8/6/2019 HRM Recruitment 2011

1/9

RECRUITMENT

6-1

8/6/2019 HRM Recruitment 2011

2/9

Recruitment

6-2

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:

STEP factors

Poor image

Unattractive job

Conservative internal policies Limited budgetary support

Restrictive policies of government

INTRODUCTION

8/6/2019 HRM Recruitment 2011

3/9

Recruitment

6-5

Sources ofRecruitment

The sources of recruitment may broadly be divided into two

categories: internal sources and external sources. Both have their

merits and demerits.

8/6/2019 HRM Recruitment 2011

4/9

Recruitment

6-6

Merits and demerits of hiring people from

withinMerits

(i) Economical: The cost of recruitinginternal candidates is minimal. Noexpenses are incurred onadvertising.

(ii) Suitable: The organisation can pickthe right candidates having the

requisite skills. The candidates canchoose a right vacancy where theirtalents can be fully utilised.

(iii) Reliable: The organisation hasknowledge about the suitability of acandidate for a position. Knowndevils are better than unknown

angels!.(iv) Satisfying: A policy of preferring

people from within offers regularpromotional avenues for employees.It motivates them to work hard andearn promotions. They will workwith loyalty, commitment andenthusiasm.

Demerits

(i) Limited choice: The organisation isforced to select candidates from a limitedpool. It may have to sacrifice quality andsettle for less qualified candidates.

(ii) Inbreeding: It discourages entry oftalented people, available outside an

organisation. Existing employees may failto behave in innovative ways and injectnecessary dynamism to enterpriseactivities.

(iii) Inefficiency: Promotions based on lengthof service rather than merit, may prove tobe a blessing for inefficient candidates.They do not work hard and prove their

worth.(iv) Bone of contention: Recruitment from

within may lead to infighting amongemployees aspiring for limited, higher-levelpositions in an organisation. As years rollby, the race for premium positions mayend up on a bitter note.

8/6/2019 HRM Recruitment 2011

5/9

Recruitment

6-7

Merits and demerits of hiring peoplefrom outside

Merits

Wide choice: The organisation has thefreedom to select candidates from alarge pool. Persons with requisitequalifications could be picked up.

Injection of fresh blood: People withspecial skills and knowledge could be

hired to stir up the existing employeesand pave the way for innovative ways ofworking.

Motivational force: It helps inmotivating internal employees to workhard and compete with externalcandidates while seeking career growth.Such a competitive atmosphere would

help an employee to work to the best ofhis abilities.

Long term benefits: Talented peoplecould join the ranks, new ideas could findmeaningful expression, a competitiveatmosphere would compel people to giveof their best and earn rewards, etc.

Demerits

Expensive: Hiring costs could go upsubstantially. Tapping multifarious sourcesof recruitment is not an easy task, either.

Time consuming: It takes time toadvertise, screen, to test and to select

suitable employees. Where suitable onesare not available, the process has to berepeated.

Demotivating: Existing employees whohave put in considerable service mayresist the process of filling up vacanciesfrom outside. The feeling that theirservices have not been recognised by the

organisation, forces them to work with lessenthusiasm and motivation.

Uncertainty: There is no guarantee thatthe organisation, ultimately, will be able tohire the services of suitable candidates. Itmay end up hiring someone who does notfit and who may not be able to

adjust in the new set-up.

8/6/2019 HRM Recruitment 2011

6/9

Recruitment

6-8

Internal methods

Methods OfRecruitment

Promotions and transfers: Promotion is the movement of an

employee from a lower level position to a higher level position with

increase in salary

Transfer, on the other hand, is a lateral movement within the same

grade, from one job to another.

Job posting: It is a method of publicising job openings on bulletin

boards, electronic media and similar outlets by a company.

Employee referrals: It is a kind of recommendation from a current

employee regarding a job applicant.

8/6/2019 HRM Recruitment 2011

7/9

Recruitment

External methods

Campus recruitment

Newspaper advertisements

Television and radio advertisements

Private employment search firms

Employment exchanges

Unsolicited applicants/walk-ins Internet recruiting

8/6/2019 HRM Recruitment 2011

8/9

Recruitment

6-14

Alternatives to recruiting

Overtime

Subcontracting

Temporary employees

Employee leasing

Outsourcing

Cont

8/6/2019 HRM Recruitment 2011

9/9

Recruitment

6-17

Time lapse data: they show the time lag between the date of

requisition for manpower supply from a department to the actual

date of filling the vacancies in that department

Yield ratios: they show the number of contacts required to

generate a given number of hires at a point of time.

Evaluation of the sources ofrecruitment