The concept of recruitment


Published on

Published in: Education, Technology, Business
No Downloads
Total views
On SlideShare
From Embeds
Number of Embeds
Embeds 0
No embeds

No notes for slide

The concept of recruitment

  1. 1. THE CONCEPT OF RECRUITMENT By- Deepti SharmaFaculty, School of Commerce, DAVV, Indore
  2. 2. Meaning Of RecruitmentAccording to Edwin B. Flippo, recruitment is the process ofsearching the candidates for employment and stimulating them toapply for jobs in the organisation”. Recruitment is the activity thatlinks the employers and the job seekers. A summary of fewdefinitions of recruitment cab be understood as:•A process of finding and attracting capable applicants foremployment. The process begins when new recruits are soughtand ends when their applications are submitted. The result is a poolof applications from which new employees are selected.•It is the process to discover sources of manpower to meet therequirement of staffing schedule and to employ effective measuresfor attracting that manpower in adequate numbers to facilitateeffective selection of an efficient working force.
  3. 3. Meaning Of Recruitment•Recruitment of candidates is the function preceding theselection, which helps create a pool of prospectiveemployees for the organisation so that the managementcan select the right candidate for the right job from thispool. The main objective of the recruitment process is toexpedite the selection process.•Recruitment is a continuous process whereby the firmattempts to develop a pool of qualified applicants for thefuture human resources needs even though specificvacancies do not exist. Usually, the recruitment processstarts when a manger initiates an employee requisition fora specific vacancy or an anticipated vacancy.
  4. 4. Recruitment Needs are of Three types •PLANNED i.e. the needs arising from changes in organization and retirement policy. •ANTICIPATED Anticipated needs are those movements in personnel, which an organization can predict by studying trends in internal and external environment. •UNEXPECTED Resignation, deaths, accidents, illness give rise to unexpected needs.
  5. 5. Purpose and Importance of Recruitment•Attract and encourage more and more candidates to apply in theorganisation.•Create a talent pool of candidates to enable the selection of bestcandidates for the organisation.•Determine present and future requirements of the organization inconjunction with its personnel planning and job analysis activities.•recruitment is the process which links the employers with theemployees.•Increase the pool of job candidates at minimum cost.
  6. 6. Purpose and Importance of Recruitment• Help increase the success rate of selection processby decreasing number of visibly under qualified oroverqualified job applicants.• Help reduce the probability that job applicants oncerecruited and selected will leave the organizationonly after a short period of time.• Meet the organizations legal and social obligationsregarding the composition of its workforce.• Begin identifying and preparing potential jobapplicants who will be appropriate candidates.• Increase organization and individual effectivenessof various recruiting techniques and sources for alltypes of job applicants
  7. 7. Recruitment Process•The recruitment and selection is the majorfunction of the human resource department andrecruitment process is the first step towardscreating the competitive strength and therecruitment strategic advantage for theorganisations. Recruitment process involves asystematic procedure from sourcing thecandidates to arranging and conducting theinterviews and requires many resources andtime. A general recruitment process is asfollows:
  8. 8. Identify vacancy Conducting interview Prepare job description and decision making and person specification Arrange Advertising theinterviews vacancy Short-listing Managing the response
  9. 9. Sources Of RecruitmentEvery organisation has the option of choosing the candidates for its recruitement processes from two kinds of sources: internal and external sources.The sources within the organisation itself (like transfer of employees from one department to other, promotions) to fill a position are known as the internal sources of recruitement.Recruitment candidates from all the other sources (like outsourcing agencies etc.) are known as the external sources of The recruitement.
  11. 11. METHODS OF RECRUITEMENT • INTERNAL METHOD 1. Promotion 2. Transfer • DIRECT METHOD 1. Professional Institutions 2. Seminars 3. Mobile office
  12. 12. • INDIRECT METHOD 1. Advertisement in Newspaper 2. Advertisement in television and Radio 3. Journal and technical magzines.• THIRD PARTY METHOD 1. Employment agencies 2. Professional associations 3. Consulting firms 4. Friends and relatives
  13. 13. Components of recruitement Policy•The general recruitment policies and terms of theorganisation•Recruitment services of consultants•Recruitment of temporary employees•Unique recruitment situations•The selection process•The job descriptions•The terms and conditions of the employment
  14. 14. A recruitment policy of an organisation should be such that:It should focus on recruiting the best potential people•To ensure that every applicant and employee is treated equally with dignityand respect.•To aid and encourage employees in realizing their full potential.•Transparent, task oriented and merit based selection.•Weightage during selection given to factors that suit organization needs.•Optimization of manpower at the time of selection process.•Defining the competent authority to approve each selection.•Abides by relevant public policy and legislation on hiring•Integrates employee needs with the organisational needs.
  15. 15. Recent Trends in Recruitment • OUTSOURCING • POACHING/RAIDING. • E-RECRUITMENT
  16. 16. Advantages of recruitment•Low cost.•No intermediaries•Reduction in time for recruitment.•Recruitment of right type of people.•Efficiency of recruitment process.
  17. 17. Recruitement Vs Selection 1. The recruitment is the process of searching thecandidates for employment and stimulating them toapply for jobs in the organisation WHEREAS selectioninvolves the series of steps by which the candidates arescreened for choosing the most suitable persons forvacant posts.2. The basic purpose of recruitments is to create atalent pool of candidates to enable the selection of bestcandidates for the organisation, by attracting more andmore employees to apply in the organisationWHEREAS the basic purpose of selection process is tochoose the right candidate to fill the various positions inthe organisation.
  18. 18. 3. Recruitment is a positive process i.e.encouraging more and more employees to applyWHEREAS selection is a negative process as itinvolves rejection of the unsuitable candidates.4. Recruitment is concerned with tapping thesources of human resources WHEREAS selectionis concerned with selecting the most suitablecandidate through various interviews and tests.5. There is no contract of recruitment establishedin recruitment WHEREAS selection results in acontract of service between the employer and theselected employee.
  20. 20. HR challenges in recruitment•Adaptability to globalization – The HR professionals are expected and requiredto keep in tune with the changing times, i.e. the changes taking place across theglobe. HR should maintain the timeliness of the process•Lack of motivation – Recruitment is considered to be a thankless job. Even if theorganisation is achieving results, HR department or professionals are not thankedfor recruiting the right employees and performers.•Process analysis – The immediacy and speed of the recruitment process are themain concerns of the HR in recruitment. The process should be flexible, adaptiveand responsive to the immediate requirements. The recruitment process shouldalso be cost effective.•Strategic prioritization – The emerging new systems are both an opportunity aswell as a challenge for the HR professionals. Therefore, reviewing staffing needsand prioritizing the tasks to meet the changes in the market has become achallenge for the recruitment professionals.
  21. 21. Recruitement Trends in KPO’s• Knowledge process outsourcing (KPO) is the next bigthing in the outsourcing sector. By 2010, Indian KPO sectoris estimated to have 71 percent share of the global KPOsector. Recruitment Trends in KPO industry in India isgrowing at a tremendous rate. KPO sector is growing andso are the job opportunities in this sector. The industrycurrently employees more than 26000 employees and areexpected to grow to 250,000 employees by 2010 (asestimated by NASSCOM).• The final recruitment process in KPOs generally consists of the following rounds: Aptitude tests Case study rounds 2 or 3 interview rounds
  22. 22. • The qualities looked for in candidates are: Business acumen Strong analytical and quantitative skills Flair for research, eye for detail Understanding of various sectors Communication skills Leadership capabilities• Depending upon the qualifications, the package for thefreshers range from 2 lacs p.a. to 4 lacs. The KPOs arerecruiting Post graduates in bulk. MBAs and post graduatesare in great demand in KPOs. Apart from the managementrelated positions like HR, finance etc., KPOs are recruitingfrom B-schools for various positions in research like researchanalysts in various domains like market research, financialservices etc. the opportunities range from primary tosecondary research. The industry also provides lucrativecareer options to graduates with excellent academic records tostart career in research.