2. Recruitment
• process of discovering potential candidates and
of generating a pool of qualified applicants by
encouraging qualified candidates to apply for
actual or anticipated job vacancies within the
organization
3.
4. Objectives
1. Making large number of qualified applicants aware
of employment opportunities available in the
organization.
2. Attracting the attention of qualified.
Methods
• Company Databases
• Job Posting and bidding
• Advertisements
• Referrals and recommendations
• Executive Search agencies
• Campus Recruitment
5. Purposes and Importance
Decide the present and future requirements
Increase the pool of job candidates at minimum cost
Increase the success rate of the Recruitment
selection process
Increase organizational and individual’s effectiveness
6. Why Recruit ?
• Some of the more common business reasons for hiring include:
• Business Expansion or Diversification
• New Client, Customer, Market or Product
• Career Progression or Retirement
• Dismissal
• Attrition
• Increasing the capability of your firm by
• adding new skill sets
Also, as a recruiter you should know your organisation very well and
determine the need for recruitment. Know the Vision, Mission,
Objective, Culture, Policies and the Long term and Short term
business need of your organisation.
7. EFFECTS
• Positive Recruitment Process
– Attract highly qualified and competent people
– Ensure that the selected candidates stay longer with
the company
– Make sure that there is match between cost and
benefit
8. EFFECTS
• Negative Recruitment Process
– Failure to generate qualified applicants
– There is no match between cost and benefit
– Extra cost on training and supervision
– Increases the entry level pay scales
9. Recruitment Strategy
• Make Or Buy
• Technological sophistication
• Where to look
• How to look
– Internal Recruitment
• Present Employees
• Employee Referrals
• Former Employees
• Previous Applicants
11. The recruitment process
• Recruitment sequence/procedure in any organization is as follows:
• Identify vacancy
• Prepare job description and person specification
• Advertise
• Managing the response
• Short-listing
• Visits
• References
• Arrange interviews
• Conduct the interview
• Decision making
• Convey the decision
• Appointment action
14. External Recruitment
• Professional Trade associations
• Advertisements
• Employment exchanges
• College / University / Institute placement
services
• Walk-ins
• Consultants
• Contractors
• Competitors
15. E - Recruiting
– Conduct background checks
– Interview through video conferencing
16. EVALUATION & CONTROL
• Salaries for Recruiters
• Management & professional time spent on
preparing job description, job specification
advertisements, association etc..
• Cost of advertisement
• Cost of overtime & outsourcing
17. New Approaches to Recruiting
• Employer Branding
• Special Events Recruiting
• E Recruitment
• Outsourcing recruitment