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  1. 1. Recruitment Methods
  2. 2. Definition Recruitment is the process of finding and attracting capable applicants for employment.
  3. 3. Recruitment Methods Internal Sources
  4. 4. <ul><li>Recruitment sources: - </li></ul><ul><li>Employee Referrals </li></ul><ul><ul><ul><li>Good employees tend to refer similar applicants </li></ul></ul></ul><ul><ul><ul><li>Tends to stay for a long time in the organization. WHY? </li></ul></ul></ul><ul><ul><ul><li>How is employee referrals encouraged? </li></ul></ul></ul><ul><ul><ul><ul><li>Bonuses </li></ul></ul></ul></ul><ul><li>Disadvantages : </li></ul><ul><li>Fail to provide greater diversification </li></ul><ul><li>If the candidate is not hired, the employee making the referral would be disappointed. </li></ul><ul><li>Biasness/ Favoritism </li></ul>Widely used in Pakistan (Government Organizations)
  5. 5. Evaluation of Employee Referral Method <ul><li>Quick source of applicants </li></ul><ul><li>Excellent RJP- Requirements of Job Postings </li></ul><ul><li>Useful for all types of employees </li></ul><ul><li>Low expense </li></ul>
  6. 6. 2 . Rehires( Former Employees ) <ul><li>Why should we hire the former employees? </li></ul><ul><li>POINT TO THINK : </li></ul><ul><ul><li>ARE THEY GOING TO BE LOYAL? </li></ul></ul>
  7. 7. <ul><li>3. Promotions </li></ul><ul><li>Most powerful potential motivator! </li></ul><ul><li>Only way to attain pay raises. </li></ul><ul><li>Greater commitment and enhanced continuity </li></ul><ul><li>Disadvantages : </li></ul><ul><li>Lack of new ideas </li></ul><ul><li>Stagnation </li></ul><ul><li>GroupThink </li></ul>
  8. 8. <ul><li>Promotions are done by two different ways: </li></ul><ul><ul><li>1. Managerial Nominations </li></ul></ul><ul><ul><li>2. Job Posting </li></ul></ul>
  9. 9. 4. Transfers <ul><li>Transferring the employees from one department to another. </li></ul><ul><li>What could be the disadvantages? </li></ul>
  10. 10. 5. Demotions <ul><li>Loss of motivation </li></ul><ul><li>Permanent Damage could be done ( According to Hawthorne Researchers) </li></ul><ul><li>Voluntary demotions VS. Involuntary Demotions </li></ul><ul><li>PETER PRINCIPLE: It refers to organizations promoting people based on how they performed in their last position. </li></ul>
  11. 11. 6. College Referrals <ul><li>Placement centers </li></ul><ul><li>Resume books ( Graduate Directories) </li></ul><ul><li>Teachers </li></ul>38% of all external openings are filled by college referralse Employers considers what? <ul><li>Reputation of university </li></ul><ul><li>Performance of previous hired employees from the same sources </li></ul>
  12. 12. College referrals Cont’d <ul><li>Up to date knowledge </li></ul><ul><li>Naïve expectations </li></ul><ul><li>Important for volume of applicants with appropriate knowledge </li></ul><ul><li>Only good for entry-level positions </li></ul><ul><li>Disadvantages </li></ul><ul><ul><li>Very high expense </li></ul></ul><ul><ul><li>Not good RJP </li></ul></ul><ul><ul><li>Not good screening </li></ul></ul>
  13. 13. 7. Walk-Ins - Posting for “ FOR HIRE” can create walk ins - Cheap and plentiful Disadvantage: Difficult to select from a large pool of candidates.
  14. 14. 8. Internships <ul><li>Disadvantages : </li></ul><ul><li>Low professional knowledge </li></ul><ul><ul><ul><li>Low wages </li></ul></ul></ul>
  15. 15. Recruitment Methods External
  16. 16. 1. Newspapers/Magazines/Journals/Radio/Television <ul><li>You should know which media to use and what content should be placed. </li></ul><ul><li>Local newspaper is the best source. </li></ul><ul><li>Best to fill the blue-collar vacancies </li></ul><ul><li>You can include hurdles in your advertisements </li></ul><ul><li>AIDA Guidelines should be followed </li></ul><ul><li>Advantages/Disadvantages </li></ul><ul><li>Fast and high volume </li></ul><ul><li>Low RJP screening </li></ul><ul><li>High Expense </li></ul>
  17. 17. 2. Privately Owned Agencies( Small scale) <ul><li>For lower level jobs such as secretarial, clerical, bookkeeping positions </li></ul><ul><li>The agency prescreens for the company. </li></ul>
  18. 18. 3. Search Firms <ul><li>-Executive Recruiters </li></ul><ul><li>Headhunters </li></ul><ul><li>For upper level jobs </li></ul><ul><li>Professional Jobs </li></ul><ul><li>Quality </li></ul><ul><li>Expensive </li></ul><ul><li>Low risk </li></ul>Out of every four CEOs is hired this way Employment Services ( Provided by Govt.)
  19. 19. <ul><li>4. Job Fairs </li></ul><ul><li>A group of organizations may combine to share the expenses of a job fair at a common site. </li></ul><ul><li>High volume of candidates </li></ul><ul><li>RJP- low </li></ul>
  20. 20. <ul><li>5. Internet </li></ul><ul><li>Wide range of jobs </li></ul><ul><li>Quick response </li></ul><ul><li>Moderate to High expense </li></ul><ul><li>Job advertisements through social networking websites </li></ul>
  21. 21. Examples of Facebook Ads
  22. 22. Employers researching Candidates <ul><li>Try these tools: </li></ul><ul><ul><li>Google </li></ul></ul><ul><ul><li>Yahoo! </li></ul></ul><ul><ul><li>Live Search </li></ul></ul><ul><ul><li>Facebook – of course! </li></ul></ul><ul><ul><li>Spock </li></ul></ul><ul><ul><li>ZoomInfo </li></ul></ul><ul><ul><li>Pipl </li></ul></ul><ul><ul><li>Spokeo </li></ul></ul><ul><ul><li>ZabaSearch </li></ul></ul><ul><ul><li>Checkster </li></ul></ul><ul><ul><li>123People </li></ul></ul><ul><ul><li>PeekYou </li></ul></ul><ul><ul><li>KnowX </li></ul></ul>
  23. 23. 6. Direct Mail Campaign <ul><li>Quick source of applicants </li></ul><ul><li>High job commitment </li></ul><ul><li>Low expense </li></ul><ul><li>High volume </li></ul><ul><li>Hard to evaluate </li></ul>
  24. 24. REALISTIC JOB PREVIEWS <ul><li>Provides complete job related information to the applicants so that they can make right decision before taking up jobs </li></ul><ul><li>Lower rate of employee turnover </li></ul><ul><li>High level of job satisfaction & performance </li></ul><ul><li>Beneficial for organizations hiring at the entry level </li></ul>
  26. 26. ALTERNATIVES TO RECRUITMENT <ul><li>Because of the cost of recruiting </li></ul><ul><li>1. OVERTIME </li></ul><ul><li>- When demand for product peaks </li></ul><ul><li>- additional income for employee </li></ul><ul><li>- It results in Fatigue, increased accidents & more absenteeism </li></ul><ul><li>- Need to pay double wages </li></ul>
  27. 27. <ul><li>2. EMPLOYEE LEASING </li></ul><ul><li>- Often called Staff outsourcing </li></ul><ul><li>- Useful to small & medium sized firms </li></ul><ul><li>3. TEMPORARY EMPLOYMENT </li></ul><ul><li>- Low labor costs </li></ul><ul><li>- Easy access to experienced labor </li></ul><ul><li>- Flexibility in future </li></ul><ul><li>- DISADVANTAGE- Do not know the work culture of the firm </li></ul>
  28. 28. EFFECTS
  29. 29. EFFECTS <ul><li>Positive Recruitment Process </li></ul><ul><ul><li>Attract highly qualified and competent people </li></ul></ul><ul><ul><li>Ensure that the selected candidates stay longer with the company </li></ul></ul><ul><ul><li>Make sure that there is match between cost and benefit </li></ul></ul><ul><ul><li>Help the firm create more culturally diverse work-force </li></ul></ul>
  30. 30. <ul><li>Negative Recruitment Process </li></ul><ul><ul><li>Failure to generate qualified applicants </li></ul></ul><ul><ul><li>There is no match between cost and benefit </li></ul></ul><ul><ul><li>Extra cost on training and supervision </li></ul></ul><ul><ul><li>Increases the entry level pay scales </li></ul></ul>
  31. 31. Some factors to Consider about Recruitment <ul><li>External Factors </li></ul><ul><li>Supply and Demand </li></ul><ul><li>Unemployment rate </li></ul><ul><li>Labor market </li></ul><ul><li>Political-social </li></ul><ul><li>Sons of soil </li></ul><ul><li>Image </li></ul>Recruitment <ul><li>Internal Factors </li></ul><ul><li>Recruitment Policy </li></ul><ul><li>HRP </li></ul><ul><li>Size of the firm </li></ul><ul><li>Cost </li></ul><ul><li>Growth and Expansion </li></ul>
  32. 32. Evaluation of Recruitment Sources