Recruitment
Is the process of identifying and
generating a pool of capable people to
apply
for
employment
to
an
organizati...




Maintenance- health & safety, good
working conditions
Records, Research & Audit for present
& future control
Procurement of personnel






Determination of kind or quality of personnel
needed-Job Analysis
-Job Description
-Job/...
Man Power Planning
Assessing Current
Human Resources

Assessing Future
Human Resource
Needs

Developing a
Program to Meet
...
Recruitment - Definition




William F Glueck – set of
organization uses to
candidates
possessing
characteristics to hel...
-The process starts with identification of
job openings due to-attrition;
-promotion;
-Internal transfer;
-Company’s plan;...
Pre-requisites of a sound Recruitment
Policy


Conformity with its general policies-flexible enough to meet the changing ...
The Recruitment and Selection Process –
Steps
1.

Decide what positions you’ll have to fill through
personnel planning and...
The Recruitment and Selection
Process

The recruitment and selection process is a series of
hurdles aimed at selecting the...
Recruitment and Selection process
contd…
Source of Recruitment depends
upon Nature and size of the company;
 Level of vacancies to be filled up;
 Number of vaca...
Sources of recruitment


Internal
thru job
posting/HRIS
(employees
inventory)



External
Internal Recruitment

–Job posting
 Publicizing

an open job to employees
(often by literally posting it on bulletin
boar...


Re-hiring former employees
– Advantages:
 They

are known quantities.
 They know the firm and its culture.

– Disadva...
Internal Sources of Candidates:
Hiring from Within

Benefits of Internal Candidates
Demerits of Internal Recruitment






Often leads to inbreeding, and discourages
new blood from entering an organisat...
Usually, internal sources can be used
effectively if the number of vacancies
are not very large, adequate employee
records...
External Recruitment
It is limited primarily to entry-level
jobs. Jobs above the entry level are
usually filled with curre...
External Recruitment– selecting the best candidates
– creating new organizational culture and
management style
– lack loya...
Sources of recruitment
Internal
thru job posting/HRIS
(employees inventory)
– Present employees
Present Temp/ Casual
– Ret...
Types of External Recruitment


Educational & Training Institutesfresh work force, easily fit in the firm’s
work culture ...
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Recruitment

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Recruitment

  1. 1. Recruitment Is the process of identifying and generating a pool of capable people to apply for employment to an organization. It not only satisfy a company’s needs, it’s an activity which influences the shape of the company’s future.
  2. 2.   Maintenance- health & safety, good working conditions Records, Research & Audit for present & future control
  3. 3. Procurement of personnel    Determination of kind or quality of personnel needed-Job Analysis -Job Description -Job/man Specification Or -Role Analysis Technique Determination of quantity of personnel needed – Man-power Planning , and Recruitment ,selection & placement
  4. 4. Man Power Planning Assessing Current Human Resources Assessing Future Human Resource Needs Developing a Program to Meet Needs
  5. 5. Recruitment - Definition   William F Glueck – set of organization uses to candidates possessing characteristics to help the reach its objectives. activities an attract job appropriate organization Byars & Rue –Involves seeking & attracting a pool of people from which qualified candidates for job vacancies can be chosen.
  6. 6. -The process starts with identification of job openings due to-attrition; -promotion; -Internal transfer; -Company’s plan; -Reengineering of work place, etc.
  7. 7. Pre-requisites of a sound Recruitment Policy  Conformity with its general policies-flexible enough to meet the changing needs of an organization. -be designed so as to ensure employment opportunities on long term basis to achieve organizational -match the qualities of employees -Highlight the meeting of established job analysis
  8. 8. The Recruitment and Selection Process – Steps 1. Decide what positions you’ll have to fill through personnel planning and forecasting. 2. Build a pool of candidates for these jobs by recruiting internal or external candidates. Have candidates complete application forms and perhaps undergo an initial screening interview. Use selection techniques like tests, background investigations, and physical exams to identify viable candidates. 3. 4. 5. Decide who to make an offer to, by having the supervisor and perhaps others on the team interview the candidates.
  9. 9. The Recruitment and Selection Process The recruitment and selection process is a series of hurdles aimed at selecting the best candidate for the job.
  10. 10. Recruitment and Selection process contd…
  11. 11. Source of Recruitment depends upon Nature and size of the company;  Level of vacancies to be filled up;  Number of vacancies to be filled up;  Budget allocation;  Time period to fill the vacancy.  Management policy,  Types of jobs involved,and  Supply of labour relative to demand, and labour market.
  12. 12. Sources of recruitment  Internal thru job posting/HRIS (employees inventory)  External
  13. 13. Internal Recruitment –Job posting  Publicizing an open job to employees (often by literally posting it on bulletin boards) and listing its attributes.  Examination of HR records for potential candidates
  14. 14.  Re-hiring former employees – Advantages:  They are known quantities.  They know the firm and its culture. – Disadvantages:  They may have less-than positive attitudes.  Rehiring may sent the wrong message to current employees about how to get ahead.
  15. 15. Internal Sources of Candidates: Hiring from Within Benefits of Internal Candidates
  16. 16. Demerits of Internal Recruitment    Often leads to inbreeding, and discourages new blood from entering an organisation. Possibilities of internal sources “drying up”, and it may be difficult to find the requisite personnel from within an organisation. As promotion is based on seniority, the danger is that really capable hands may not be chosen. Failed applicants become discontented
  17. 17. Usually, internal sources can be used effectively if the number of vacancies are not very large, adequate employee records are maintained, and employees have prepared themselves for promotions.
  18. 18. External Recruitment It is limited primarily to entry-level jobs. Jobs above the entry level are usually filled with current employees through promotions. Promotional opportunities lead to reduced turnover, increased job satisfaction, and better job performance.
  19. 19. External Recruitment– selecting the best candidates – creating new organizational culture and management style – lack loyalty and high turnover rate – difficult to persuade local partner to accept this practice
  20. 20. Sources of recruitment Internal thru job posting/HRIS (employees inventory) – Present employees Present Temp/ Casual – Retrenched / Retired – Dependents of diseased, disabled , retired and present employees External – Educational & Training Institutes – Pvt employment agencies /consultants – Public employment exchanges , – Professional Asso. – Data banks – Trade Unions
  21. 21. Types of External Recruitment  Educational & Training Institutesfresh work force, easily fit in the firm’s work culture . IBM sponsors leadership development workshops to partly position itself as a company that values leadership.

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