Recruitment is the process of hiring new employees. It involves defining job roles, generating applications, screening candidates, and making offers. The goals of recruitment are to determine current and future staffing needs, increase the pool of candidates at low cost, and improve hiring success rates. Recruitment strategies include investing in employee marketing, using technology and social media, and challenging traditional approaches. HR faces challenges in ensuring timely and cost-effective recruitment while adapting to globalization and technological change. Common recruitment methods include internal postings, referrals, job boards, agencies, campus recruiting and walk-ins. Evaluation of the recruitment process is important to assess candidate selection and job performance.

2. Presented
By
Syed AbdulWasay

3. MPS PRESENTATION

7. What Is Recruitment process?
Recruitment is the process of employing the right candidate and adding or
placing him into a particular team or group, though it can be any kind but here
we specifically are discussing about workplace.
In simple words, recruitment is a selection process done for hiring the right
person into your workforce or organization.This responsibility is not only taken
up by a single person but covers the whole team working for the hiring process.

9. Stages of
Recruitment
Process:
Defining the job role.
Generating applications from candidates.
Monitoring the entire application and
selection process..
Offering employment.

10. Need for Recruitment:
It helps the organization by finding the need for requirements by job analysis activities and personnel planning.
To collect many job candidates with less cost.
It helps to organize application by dividing them by underqualified or overqualified, to increase the possibility of
increasing and choosing the successful person to the right place.
Employing new and better-qualified staff often the only effective long-term strategy for improving operational
performance.
Capabilities and commitment of employees ensure an organization’s success.
Raise organizational and individual value in the short term and long term.

11. Purpose of Recruitment:
Determine
Determine current and
future needs:To
determine the present
and future needs of the
organization, with the
combination of their
plan and job analysis
activities. This is one of
the most important
objectives of
recruitment.
Increase in
Increase in the job
pool:To increase the
pool of job candidates
at the minimum post
cost.
Increase
Assistance in increasing
success rate:To help
increase the success
rate of the selection
process by reducing the
visible number of
under-qualified or
exaggerated job
applicants.
Help
Help reduce the
probability:To help
reduce the likelihood of
job applicants, once
recruited and selected,
only after a short
period they can cure
the organization.

12. Contin……
Meet the organization’s social and legal obligation: it should fulfill
the organization’s social and legal liability towards the combination
of its employees
Meet
Start identifying job applicants: Identifying job applicants and
preparing for potential job applicants will be a suitable candidate.
Start
Increase effectiveness:To increase organizational and personal
effectiveness in the short-term and long-term.
Increase
Evaluate effectiveness:To evaluate the effectiveness of various
recruitment techniques, all types of jobs are the source for the
applicants.This is the ultimate purpose of recruitment.
Evaluate

13. minimum cost

16. Recruitment Strategies:
Some of the top
recruitment strategies
which are tried and tested
are as follows:
Work on the employee
marketing budget.
Use of proper marketing
strategies.
Challenge traditional
thinking.
Utilizing smart
technologies and sourcing
tools.
Social media also helps.

18. Objectives of Recruitment
organization’s objective (short term and long term),
identification of the recruitment needs,
the preferred source of recruitment,
criteria of selection and preferences, and
the cost of recruitment and its financial implications of the
same. Objectives are targets and goals.

19. HR Challenges
in Recruitment
Adaptability to globalization
The HR professionals are expected and
required to keep in tune with the changing times,
i.e. the changes taking place across the globe. HR
should maintain the timeliness of the process.
 Lack of motivation
• Recruitment is considered to be a thankless job.
Even if the organization is achieving results, HR
department or professionals are not thanked for
recruiting the right employees and performers.

20. Process analysis
• The immediacy and speed of the recruitment
process are the main concerns of HR in recruitment.
The process should be flexible, adaptive and
responsive to the immediate requirements.
The recruitment process should also be cost
effective.
Strategic prioritization
• The emerging new systems are both an opportunity
as well as a challenge for the HR professionals.
• Therefore, reviewing staffing needs and prioritizing
the tasks to meet the changes in the market has
become a challenge for recruitment professionals.
HR Challenges in
Recruitment

21. Technological changes
• The decision to strategy development relates to the
methods used in recruitment and selection. This
decision is mainly influenced by the available
technology. The advent of computers has made it
possible for employers to scan national and
international applicant qualifications.
• Technological advancement has made it possible
for job seekers to gain better access. They have
begun sending C.V. about themselves to a number
of organizations without wasting time and without
spending money on travel.
HR Challenges in
Recruitment

24. Methods of Internal Recruitment:
Internal
Advertisements (
emails, newsletters,
forms ).
Word of Mouth. Promotions.
Internal Employee
Referrals.
Retired Employees
for temporary or
contract positions.
Present
temporary/contract
employees to
permanent positions.
Former employees
for part
time/freelancer/work
at home.

27. Methods of
External
Recruitment:
Job Portals
Internal and External Employee Referrals
Recruitment/Headhunting agencies
Job ads on Newspapers/Websites
Campus Recruitment
Walk In

29. EVALUATION AND CONTROL
Analyzing whether the given job is performed properly or not
Evaluating the recruitment process based on the number of
candidates selections/Rejections
Performance of the candidate

37. EMPLOYEE TEST
Aptitude
Test
Personality
Test
Interest
Test
Intelligence
Test

45. CONCLUSION
• Above all, the process recruitment & selection has all
the way become more difficult. Since the organizations
want to hire more talented and effective employees and
can create a difference in the interest of the organization.
The organizations have adopted different methods
of recruiting a candidate.