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In this presentation, we will understand the stages of recruitment process. We will also analyze effective sources of recruitment for various openings and innovative recruitment solutions. We will …

In this presentation, we will understand the stages of recruitment process. We will also analyze effective sources of recruitment for various openings and innovative recruitment solutions. We will also discuss the various sources of recruitment like referrals, job portals, recruitment firms, campus recruitment, employment exchange etc.
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  • 1. Learning Objectives Explain the three stages of recruitment process. Describe the various sources of recruitment. Assess the impact of a particular recruitment source. Analyze the most effective source of recruitment for various scenarios. Arrive at some innovative recruitmentsolutions for various scenarios. Chapter Three Sources of Recruitment 1
  • 2. Structure1. Recruitment Process2. Sources of recruitment – Classification.3. Internal sources.4. External sources 1. Advertisements 2. Job Portals / Organizational Websites 3. Recruiting Firms. Chapter Three Sources of Recruitment 2
  • 3. Structure4. External sources- contd. 4. Campus Recruitment. 5. Job Fairs / Exhibitions. 6. Employment Exchanges.5. Other Sources6. Summary. Chapter Three Sources of Recruitment 3
  • 4. 3.1 Recruitment Process Recruitment Process Strategy Evaluation of Planning Development Process Chapter Three Sources of Recruitment 4
  • 5. 3.1 Recruitment ProcessPlanning involves the translation of likely job vacancies into a set of objectives that specify the number and type of applicants to be contacted. The type of people to be targeted for recruitment is determined by the job description & person specification.Recruitment yield measures the success of recruitment strategies. A yield ratio is % of job applicants from a particular source that make it to the next stage in selection process. Chapter Three Sources of Recruitment 5
  • 6. 3.1 Recruitment Process A yield ratio = persons qualified for the position ________________________________________________________________________________________________________ ________________________________________________________________________________________________________ x 100 persons applied for the positionTo determine which of your recruitment sources is most effective at attracting qualified candidates, calculate , and then compare , the various sources’ yield ratios. The source with the highest ratio is most effective. Chapter Three Sources of Recruitment 6
  • 7. 3.1 Recruitment ProcessStrategy development is to decide , how where and at what cost to look for suitable candidates. Organizations can decide to use outside firms for recruitment or train their own staff for the task.If decision is for recruitment firms several effective options are available.Evaluation of processes is an ongoing exercise. Chapter Three Sources of Recruitment 7
  • 8. 3.1 Recruitment ProcessContinuous evaluation of the process ensures that the recruitment cycle time is reduced as are the costs incurred. Measurable factors include number of [i] applications received. [ii] candidates short listed at each stage of the process. [iii] candidates recruited and [iv] candidates retained over six months. Chapter Three Sources of Recruitment 8
  • 9. 3.1 Recruitment ProcessGetting the right person for a job is an arduous task.Organization must have a recruitment plan each year that dovetails into its business plan. Fair implementation of succession plan assures better quality of HR plan from where recruitment plan is available.Next organization needs to choose an optimum source for recruitment which meets parameters of time, cost and confidentiality. Chapter Three Sources of Recruitment 9
  • 10. 3.2 Sources of Recruitment - Classification External - Advertisements Recruiting firms Sources of Recruitment internal - Promotions, Others - Employee Transfers Referrals , Gate Notice Chapter Three Sources of Recruitment 10
  • 11. 3.3 Internal SourcesHere vacancy is filled with a current employee. For this employee is either promoted or provided a {location or functional} transfer.Vacancies are internally notified, and selection arranged from responses received.This process is a great motivator and encourages current employees to constantly upgrade their skills. Robust internal recruitment reduces attrition. Chapter Three Sources of Recruitment 11
  • 12. 3.3 Internal SourcesThis process reduces cost of recruitment, selection and induction. Risk factors associated with new recruits are eliminated.But internal recruitment limits the choice of candidates. The process has to implemented with meticulous care and fairness. Otherwise it can generate disgruntle among employees & demoralize them.Internal recruitment, further, cannot get fresh blood into organization to bring in new perspectives. Chapter Three Sources of Recruitment 12
  • 13. 3.4 External Sources3.4.1 AdvertisementPrint Media:This is of the most used sources of recruitment. Advertisements can be via Print Media or Electronic Media.Print media is the oldest choice. There are many recruitment campaigns in print and organizations use them as an opportunity for brand building.These ads are eye catching, stylish, creative and colorful. Chapter Three Sources of Recruitment 13
  • 14. 3.4 External SourcesPrint Media:Extreme care needs to be exercised in choosing the correct media so as to reach focused or larger numbers quickly.Print media suffers from a few drawbacks – ◘ initial costs are high and there is a poor return on investment. ◘ audience addressed is diffused. ◘ huge efforts are required to sort out responses. Chapter Three Sources of Recruitment 14
  • 15. 3.4 External SourcesElectronic Media:Very effective means as in terms of sheer reach it is unmatched. It is most favored when recruiting non-technical staff. One can attract non-active job seekers through this media. It can also be used for brand building.Like Print media this is also a fairly diffused media with returns on investments not at high levels desired. Chapter Three Sources of Recruitment 15
  • 16. 3.4 External SourcesElectronic Media:Online AdvertisingHere jobs are just a click away! e-recruitment advertisements costs are 80% less than print ads and 10 times cheaper than consultants.Online advertising falls into three distinct categories – ♦ Banner Advertising ♦ Job Portals and Organizational Websites ♦ Social / Business networking websites Chapter Three Sources of Recruitment 16
  • 17. 3.4 External Sources♦ Banner AdvertisingBanner advertising is a form of online advertising that entails embedding an advertisement into a web page. These web pages are the most visited web sites. {Mail service providers, entertainment portals etc.}This method was very popular in the late 90s and the early part of the century, but with emergence of other forms of online advertising , banner advertisement is not very widely used. Chapter Three Sources of Recruitment 17
  • 18. 3.4 External Sources3.4.2 Job PortalsA job portal is essentially a medium which helps bring employers and job seekers together. Most prospective candidates use internet to find out what is new in the job market. Catching them on to spot an online recruitment are much better than through print or electronic media.Naukri, monsterindia or timesjobs are popular portals and they offer attractive packages to recruiters. Chapter Three Sources of Recruitment 18
  • 19. 3.4 External Sources♦ Job PortalsAmazing progress in technology allows the employers to computerized resume scans , hold online interviews and conduct psychometric tests and cut the recruitment cycle by 50%.“Job Alerts” tool permits employer to drop job ad in suitable candidate’s mail box directly, thus ensuring focused targeting.Candidates also can update their resumes online without any difficulty.Chapter Three Sources of Recruitment 19
  • 20. 3.4 External Sources♦ Organizational WebsitesThere is an increasing trend of companies to set up their own websites for attracting candidates. Apart from brand building , these offer the employee to have a better understanding of the organizational culture, before applying online.Many companies like ICICI have a separate career website.Chapter Three Sources of Recruitment 20
  • 21. 3.4 External Sources♦ Social / Business Networking SitesApart from business networking sites like linkedin.com, recruiters are using social networking sites like facebook, orkut etc. to reach out to potential employees. This is a great tool to reach “non-active” job seekers; especially in senior roles. These site protect the confidentiality of these candidates as they are not essentially job portals.Candidates can further use this as a positioning tool by providing exclusive information which normally does not form a part of resume.Chapter Three Sources of Recruitment 21
  • 22. 3.4 External Sources3.4.2 Recruiting Firms Recruiting Firms Employment Agency Executive Search Placement Firms Head HuntersChapter Three Sources of Recruitment 22
  • 23. 3.4 External Sources3.4.2 Recruiting FirmsThere are two types of recruiting firms generally classified according to the level of positions handled. Placement firms are used for junior level, mass, semi-skilled positions.Executive search firms focus on professional openings. Typically they specialize in a particular industry or role.Recruiter must check the credentials of the firm, ask for references and ensure firm is competent to handle the job before selection. Chapter Three Sources of Recruitment 23
  • 24. 3.4 External Sources3.4.2 Recruiting FirmsRecruiters find it advantageous to form a long term relationship with recruiting firm as it acts as an extended Public Relations arm of the organization. It must know the culture of the organization and full job description to select the right candidates from companies that would be preferred by the recruiter.Clarity has to established regarding payment of fees to the firm in case selcted candidate does not join or quits within a few months after joining. Chapter Three Sources of Recruitment 24
  • 25. 3.4 External Sources3.4.2 Recruiting Firms Recruitment Agencies Role & Payments. Success Only Retained* Payment after Part payment upfrontcandidate joins. balance in stages.* Candidates not candidates screenedScreened & approved.* Suitable for suitable for nicheMultiple positions senior positionsJunior positions* Fee structure from 5 to 20% of 20 to 33%Cost To Company Chapter Three Sources of Recruitment 25
  • 26. 3.4 External Sources3.4.4 Campus RecruitmentCampus Recruitment is the main source for recruiting newly educated and skilled candidates. Institutions that offer professional courses {engineering, management, hotel management, legal, secretarial} are an important source for employers to recruit management trainees who can be trained to suit the organizational needs. Basic skills of these graduates are guaranteed aand aptitude tests, group discussions & personal interviews are enough for the final selection. Chapter Three Sources of Recruitment 26
  • 27. 3.4 External Sources3.4.5 Job Fairs / ExhibitionsA job or Career fair is an exposition for employers to meet prospective job seekers. They usually consis of organization booths or tables where resumes can be collected.Sometimes an initial interview or screening is also arranged. These are exploited by IT/ITES sectors as well as hospitality, construction and retail industries.With new technology online job fairs are becoming common as they have larger reach and may be less costs. Chapter Three Sources of Recruitment 27
  • 28. 3.4 External Sources3.4.6 Employment Exchanges Under the Employment Exchanges {Compulsory Notification of Vacancies} Act, 1959, it is compulsory for industrial establishments, employing more than 25 workers, to notify vacancies before they are filled . Employment exchanges are useful in recruiting technical workers. Chapter Three Sources of Recruitment 28
  • 29. 3.4 External SourcesFew Innovative Methods of sourcing.® BPOs tied up with a premium yellow pages company. When one called for assistance company’s job advertisement would be heard first.® Another company had a mobile recruitment van called “Careers on wheels”.® An IT company developed the course material of colleges to suit their organizational needs. Thus Graduates turned into ready to hire candidates. Chapter Three Sources of Recruitment 29
  • 30. 3.5 Other SourcesEmployee ReferralsThis old source was structured by the phenomenal growth of the IT sector. Is now used across the industries. Employees are encouraged to become “Internal Head Hunters” are rewarded financially.Candidates appointed through employee referrals tend to stay longer with the companies and cost of recruitment is much less for this source. Success depends on speed with which internal recruitment is carried and employees rewarded. Chapter Three Sources of Recruitment 30
  • 31. 3.5 Other SourcesAdvertisement on the Gates.The source is used to recruit for factories and in retail tradeNotices are posted on the entrances providing details of the vacancies. Effective for junior jobs requiring normal skills.Recruitment costs of the source are lowest. Chapter Three Sources of Recruitment 31
  • 32. 3.5 Other SourcesExpat Hiring.The last decade has witnessed an increase in the number of expatriate executives across sectors such as retail, telecom and aviation, which required efficiencies in the systems and processes and best business practices.Organizations chose to recruit expats as there was no ready supply of talent available in the country. Reliance, Vodafone and Jet Air recruited expats for key positions. Chapter Three Sources of Recruitment 32
  • 33. 3.6 SummaryReaching out to the right candidates is easy if the right source of recruitment is used. Each source has its own advantages and disadvantages. And none of them can be used in isolation to meet recruitment needs of the entire organization. With cost being a factor, the smart recruiter needs to understand the ramifications of each source and uses a mix that suits the urgency and uniqueness of their requirements. Chapter Three Sources of Recruitment 33
  • 34. 3.6 SummaryA print recruitment advertisement no longer ensures quality responses. The smart recruiter uses multiple channels and the recruiting strategy includes all or any of the recruitment sources.Continuous monitoring of the process ensures effectiveness. Chapter Three Sources of Recruitment 34
  • 35. Thus we have come to an end to this session # 03 In the fourth session that follows we learn “ Recruitment from Advertisement to Short List “ Chapter Four. Good Luck! Chapter Three Sources of Recruitment 35
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