RecruitmentRecruitment

Once an organization identifies its Once an organization identifies its human resource needs through human resource needs through employment planning, it can begin the employment planning, it can begin the process of recruiting potential process of recruiting potential candidates for actual or anticipated candidates for actual or anticipated organizational vacancies.organizational vacancies.

Recruiting is the process of discovering Recruiting is the process of discovering potential candidates for actual or potential candidates for actual or anticipated organizational vacancies.anticipated organizational vacancies.

What is Recruiting ?•Successful human resource planning designed to identify an organizations human resource needs.

•Once these needs are known an organization will do something to meet them

•Staffing function assume that demand for certain skills, knowledge and abilities is greater than the current supply then recruiting is necessary

Recruiting Goals

To provide information that will attract a significant pool of qualified candidates and discourage unqualified ones from applying.

Internal SearchInternal Search

Organizations may attempt to develop their own Organizations may attempt to develop their own employees for positions beyond the lowest level. employees for positions beyond the lowest level. It can occur though internal search. There are It can occur though internal search. There are several advantages of itseveral advantages of it

» It establishes good public relationsIt establishes good public relations» It builds moraleIt builds morale» It encourages individuals who are ambitiousIt encourages individuals who are ambitious» It can be good selection because information about the It can be good selection because information about the

individual availableindividual available» It is less costlyIt is less costly» Those choose knows the organizationThose choose knows the organization» Promotion within can act as training devicePromotion within can act as training device

INTERNAL RECRUITMENTINTERNAL RECRUITMENT

When recruitment occurs from existing employees When recruitment occurs from existing employees then it is internal recruitment.then it is internal recruitment.

EXTERNAL RECRUITMENT

When recruitment occurs excluding existing employees then it is external recruitment.

Some advantages of Some advantages of internal recruitmentinternal recruitment

All information on current All information on current employees can be availableemployees can be available

selection less costlyselection less costly

positions filled up fasterpositions filled up faster

Some advantages of internal Some advantages of internal recruitmentrecruitment (contd..) (contd..)

internal promotion can be internal promotion can be motivator signaling that good motivator signaling that good performance are rewarded. performance are rewarded.

candidates already familiar with candidates already familiar with organization norms etc., which organization norms etc., which helps to save time and expenses helps to save time and expenses for induction for induction

Disadvantages of Internal Disadvantages of Internal recruitmentrecruitment

Utilize internal inferior sources while Utilize internal inferior sources while excellent candidates may be available excellent candidates may be available outsideoutside

Occasionally it is necessary to bring new Occasionally it is necessary to bring new blood to broaden current ideas, knowledge blood to broaden current ideas, knowledge and enthusiasmand enthusiasm

In many organizations it is standard practice In many organizations it is standard practice to open the new job to competeto open the new job to compete

External SearchesExternal Searches

Advertisements – where the advertisement Advertisements – where the advertisement is placed.is placed.

Blind box advertisement –where there is no Blind box advertisement –where there is no specific identification of the organizationspecific identification of the organization

Job analysis process is the basic source of Job analysis process is the basic source of informationinformation

Employment AgenciesEmployment Agencies

Public organization: manpower bureau, Public organization: manpower bureau, overseas employment servicesoverseas employment services

Private employment agencies : manpower Private employment agencies : manpower recruitment firmsrecruitment firms

Management consultants: Manpower Management consultants: Manpower Associates, Report BangladeshAssociates, Report Bangladesh

Educational institutionsEducational institutions at all levels offer at all levels offer

opportunities for recruitmentopportunities for recruitment Professional organizationsProfessional organizations e.g. Engineering e.g. Engineering

Institute, Institute of Chartered AccountantsInstitute, Institute of Chartered Accountants Unsolicited applicantsUnsolicited applicants some organization some organization

keep inventories of such applications and call keep inventories of such applications and call them as and when necessarythem as and when necessary

Referrals and recommendationsReferrals and recommendations from other from other sourcessources

Other Forms of Recruitment

Cyberspace or onlineCyberspace or online

Internet recruitment through websitesInternet recruitment through websites Many companies are having their websites Many companies are having their websites

which become natural source of recruitmentwhich become natural source of recruitment It can provide detail about the organization It can provide detail about the organization

for attracting large number of employeesfor attracting large number of employees Aggressive candidates are also using Aggressive candidates are also using

internet for their job candidacyinternet for their job candidacy It is low cost unprecedented source It is low cost unprecedented source

Some advantages of External Some advantages of External recruitmentrecruitment

Import new ideasImport new ideas

Reduce employee training and Reduce employee training and development, particularly if they have development, particularly if they have been trained elsewherebeen trained elsewhere

Hiring outsider can indicate a change Hiring outsider can indicate a change of business outlookof business outlook

Internal person may not be availableInternal person may not be available

A journey to best recruitmentA journey to best recruitment

Best recruitment requires some steps to Best recruitment requires some steps to follow up properly. Some steps should follow up properly. Some steps should follow for the best recruitment and selection follow for the best recruitment and selection process are..process are..

AdvertisementAdvertisement Indicating qualificationIndicating qualification SkillsSkills CompetenciesCompetencies Other relevant informationOther relevant information Brief job summaryBrief job summary nature of jobsnature of jobs place of postingplace of posting compensation packagescompensation packages Professional referencesProfessional references

Screening ApplicationsScreening Applications Based on qualitative or quantitative short listingBased on qualitative or quantitative short listing service record should be consulted before short service record should be consulted before short

listing internal candidates.listing internal candidates. consideration may be given for gender/diversity consideration may be given for gender/diversity

balancebalance screening process may be conducted in accordance screening process may be conducted in accordance

with benchmark (required skills, competencies, with benchmark (required skills, competencies, education and experiences) for each position.education and experiences) for each position.

Written testWritten test must set questions by taking inputs from interview must set questions by taking inputs from interview

panel.panel. final question should prepare and write out by final question should prepare and write out by

trusted person.trusted person. confidentiality must be ensuredconfidentiality must be ensured type of questions will depend on the level of type of questions will depend on the level of

position,position, generally, questions should be on core business, generally, questions should be on core business,

on management-related issues and job specifies.on management-related issues and job specifies.

Work SimulationsWork Simulations verbal or physical activities that replicate verbal or physical activities that replicate

actual work.actual work. must be specific to jobmust be specific to job Example could be to ask the candidate to Example could be to ask the candidate to

conduct a meeting in a participatory manner conduct a meeting in a participatory manner or interact with customer or beneficiaries.or interact with customer or beneficiaries.

Interview panelInterview panel may consist of 3 to 5 experience persons.may consist of 3 to 5 experience persons. have adequate knowledgehave adequate knowledge have specific skills and competencieshave specific skills and competencies at least one woman may participateat least one woman may participate line manager or his/her designate and HRM line manager or his/her designate and HRM

representative’s participation is mandatory.representative’s participation is mandatory.

Practical test or DemonstrationPractical test or Demonstration

positions like driver, technicians, positions like driver, technicians, electricians etc required practical test.electricians etc required practical test.

sometimes educational qualification is sometimes educational qualification is considered for better performer.considered for better performer.

Interview Interview It generally occurs after written testIt generally occurs after written test Could be on an individual basisCould be on an individual basis or could be with a panelor could be with a panel a grading system may apply for each a grading system may apply for each

questionquestion

Don’tsDon’ts

Interview when worried, upset, ill or under Interview when worried, upset, ill or under stressstress

Hold the interview in a noisy placeHold the interview in a noisy place Keep applicants waiting unnecessarilyKeep applicants waiting unnecessarily Give the impression of being abrupt or Give the impression of being abrupt or

harshharsh Allow outside interruptionsAllow outside interruptions Seek information you already haveSeek information you already have

Panels for future vacanciesPanels for future vacancies

panels of suitable applicants should be panels of suitable applicants should be preserved from which future smilar preserved from which future smilar vacancies can filled which may reduce the vacancies can filled which may reduce the cost of recruitmentcost of recruitment

Some more recruitement steps are..Some more recruitement steps are..

Notifying Unsuccessful ApplicantsNotifying Unsuccessful Applicants Reference CheckReference Check Medical TestsMedical Tests Salary negotiationSalary negotiation Interview RecordsInterview Records Appointment LetterAppointment Letter

Not team Player

Problems with co/workers

Un-ProfessionalPart of the

problemNot the solution

Not my job syndrome

Lacks Skills to do

the job

Bad HireBad Hire

Five effects of Bad recruitment

Manageability&

Teamwork

ProfessionalBehavior & Demeanor

Problem SolvingAbilities

Willingness

Able & Suitable

Ideal Candidate

Ideal Candidate

Five effects of Ideal recruitment

Present recruitment and selection practice (in Present recruitment and selection practice (in Bangladesh):Bangladesh):

Bribe in the name of donationBribe in the name of donation Biased recruitmentBiased recruitment Unfair selectionUnfair selection Quota based recruitmentQuota based recruitment Unwillingness to recruit female candidatesUnwillingness to recruit female candidates Political recruitmentPolitical recruitment Recruitment biased by religion, groups and Recruitment biased by religion, groups and

ethnic priorityethnic priority Not following a standard systemNot following a standard system

RecommendationRecommendation

Be clear about what you want Be clear about what you want Use a thorough recruitment process Use a thorough recruitment process Advertise carefully Advertise carefully Interview thoroughly Interview thoroughly Assess appropriately Assess appropriately Always recruit the right person for the jobAlways recruit the right person for the job Pre screening may be outsourcing Pre screening may be outsourcing