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Re Recruitment
 

Re Recruitment

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    Re Recruitment Re Recruitment Presentation Transcript

    • Project Complied by: Pravin Ramkrishna Darshan Patil Pratik Soni Gaurav Shirke Raees Qureshi
    • INTRODUCTION
      • Recruitment is the process of identifying the need for a job, defining the requirements of the position and the job holder, advertising the position and choosing the most appropriate person for the job.
    • RECRUITMENT DEFINITION
      • Recruitment refers to the process of screening, and selecting qualified people for a job at an organization or firm, or for a vacancy in a volunteer-based some components of the recruitment process, mid- and large-size organizations and companies often retain professional recruiters or outsource some of the process to recruitment agencies.
      • According to Edwin Flippo, “Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organisation.”
    • NEED FOR RECRUITMENT
      • Vacancies due to:
      • Promotions.
      • Transfers.
      • Retirement.
      • Termination.
      • Permanent disability.
      • Death and labour turnover.
      • Creation of new vacancies due to growth, expansion and diversification of business activities.
      • In addition, new vacancies are possible due to job re-specification.
    • SOURCES/METHODS OF RECRUITMENT Internal Method External Method
    • INTERNAL METHODS
      • Promotions------Promotion means an improvement in pay , position, authority, status and responsibilities of an employee within the organisation . Many achieve promotion through hard work and good performance .
      • Transfers------Whenever a new vacancy id created within the organisation management may fill he vacancy through transfer of existing employees rather than employing a new hand.
      • Internal advertisement--------Most employees know from their own experience about the requirements of the job and what sort of person the company is looking for. Often employees have friends or acquaintances who meet these requirements.
      • Retirements--------At times, management may not find suitable candidate in place of the one who had retired, after meritorious service. Under the circumstances management may decide to call retired managers with new extension.
      • Recalls----- When management faces a problem which can be solved only by a manager who has proceeded on long leave, it may be decided to recall that person. After the problem is solved, his leave may be extended.
      • Former Employees------Individuals who left for some other jobs, might be willing to come back for higher wages and incentives. An advantage with this source is that the performance of the person / employee is already known.
    • ADVANTAGES OF INTERNAL SOURCES OF RECRUITMENT
      • Internal recruitment is economical.
      • The present employees already know the company well and are likely to develop a loyalty for the same.
      • It tends to encourage existing employees to put in greater efforts and to acquire additional qualifications. This means there is motivation to employees.
      • It provides security and continuity of employment.
      • Internal recruitment helps to raise the morale of employees and develops cordial relations at managerial levels.
      • It reduces labour turnover as capable employees get internal promotions.
      • Internal recruitment is a quick and more reliable method.
      • People recruited internally do not need induction/ induction training.
    • LIMITATIONS OF INTERNAL SOURCES OF RECRUITMENT
      • Internal promotions create a feeling of discontent among those who are not promoted.
      • It prevents the entry of young blood in the organisation.
      • Promotion to certain key posts may not be possible due to non- availability of competent persons.
      • The organization will not be able to attract capable persons from outside if internal sources are used extensively.
      • It may encourage favoritism and nepotism within the organization.
      • Promotions by seniority may not be always beneficial to the organisation.
    • EXTERNAL SOURCES OF RECRUITMENT
      • Campus Selection-----Placement services are provided by all the colleges. Promising students get job security immediately after securing degrees due to such campus selection / interviews.
      • Press Advertisement-Its purpose is to give publicity to vacancies available in the organisation and also appealing deserving candidates to submit applications.
      • Deputation of Personnel------For executive positions for short period, the services of an executive from another company can be used on loan basis.
      • Management training schemes------Here, the young talented candidates of the age group 20 to 25 are selected as trainee executives in different areas such as accounts, technical and commercial.
      • Walk, write, and talk ins------The advertisement mentions date, day and timing during which the applicant walks in. Write ins are those who submit written inquiries. Talk ins are the direct detailed talks with the employer.
    • ADVANTAGES OF EXTERNAL SOURCES OF RECRUITMENT
      • Entry of young blood in the organisation is possible.
      • Wide scope is available for selection.
      • Selection can be made in an impartial manner as large number of qualified and interested candidates are available.
      • Scope for heartburn and jealousy can be avoided by recruiting from outside.
    • DISADVANTAGES OF EXTERNAL SOURCES OF RECRUITMENT
      • External recruitment leads to labour turnover particularly of skilled, experienced and ambitious employees.
      • The relations between employer and employees deteriorate leading to industrial disputes and strikes.
      • The present employees may loose their sense of security.
      • Employees feel frustrated due to external recruitment and their morale goes down.
    • Head-hunter
      • A “ Headhunter " is industry term for a third-party recruiter who seeks out candidates, often when normal recruitment efforts have failed. Headhunters are generally considered more aggressive than in-house recruiters or may have pre-existing industry experience and contacts.
      • They are frequently members in good standing of industry trade groups and associations. Headhunters will often attend trade shows and other meetings nationally or even internationally that may be attended by potential candidates and hiring managers.
      • Headhunters are typically small operations that make high margins on candidate placements (sometimes more than 30% of the candidate’s annual compensation). Due to their higher costs, headhunters are usually employed to fill senior management and executive level roles.
      • Headhunters are also used to recruit very specialized individuals; for example, in some fields, such as emerging scientific research areas, there may only be a handful of top-level professionals who are active in the field. In this case, since there are so few qualified candidates, it makes more sense to directly recruit them one-by-one, rather than advertise internationally for candidates.
    • In-House Recruitment
      • Larger employers tend to undertake their own in-house recruitment, using their human resources department, front-line hiring managers and recruitment personnel who handle targeted functions and populations.
      • In addition to coordinating with the agencies mentioned above, in-house recruiters may advertise job vacancies on their own websites, coordinate internal employee referrals, work with external associations, trade groups and/or focus on campus graduate recruitment.
      • While job postings are common, networking is by far the most significant approach when reaching out to fill positions. Alternatively a large employer may choose to outsource all or some of their recruitment process( R ecruitment P rocess O utsourcing).
    • Onboarding
      • " Onboard ing " is a term which describes the intr oduction or " induction" process. A well-planned introduction helps new employees become fully operational quickly and is often integrated with a new company and environment. Onboarding is included in the recruitment process for retention purposes. Many companies have onboarding campaigns in hopes to retain top talent that is new to the company, campaigns may last anywhere from a week to 6 months.
    • Internet Recruitment / Websites
      • Such sites have two main features: job boards and resume/curriculum vitae (CV) database. Job boards allow member companies to post job vacancies. Alternatively, candidates can upload a résumé to be included in searches by member companies. Fees are charged for job postings and access to search resumes. Since the late 1990s, the recruitment website has evolved to encompass end-to-end recruitment. Websites capture candidate details and then pool them in client accessed candidate management interfaces (also online).
      • Online recruitment websites can be very helpful to find candidates that are very actively looking for work and post their resumes online, but they will not attract the "passive" candidates who might respond favorably to an opportunity that is presented to them through other means.
    •