Recruitment

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Recruitment

  1. 1. Labour welfareRECRUITMENT Pankaj Barot 20 August 2012
  2. 2. Concept Recruitment refers to the process of attracting, screening, and selecting a qualified person for a job. All companies in any industry can benefit from contingency or retain professional recruiters or outsourcing the process to recruitment agencies. Pankaj Barot 20 August 2012
  3. 3. Objective The objective of the recruitment process is to obtain the number and quality of employees that can be selected in order to help the organisation to achieve its goals and objectives. With the same objective, recruitment helps to create a pool of prospective employees for the organisation so that the management can select the right candidate for the right job from this pool. Pankaj Barot 20 August 2012
  4. 4. Definition  Recruitment is the activity that links the employers and the job seekers. A few definitions of recruitment are,  According to Edwin B. Flippo, “Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation”. Pankaj Barot 20 August 2012
  5. 5.  A formal definition states, “It is the process of finding and attracting capable applicants for the employment. The process begins when new recruits are sought and ends when their applicants are submitted. The result is a pool of applicants from which new employees are selected”. Pankaj Barot 20 August 2012
  6. 6. Need for recruitment: The need for recruitment may be due to the following reasons / situation: Vacancies due to promotions, transfer, retirement, termination, permanent disability, death and labour turnover. Creation of new vacancies due to the growth, expansion and diversification of business activities of an enterprise. In addition, new vacancies are possible due to job specification. Pankaj Barot 20 August 2012
  7. 7.  The methods of recruitment open to a business are often categorised into: Internal recruitment is when the business looks to fill the vacancy from within its existing workforce. External recruitment is when the business looks to fill the vacancy from any suitable applicant outside the business. Pankaj Barot 20 August 2012
  8. 8. The four most popular ways of recruitingexternally are: Job centres - These are paid for by the government and are responsible for helping the unemployed find jobs or get training. They also provide a service for businesses needing to advertise a vacancy and are generally free to use. Pankaj Barot 20 August 2012
  9. 9. Job advertisements - Advertisements are the most common form of external recruitment. They can be found in many places (local and national newspapers, notice boards, recruitment fairs) and should include some important information relating to the job (job title, pay package, location, job description, how to apply-either by CV or application form). Pankaj Barot 20 August 2012
  10. 10. Recruitment agency - Provides employers with details of suitable candidates for a vacancy and can sometimes be referred to as „head-hunters‟. They work for a fee and often specialise in particular employment areas e.g. nursing, financial services, teacher recruitment Pankaj Barot 20 August 2012
  11. 11. Personal recommendation - Often referred to as „word of mouth‟ and can be a recommendation from a colleague at work. A full assessment of the candidate is still needed however but potentially it saves on advertising cost. Pankaj Barot 20 August 2012
  12. 12. Techniques of Recruitment: Recruitment techniques are the means or media by which management contacts prospective employees or provide necessary information or exchanges ideas in order to stimulate them to apply for jobs. Management uses different types of techniques to stimulate internal and external candidates. Techniques of Recruitment are divided into two visa Traditional and Modern: Pankaj Barot 20 August 2012
  13. 13. Techniques Traditional techniques 1.Promotions 2.Transfers 3.Advertising Pankaj Barot 20 August 2012
  14. 14. Modern 2.Salary &techniques Perks 1.Scouting 3.ESOP’s Pankaj Barot 20 August 2012
  15. 15. Traditional Techniques of Recruitment: Promotions: Most of the internal candidates would be stimulated to take up higher responsibilities and express their willingness to be engaged in the higher level jobs if the management gives them the assurance that they will be promoted to the next higher level. Transfers: employees will be stimulated to work in the new sections or places if the management wishes to transfer them to the places of their choice. Advertising: Advertising is a widely accepted technique of recruitment, though it mostly provides one way communication. It provides the candidates in different sources, the information about the job and company and stimulates them to apply for jobs. It includes advertising through different media like newspapers, magazines of all kind, television etc. Pankaj Barot 20 August 2012
  16. 16. Management in order to achieve these objectives of advertising has to: - Analyse job requirements - Decide who does what - Write the copy - Design the advertisement - Plan and select the media and - Evaluate response. Pankaj Barot 20 August 2012
  17. 17. Modern Techniques of Recruitment: Scouting: Scouting means sending the representation of the organizations to various sources of recruitment with a view to persuading or stimulating the candidates to apply for jobs. The representatives provide information about the company and exchange information and ideas and clarify the doubts of the candidates. Salary and Perks: Companies stimulate the prospective candidates by offering higher level salary, more perks, quick promotions etc. ESOP’s: Companies recently started stimulating the employees by offering stock ownership to the employees through their Employees Stock Ownership Programmes (ESOPs). Pankaj Barot 20 August 2012
  18. 18. Purpose and importance of Recruitment: Determine the present and future requirements of the organization on 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 under qualified or overqualified job applicants. Help reduce the probability that job applicants, once recruited and selected, will leave the organization only after a short period of time. Pankaj Barot 20 August 2012
  19. 19. Pankaj Barot 20 August 2012

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