Job Previews Method of providing complete information, both

positive and negative, to job applicant Traditional methods of presenting the

organization and the job to obtain a favorable selection ratio Sets very high initial job expectations, resulting

in dissatisfaction and high turnover Favorable selection ratio – A large number of

applicants in relation to number of job openings RJP enables job candidates to self-select out of

jobs that do not meet their expectations Usually, job applicants recruited using RJP, who

accepted the job, have more job satisfaction


Typical Consequences of Job Preview Procedures

[email protected] Human Resource Management Course No. MBA 609 Part-4 Recruitment Atanu Gupta...

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