This document discusses recruitment strategies and factors that affect them. It covers internal recruitment methods like job postings and referrals, as well as external methods like social media, universities, and third-party recruiters. Factors that influence strategies include an organization's policies, size, costs, growth, labor market conditions, competitors, and legal/ethical considerations around discrimination. The goal of recruitment strategies is to attract high-quality candidates through fair and transparent practices.
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Recruitment is key function of HR. It is bridge between job seeker & employer. Today, technology plays big role into the recruitment. This presentation is describes about basic process of Recruitment, Types of Recruitment, Recruitment methods , job consultant cycle in Recruitment & factors affecting recruitment.
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These strategic process is comprehensive, planned and contribute to the success of the organization and has long-term value creating potentiality. SHRM is the management of HR philosophies, policies, and practices to enable the achievement of the organizational strategy.
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Identify the key stages in the recruitment process.
Discuss the importance of developing a job analysis and job descriptions.
Outline the different types of recruitment strategies.
List the advantages and disadvantages of different recruitment strategies.
Understand and Differentiate between strategic recruitment and selection.
Identify the dual goals of recruiting.
Comprehend recruitment process from organizational as well as individual perspective.
Identify what strategic decisions are involved in recruiting.
Explain the major recruitment methods and analyze their advantages and disadvantages.
Identify the basic selection criteria.
Design and administer an effective selection process.
Evaluate the three methods e.g., information gathering, tests and interviewing used in employee selection.
Appreciate varied contemporary interviewing techniques used by interviewers.
Design interview form and evaluation matrix.
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2. Topic covered in this module
include:
1. Introduction to Recruitment Strategy;
2. Role of Recruitment Strategy, objective, and its
importance;
3. Factors Affecting Recruitment Strategies;
4. Modern Recruitment Strategies;
5. Internal approach recruitment strategy, methods,
benefits, and challenges;
6. External approach recruitment strategy, methods, how to
design compelling external job posting;
7. Recruitment legal and ethical considerations.
3. At the end of this module, the learner will be able to:
1. Understand the role and importance of having a
clear Recruitment Strategies;
2. Discuss the factors that can affect recruitment
strategy;
3. Understand the methods, and how to design the
compelling job postings;
4. Understand the legal and ethical issues of
Recruitment Strategy.
Learning Outcomes
4. UNDERSTANDING
Recruitment
Strategy
● Recruitment strategy is a clear-cut hiring plan that
defines the roles your company plans to recruit for, when
and where those job opportunities will be posted, and the
evaluation strategies through which you'll identify top
candidates.
● This is a core element of the framework that hiring
managers and HR professionals can follow in order to
standardize and optimize hiring within your business.
5. USE OF
RECRUITMENT
STRATEGIES
● Businesses use recruitment
strategies to attract high-quality
candidates to their organization
in order to fill open positions.
● Not every recruitment
strategy is effective or
applicable to every job
opening, company or
industry.
6. ● Additionally, recruitment strategies
can help ensure that you're using
fair practices to find candidates.
● With an effective recruitment strategy,
you'll see a more diverse range of
candidates and can evaluate them
based on their qualifications and merits
in order to make a hiring decision.
● Knowing which strategy to use for your specific
situation can help increase the likelihood that you
hire the best possible candidate for your
organization.
USE
OF
RECRUITMENT
STRATEGIES
7. IMPORTANCE OF
RECRUITMENT STRATEGY
Transparency
-With a thorough and thoughtful
recruitment strategy in place,
your organization can ensure
transparency to prospective
candidates during each step of
the recruitment and hiring
process.
Merit
-A well designed
recruitment strategy
places merit for the
position over other
deciding factors that may
not reveal the same
readiness about the
candidate.
Consistency
-Ensuring each
recruitment effort is
the same can help your
company's overall
hiring practices remain
consistent.
8. Credibility
-Your company will have
greater credibility in the
employment marketplace
by using a consistent set of
effective recruiting
strategies.
-Oftentimes, using a
recruitment strategy can
help you write better and
more
comprehensive job
descriptions to attract
potential candidates.
Clarity
IMPORTANCE OF
RECRUITMENT STRATEGY
9. Review your Current Strategy
STEPS TO ESTABLISH
AN EFFECTIVE
RECRUITMENT STRATEGY
02
03
04
01
Identify your Needs
Consider Best Avenues
Establish a Job Description
10. Set a Time-frame
STEPS TO ESTABLISH
AN EFFECTIVE
RECRUITMENT STRATEGY
06
07
08
05
Make a Budget
Begin Recruiting
Determine the Process
11. TIPS FOR A SUCCESSFUL
RECRUITMENT STRATEGY
Use these tips to help you run a successful recruiting strategy:
● Consider the experience. Make sure the candidate understands
how the recruitment process works and ensure they have a
positive experience.
● Have effective offboarding. Many employer-employee
relationships end positively. An effective offboarding process
can entice past employees to come back to the company later.
● Update your tech. Ensure you're using the best and most up-to-
date recruitment software and platforms available.
12. TIPS FOR A SUCCESSFUL
RECRUITMENT STRATEGY
● Use a team. Use a group of recruiters and interviewers to help
make hiring decisions rather than a single individual. This can
help avoid inherent bias and other hiring missteps.
● Look for quality. Focus on recruiting a few quality candidates
rather than many less qualified candidates. It can save time and
money.
● Market your company. Use your resources to market your
company to prospective candidates, just as you might market your
product to potential buyers.
● Optimize the interview. The job interview is a great time to
ensure the candidate is both a good technical fit and a good social
fit for the organization.
14. 1. Recruitment Policy
-The recruitment policy of the organization i.e.
recruiting from internal sources and external also
affect the recruitment process.
Factors Affecting Recruitment Policy
• Need of the organization.
• Organizational objectives
• Preferred sources of recruitment.
• Government policies on reservations.
• Personnel policies of the organization and its
competitors.
• Recruitment costs and financial implications.
INTERNAL
FACTORS
-also called as
“endogenous factors” are
the factors within the
organization that affect
recruiting personnel in the
organization.
2. Human Resource Planning
-Effective human resource planning helps in determining the gaps present in the
existing manpower of the organization. It also helps in determining the number
of employees to be recruited and what qualification they must possess.
15. 3. Size of the Organization
-The size of the organization affects the recruitment
process. If the organization is planning to increase
its operations and expand its business, it will think
of hiring more personnel, which will
handle its operations.
4. Cost involved in recruitment
-Recruitment incur cost to the employer, therefore,
organizations try to employ that source of
recruitment which will bear a lower cost of
recruitment to the organization for each candidate.
5. Growth and Expansion
-Organization will employ or think of employing
more personnel if it is expanding its operations.
INTERNAL
FACTORS
16. EXTERNAL
FACTORS
1. Supply and Demand
-The availability of manpower both within and outside the organization
is an important determinant in the recruitment process.
2. Labour Market
Employment conditions in the community where
the organization is located will influence the
recruiting efforts of the organization.
3.Goodwill / Image of the organization
Image of the organization is another factor
having its influence on the recruitment process of
the organization.
4. Political-Social- Legal Environment
Various government regulations prohibiting
discrimination in hiring and employment have
direct impact on recruitment practices.
17. EXTERNAL
FACTORS
5. Unemployment Rate
One of the factors that influence the
availability of applicants is the growth of
the economy (whether economy is growing
or not and its rate).
6.Competitors
The recruitment policies of the competitors
also affect the recruitment function of the
organizations. To face the competition,
many a times the organizations have to
change their recruitment policies according
to the policies being followed by the
competitors.
19. Internal Recruitment Strategies
Internal recruiting typically consists of one or more of
the following approaches:
1. JOB POSTING 2. NOMINATIONS
4. SUCCESSION PLANNING
3. KNOWLEDGE, SKILLS AND
ABILITIES DATABASE
Employee referrals. One of the most effective methods to
attract loyal, productive employees is to rely on employees to
spread the word to their friends, former co-workers and family
members about job openings available.
20. External Recruitment Strategies
1. THIRD-PARTY RECRUITERS
2. TEMPORARY FIRMS/TEMP-TO-REGULAR
PLACEMENT
3. HIGH SCHOOLS, TECHNICAL SCHOOLS,
COLLEGES AND UNIVERSITIES
In addition to on-campus interviewing days, employers may become involved with a
number of activities to generate interest, including the following:
● Developing a co-op or intern program.
● Talking to a college class or club.
● Participating in a career fair.
● Developing nominators in teachers and placement counselors.
● Advertising in the school newspaper.
● Placing notices on campus bulletin boards.
● Hosting a day with students or with teachers.
22. Legal and Ethical Issues in
Recruitment
A variety of federal laws prohibit employment discrimination on the
basis of:
● Age.
● Citizenship.
● Race/color.
● Disability.
● Pregnancy.
● Religion.
● Sex (including gender identity and sexual orientation).
Many states have similar laws that cover smaller employers. State
laws can also prohibit discrimination on additional bases, such as
personal appearance or marital status.
24. CREDITS: This presentation template was
created by Slidesgo, including icons by Flaticon,
and infographics & images by Freepik
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yourcompany.com
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