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Recruiting Human Resources
Nature and Purposes of Recruitment
• Recruitment is the process of searching for and obtaining
applicants for jobs
• Recru...
Factors Influencing Recruitment
External Forces
• Supply and demand
• Unemployment rate
• Labour market
• Political-social...
Recruitment Process
Applicant
Pool
Potenti
al Hires
Personnel
Planning
Job
Vacancies
Job
Analysis
Employee
Requisition
Rec...
Sources of Recruitment
Recruitment
Present Employees
Former Employees
Previous Applicants
Employees Referrals
Professional...
Recruitment Yield Pyramid
Offer Acceptance
Job Offer
Invited for Final
Interview
Invited to Screening
Interview
Initial Co...
Evaluation and Control
• Salaries for recruiters.
• Management and professional time spent on preparing
job description, j...
Philosophies of Recruitment
• Realistic job previews
• JCQ
– Alternatives
– over time work
– employee leasing
– temporary ...
Typical Consequences of Job
Previews Traditional Procedures Realistic Procedures
Set initial job expectations too high Set...
Reality Check
• Think of a firm you want to submit job
application. Which factors attract you
towards the company?
Reality Check
• Have you at any time tried internet
recruiting? What has been your
experience with it when compared with
c...
Campus Overview
907/A Uvarshad,
Gandhinagar
Highway,
Ahmedabad –
382422.
Ahmedabad Kolkata
Infinity Benchmark, 10th
Floor,...
Thank You
Recruitment
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Recruitment

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Recruitment - Unitedworld School of Business

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  • Human Resource Management, 5E Human Resource Management, 5E
  • Transcript of "Recruitment "

    1. 1. Recruiting Human Resources
    2. 2. Nature and Purposes of Recruitment • Recruitment is the process of searching for and obtaining applicants for jobs • Recruitment has several benefits for a firm: – Determine the present and future requirements of the organisation in conjunction with its personnel-planning and job-analysis activities. – Increase the pool of job candidates at minimum cost. – Help increase the success rate of the selection process by reducing the number of visibly underqualified or overqualified job applicants. – Help reduce the probability that job applicants, once recruited and selected, will leave the organisation only after a short period of time. – Meet the organisation’s legal and social obligations regarding the composition of its workforce. – Begin identifying and preparing potential job applicants who will be appropriate candidates. – Increase organisational and individual effectiveness in the short term and long term. – Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants.
    3. 3. Factors Influencing Recruitment External Forces • Supply and demand • Unemployment rate • Labour market • Political-social • Sons of soil • Image Recruitment Internal Forces • Recruitment • HRP • Size of the firm • Cost • Growth and expansion
    4. 4. Recruitment Process Applicant Pool Potenti al Hires Personnel Planning Job Vacancies Job Analysis Employee Requisition Recruitment Planning • Numbers • Type Strategy Development • Where • How • When Searching Activation “Selling” • Message • Media Evaluation and Control To Selection Screening Applicant Population
    5. 5. Sources of Recruitment Recruitment Present Employees Former Employees Previous Applicants Employees Referrals Professional or Trade Associations Advertisements Employment Exchanges Campus Recruitment Walk0ins and Write-ins Consultants Contractors Displaced Persons Radio and Television Acquisitions and Mergers Competitors E-Recruiting InternalSources ExternalSources
    6. 6. Recruitment Yield Pyramid Offer Acceptance Job Offer Invited for Final Interview Invited to Screening Interview Initial Contacts Offers/Acceptance (3:2) Interview/Offers (4:3) Screening/Invites (5:1) Contacts/Screens (10:1) 20 30 40 200 2000
    7. 7. Evaluation and Control • Salaries for recruiters. • Management and professional time spent on preparing job description, job specifications, advertisements, agency liaison, and so forth. • Cost of advertisements or other recruitment methods, that is, agency fees. • Cost of producing supporting literature. • Recruitment overheads and administrative expenses. • Costs of overtime and outsourcing while the vacancies remain unfilled. • Cost of recruiting suitable candidates for the selection process.
    8. 8. Philosophies of Recruitment • Realistic job previews • JCQ – Alternatives – over time work – employee leasing – temporary employment
    9. 9. Typical Consequences of Job Previews Traditional Procedures Realistic Procedures Set initial job expectations too high Set job expectations realistically Job is typically viewed as attractive Job may or not be attractive depending on individual needs High rate of job offer acceptance Some accept, some reject job offer Work experience belies expectations Work experience confirms expectations Lower job survival, dissatisfaction, frequent thoughts of quitting High job survival, satisfaction, no thoughts of quitting
    10. 10. Reality Check • Think of a firm you want to submit job application. Which factors attract you towards the company?
    11. 11. Reality Check • Have you at any time tried internet recruiting? What has been your experience with it when compared with conventional route?
    12. 12. Campus Overview 907/A Uvarshad, Gandhinagar Highway, Ahmedabad – 382422. Ahmedabad Kolkata Infinity Benchmark, 10th Floor, Plot G1, Block EP & GP, Sector V, Salt-Lake, Kolkata – 700091. Mumbai Goldline Business Centre Linkway Estate, Next to Chincholi Fire Brigade, Malad (West), Mumbai – 400 064.
    13. 13. Thank You
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