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  • 2. RecruitmentRecruitment is a ‘linking function’ – joining together those with jobs to fill and those seeking jobs.It is a ‘joining process’ in that it tries to bring together job seekers and employers with a view to encourage the former to apply for a job with the latter.The basic purpose of recruiting is to develop group of potentially qualified people. To this end, the organization must communicate the position in such a way that job seekers respond, in sufficient number so that the organization can select the most appropriate people to fill its job needs.To be cost effective, recruitment process should attract qualified applicants and provide enough information for unqualified persons to self select themselves out.
  • 3. RecruitmentRecruitment is the activity that links the employers and the job seekers.A process of finding and attracting capable applicants for employment.Recruitment is the process of locating & encouraging potential applicants to apply for existing or anticipated jobs.Providing information to unemployed workforce regarding various job options available in job market.Attracting large number of qualified candidate seeking for job.
  • 4. Objectives/Importance ofrecruitmentDetermine the present & future requirement of firm in conjunction with its personnel planning and job analysis activity.Increase the pool of job candidates at minimum cost.Help increase the success rate of selection process by reducing the number of visibility under qualified or over qualified job applications.Meet the organizations legal and social obligations. E.g. HR policies & CSR.Identifying and preparing potential job applicants who will be appropriate candidates.Increase organizational and individual effectiveness.Evaluate the effectiveness of recruitment techniques and sources for all types of job applicants.
  • 5. Factors affecting recruitmentEconomic factorsSocial factorsTechnological factorsPolitical factorsLegal factors
  • 6. Economic factors: include factors such as inflation, deflation, number of job opportunities available in labor market.Changing trend of industry from confined market to global market due to implementation of LPG (liberalization, privatization, globalization) has led to rise or fall in demand for certain set of jobs in organization.
  • 7. Social factors: mentality of employees has changed from just any job to satisfying career.In order to attract new employees and retain present ones in organization, companies are required to make job interesting, companies engage in the process of job design.The companies offer encouraging career opportunities to prospective employees through innovative recruitment campaigns.
  • 8. Technological factors: Globalization and liberalization has brought rapid changes in the field of banking, electronics, telecommunication etc.New technologies have created new jobs and existing jobs have undergone rapid changes which have led to shortage of people with specialized skill.In such situation companies have to set their recruitment efforts to compete successfully in hiring efficient employees for organization.
  • 9. Political factors: As political parties are vested with powers of framing policies for workforce in organization, regular change in political parties of country will also lead to change in intake of human resource in the organization.E.g. Quota system
  • 10. Legal factors: Policies and acts framed by government to protect the rights of human resource in the organization have major impact on working of organization.E.g. The factories act, 1948: The act prohibits the employment of women(night work, underground work, carrying heavy loads etc.) and child labor(below 14 years of age) in certain jobs.The employment exchanges act, 1959: The act requires all employers to notify vacancies arising in their establishments to prescribes employment exchange before they are filled. The act covers all establishments in public sector and nonagricultural establishments employing 25 or more workers in the private sector.
  • 11. Centralized recruitment: Decentralized is a process in which the recruitment: is a process in activity of recruitment is which decision-making undertaken by the main related to the process of branch of the organization. recruitment is divided amongCriteria related to the top management and recruitment is decided by the middle level managers. main branch and the same is communicated to sister concern of the organization.E.g. Commercial banks
  • 12. Sources of recruitmentInternal sources External sourcesTransfers AdvertisementsPromotion Employment exchangesEmployee referrals Unsolicited applicationsFormer employees Professional organizationsJob postings Casual callers Labor contractors Factory gate recruitment Trade unions Campus recruitment Recruitment agencies
  • 13. Internal sourcesMerits DemeritsEconomical Limited choiceSuitable InbreedingReliable InefficiencySatisfying Bone of contention
  • 14. External sourcesMerits DemeritsWide choice ExpensiveInjection of new blood Time-consumingMotivational force DemotivatingLong term benefits Uncertainty
  • 15. Recent trends in recruitment Outsourcing Poaching E-recruitment
  • 16. Recruitment processProcess of recruitment begins by request from any department in organization asking for human resource. Request contains details of position, qualities and qualifications required to perform job and other details related to the position.Locating and developing the sources of required number and type of employees.Identifying prospective employees with required skills.Developing or adopting effective technique to attract potential candidates for organization.
  • 17. Recruitment process (cont…)Implementing planned technique during the process of recruitment.Stimulate or attract potential candidates to apply for suitable positions in the organization.Evaluate effectiveness of recruitment process.
  • 18. Thank You