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Recruitment Management-Ch 1 Recruitment in India the Scenario.
Recruitment Management-Ch 1 Recruitment in India the Scenario.
Recruitment Management-Ch 1 Recruitment in India the Scenario.
Recruitment Management-Ch 1 Recruitment in India the Scenario.
Recruitment Management-Ch 1 Recruitment in India the Scenario.
Recruitment Management-Ch 1 Recruitment in India the Scenario.
Recruitment Management-Ch 1 Recruitment in India the Scenario.
Recruitment Management-Ch 1 Recruitment in India the Scenario.
Recruitment Management-Ch 1 Recruitment in India the Scenario.
Recruitment Management-Ch 1 Recruitment in India the Scenario.
Recruitment Management-Ch 1 Recruitment in India the Scenario.
Recruitment Management-Ch 1 Recruitment in India the Scenario.
Recruitment Management-Ch 1 Recruitment in India the Scenario.
Recruitment Management-Ch 1 Recruitment in India the Scenario.
Recruitment Management-Ch 1 Recruitment in India the Scenario.
Recruitment Management-Ch 1 Recruitment in India the Scenario.
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Recruitment Management-Ch 1 Recruitment in India the Scenario.

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There is considerable evidence to show that in the corporate world the task of recruiting and selecting staff is grossly underestimated. The processes are often random, biased and inefficient ,leading …

There is considerable evidence to show that in the corporate world the task of recruiting and selecting staff is grossly underestimated. The processes are often random, biased and inefficient ,leading to non-attainment of business objectives.To get more such innovative knowledge on management studies, join WeSchool PGDM-DLP Program: http://bit.ly/Y1BAo6

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  • 1. Recruitment in IndiaRecruitment in India –– The ScenarioThe Scenario 11Chapter OneChapter OneLearning ObjectivesLearning ObjectivesUnderstand the Importance of Recruitment.Understand the Importance of Recruitment.Pinpoint the consequences of inefficientPinpoint the consequences of inefficientRecruitment methods.Recruitment methods.Explain factors governing Recruitment.Explain factors governing Recruitment.Examine the evolution of Recruitment toExamine the evolution of Recruitment totalent acquisition.talent acquisition.
  • 2. Recruitment in IndiaRecruitment in India –– The ScenarioThe Scenario 22Chapter OneChapter OneStructureStructure1.1. Introduction.Introduction.2.2. Consequences of Inefficient Methods.Consequences of Inefficient Methods.3.3. Factors Governing Recruitment.Factors Governing Recruitment.4.4. Recruitment Activities in variousRecruitment Activities in variousScenarios.Scenarios.5.5. From Recruitment to Talent Acquisition.From Recruitment to Talent Acquisition.6.6. Summary.Summary.
  • 3. Recruitment in IndiaRecruitment in India –– The ScenarioThe Scenario 33Chapter OneChapter One1.1 Introduction1.1 IntroductionIt is well established fact that people makeIt is well established fact that people makethe difference in an organization. Hencethe difference in an organization. Hencetodaytoday’’s recruiter must be well versed ins recruiter must be well versed insources and tools of Recruitment andsources and tools of Recruitment andSelectionSelectionIn this session we shall attempt toIn this session we shall attempt todifferentiate between Recruitment anddifferentiate between Recruitment andSelection , demystify the processes ofSelection , demystify the processes ofboth and act as a checklist for variousboth and act as a checklist for variousprocesses.processes.
  • 4. Recruitment in IndiaRecruitment in India –– The ScenarioThe Scenario 44Chapter OneChapter One1.1 Introduction1.1 IntroductionIf the success of the organizationIf the success of the organizationultimately depends on its employees, theultimately depends on its employees, theselection task is the most important ofselection task is the most important ofall decisions that employers and theirall decisions that employers and theirline managers have to undertake.line managers have to undertake.However, there is considerable evidence toHowever, there is considerable evidence toshow that the task of recruiting andshow that the task of recruiting andselecting staff is underestimated. Theselecting staff is underestimated. Theprocesses are often random, biased andprocesses are often random, biased andinefficient leading to noninefficient leading to non--attainment ofattainment ofbusiness objectives.business objectives.
  • 5. Recruitment in IndiaRecruitment in India –– The ScenarioThe Scenario 55Chapter OneChapter One1.1 Introduction1.1 Introduction““ Many Business Heads haveMany Business Heads havebeen known to admit thatbeen known to admit thatthey would change at leastthey would change at least40% of their work force40% of their work forceif they could, work forceif they could, work forcethat exists becausethat exists becauseofof inefficientinefficientselectionselection methods.methods.””
  • 6. Recruitment in IndiaRecruitment in India –– The ScenarioThe Scenario 66Chapter OneChapter One1.2 Consequences of Inefficient Methods1.2 Consequences of Inefficient MethodsInefficient selection methods result inInefficient selection methods result inacquiring an employee thatacquiring an employee that## does not satisfy the assigneddoes not satisfy the assignedtask;task;## lacks ability to work in a team;lacks ability to work in a team;## displays unethical behaviour;displays unethical behaviour;## or is simply incompetent.or is simply incompetent.
  • 7. Recruitment in IndiaRecruitment in India –– The ScenarioThe Scenario 77Chapter OneChapter One1.2 Consequences of Inefficient Methods1.2 Consequences of Inefficient MethodsObvious costs associated with selectionObvious costs associated with selectionprocess include advertising, printingprocess include advertising, printingapplication and other forms, interviewapplication and other forms, interviewexpenses, consulting fees, designing andexpenses, consulting fees, designing andadministering tests, Medicals,administering tests, Medicals,verification and managerial timeverification and managerial timerequired.required.The selection of employees with requiredThe selection of employees with requiredlevels of performance justifies thislevels of performance justifies thisinvestment.investment.
  • 8. Recruitment in IndiaRecruitment in India –– The ScenarioThe Scenario 88Chapter OneChapter One1.3 Factors Governing Recruitment.1.3 Factors Governing Recruitment.►► External Forces :External Forces :Supply & Demand; Unemployment rate,Supply & Demand; Unemployment rate,Labour market, Political socialLabour market, Political socialconditions; Sons of soil; Imageconditions; Sons of soil; Image►► Internal Forces :Internal Forces :Recruitment policy; HRP, Size of theRecruitment policy; HRP, Size of thefirm; Cost, Business plans.firm; Cost, Business plans.
  • 9. Recruitment in IndiaRecruitment in India –– The ScenarioThe Scenario 99Chapter OneChapter One1.4 Recruitment Activities in various1.4 Recruitment Activities in variousScenarios.Scenarios.Recruitment activity is carried even inRecruitment activity is carried even inrecessionary conditions for the key jobsrecessionary conditions for the key jobsthat have fallen vacant. Getting a newthat have fallen vacant. Getting a newcandidate becomes more difficult ascandidate becomes more difficult asemployees value job security more and areemployees value job security more and areunwilling for a change.unwilling for a change.When there is a shortage of talent, whichWhen there is a shortage of talent, whichis the case when economy is buoyant, bestis the case when economy is buoyant, bestrecruitment practices and selectionrecruitment practices and selectionmethods can acquire cream of the talent.methods can acquire cream of the talent.
  • 10. Recruitment in IndiaRecruitment in India –– The ScenarioThe Scenario 1010Chapter OneChapter One1.4 Recruitment Activities in various1.4 Recruitment Activities in variousScenarios.Scenarios.When there is abundance of talent, withWhen there is abundance of talent, withmore candidates chasing a few jobs , themore candidates chasing a few jobs , therecruitment process is easier.recruitment process is easier.It is necessary not to fall in the trap ofIt is necessary not to fall in the trap ofneglecting processes and ending with lowneglecting processes and ending with lowquality recruits.quality recruits.With arrival of IndianWith arrival of Indian MNCsMNCs, it is necessary, it is necessarythat recruiter acts locally and worksthat recruiter acts locally and worksglobally.globally.Organizations need to find ways to maximizeOrganizations need to find ways to maximizethe pool of applicants.the pool of applicants.
  • 11. Recruitment in IndiaRecruitment in India –– The ScenarioThe Scenario 1111Chapter OneChapter One1.5 From Recruitment to talent Acquisition1.5 From Recruitment to talent AcquisitionTalent acquisition emerged as the newTalent acquisition emerged as the newbuzzword from late nineties. With globalbuzzword from late nineties. With globaleconomies booming there was a need foreconomies booming there was a need forthe employee strength to growthe employee strength to growexponentially. The recruiter needed to beexponentially. The recruiter needed to bean excellent marketer / sales person.an excellent marketer / sales person.Segregating recruitment and selection fromSegregating recruitment and selection fromHR made a better business sense.HR made a better business sense.The Head of Talent Acquisition in mostThe Head of Talent Acquisition in mostorganizations reported to the Businessorganizations reported to the BusinessHead and worked closely with the HRHead and worked closely with the HR
  • 12. Recruitment in IndiaRecruitment in India –– The ScenarioThe Scenario 1212Chapter OneChapter OneRecruitment & Selection Process Flow ChartRecruitment & Selection Process Flow ChartManpower PlanningManpower PlanningJob Description & Person SpecificationJob Description & Person SpecificationSourcing StrategySourcing StrategyInternalInternal ExternalExternalReceive ApplicationsReceive Applications
  • 13. Recruitment in IndiaRecruitment in India –– The ScenarioThe Scenario 1313Chapter OneChapter OneRecruitment & Selection Process Flow ChartRecruitment & Selection Process Flow ChartReceipt of ApplicationsReceipt of ApplicationsPreliminaryPreliminary InterviewInterviewApplicationApplication BankBankPsychological TestsPsychological TestsInterviewInterviewBackground InvestigationBackground Investigation List ofList ofDesirableDesirableCandidatesCandidatesFinal Selection byFinal Selection byInterviewersInterviewersMedical /VerificationMedical /VerificationOffer LetterOffer LetterRejectedRejected
  • 14. Recruitment in IndiaRecruitment in India –– The ScenarioThe Scenario 1414Chapter OneChapter One1.6 Summary1.6 SummaryWhile the HR team is to facilitate theWhile the HR team is to facilitate theprocess of recruitment, it is the onus ofprocess of recruitment, it is the onus ofeach line manager to coeach line manager to co--operate with theoperate with theHR team in ensuring that the job role andHR team in ensuring that the job role andperson specification are well defined andperson specification are well defined andthat the selection process is adhered to.that the selection process is adhered to.Recruitment is not to be carried in hurry,Recruitment is not to be carried in hurry,and selection meetings should not beand selection meetings should not berelegated to low priority tasks.relegated to low priority tasks.Line Managers need to be educated andLine Managers need to be educated andtrained in the recruitment and selectiontrained in the recruitment and selectionprocess.process.
  • 15. Recruitment in IndiaRecruitment in India –– The ScenarioThe Scenario 1515Chapter OneChapter One1.6 Summary1.6 SummaryWhatever the state of the market, the taskWhatever the state of the market, the taskof recruitment and selection cannot beof recruitment and selection cannot beunder estimated. In a booming market,under estimated. In a booming market,where jobs are plenty, it is indeed awhere jobs are plenty, it is indeed adifficult task to choose the best fitdifficult task to choose the best fitcandidate for the job.candidate for the job.There are too many jobs chasing few talentedThere are too many jobs chasing few talentedprofessionals and an employer needs toprofessionals and an employer needs toadapt the best recruiting practices toadapt the best recruiting practices toattract top notch talent.attract top notch talent.
  • 16. Recruitment in IndiaRecruitment in India –– The ScenarioThe Scenario 1616Chapter OneChapter OneThus we have come to an end to this session # 01Thus we have come to an end to this session # 01In the second session that followsIn the second session that followswe learnwe learn““ Recruiting _ An OverviewRecruiting _ An Overview ““Chapter Two.Chapter Two.Good Luck!Good Luck!

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