The document discusses contemporary trends in recruitment from a global perspective. It covers topics such as the changing approaches to recruitment like ethnocentric, polycentric, geocentric and regiocentric. Additionally, it discusses the recruitment process and sources of recruitment as well as current trends in recruitment like the use of video interviewing, mobile recruitment, and artificial intelligence.

1. CONTEMPORARY TRENDS
IN RECRUITMENT
(A GLOBAL VIEW)
NAME- ANISHA KUMAR KUTTY
ROLL NO- HPGD/JL17/4152
SPECIALIZATION: HUMAN RESOURCE
PRIN L N WELINGKAR INSTITUTE OF MANAGEMENT DEVELOPMENT &
RESEARCH
YEAR OF SUBMISSION: JUNE 2019

2. HUMAN RESOURCE MANAGEMENT
• Human resource management (HRM) Is the strategic approach to the effective
management of people in a organization such that they help their business gain a
competitive advantage. It is designed to maximize employee performance in service of
an employer's strategic objectives. Human resource management is primarily concerned
with the management of people within organizations, focusing on policies and systems.
• The overall purpose of human resources (HR) is to ensure that the organization is able
to achieve success through people. HRM is both the art of managing people by recourse
to creative and innovative approaches; it is a science as well because of the precision
and rigorous application of theory that is required.

3. Human resource management (HRM) is concerned with the ―people dimension in management.
Since every organization is made up of people, acquiring their services, developing their skills,
motivating them to high levels of performance, and ensuring that they continue to maintain their
commitment to the organization are essential to social action, Getting and keeping good people is
critical to the success of organization, whether profit or non profit, public or private
Each organization works towards the realization of one vision. The same is achieved by
formulation of certain strategies and execution which lie on various process.
The following are the various HR processes:
• Human resource planning (Recruitment, Selecting, Hiring, Training, Induction, Orientation,
Evaluation, Promotion and Layoff).
• Employee remuneration and Benefits Administration
• Performance Management.
• Employee Relations

4. In recent years there has been relative agreement among HRM specialists that what constitutes the
field of HRM. The model that provided the focus was developed by the American Society for Training
and Development (ASTD).' In its study, ASTD identified nine human resource areas:
• Training and development
• Organization development
• Organization /Job Design
• Human resource planning
• Selection and Staffing
• Personnel Research and Information Systems
• Compensation / Benefits
• Employee Assistance
• Union / Labor Relations
These nine areas have been termed spokes of the wheel in that each area impacts on human resource
outputs: quality of work life, productivity, and readiness for change.
HRM MODEL

5. RECRUITMENT
• Recruitment is an important part of an organization’s human resource planning and their competitive
strength. Competent human resources at the right positions in the organization are a vital resource and
can be a core competency or a strategic advantage for it.
• Recruitment acts as a link between the employers and the job seekers and ensures the placement of
right candidate at the right place at the right time. Using and following the right recruitment processes
can facilitate the selection of the best candidates for the organization.
 Meaning:
• Recruitment is a positive process of searching for prospective employees and stimulating them to apply
for the jobs in the organisation. When more persons apply for jobs then there will be a scope for
recruiting better persons. Recruitment is understood as the process of searching for and obtaining
applicants for the jobs, from among whom the right people can be selected.

6.  Definition of Recruitment:
• According to Edwin B. Flippo, “It is a process of searching for prospective
employees and stimulating and encouraging them to apply for jobs in an
organisation.” He further elaborates it, terming it both negative and positive.
 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.

7.  Approaches to recruitment
The main aim of any recruitment team is to find the right people for the right task at the right time.
However, HR departments of international organizations may adopt one of the following approaches for
recruiting employees for global operations.
 Ethnocentric Approach-The ethnocentric approach places natives of the home country of
business in key position at home and abroad
 Polycentric Approach-When a company approach a strategy of limiting recruitment to the
nationals of the host country is called polycentric approach
 Geocentric Approach - In geometric approach the company adopts the strategy of recruiting most
suitable person for the position available on it,irrespective of their nationalities
 Regiocentric Approach -A regiocentric approach to hiring selects management personnel from
within a region of the world which most closely resembles that the host country

8. RECRUITMENT PROCESS
 Identify vacancy
 Prepare job description and person specification
 Advertising the vacancy
 Managing the response
 Short-listing
 Arrange interviews
 Conducting interview and decision making

9. SOURCES OF RECRUITMENT
• Depending on the type of job opening, you can recruit qualified staff from several internal and external
sources .
 INTERNAL SOURCES:
You may have someone in mind that may be suitable for the job. It may be a relative or a close friend.
He/she is someone whom you can trust and who is qualified, with the relevant experience.If your business
has been ongoing with an existing pool of employees, you may also wish to allow your existing employees
the opportunity to be considered for the new job opening. Following are internal sources of recruitment.
 TRANSFERS
 PROMOTIONS
 DEMOTIONS
 RETIRED EMPLOYESS
 EMPLOYEES OF THE ORGANISATION

10. SOURCES OF RECRUITMENT
 EXTERNAL SOURCES:
External sources of recruitment involve motivating the skilled and more efficient candidates external to the organization
to apply for the vacant positions in the organization. Job openings are informed to the external environment by using
various methods such as
 ADVERTISEMENTS
 EDUCATIONAL INSTITUTES
 PLACEMENT AGENCIES
 JOB FAIRS AND WALKINS:
 PLACEMENT AGENCIES
 COMPANY WEBSITES
 JOB PORTALS
 WALKINS
 JOB FAIRS

11. CONTEMPORARY TRENDS IN RECRUITMENT
• Changing Trends of Recruitment Practice to enhance the Quality of hiring in Global
Organizations.
• Human capital is arguably the most treasured and valued asset of any organization, and is
primarily responsible for adding value to all other assets of an organization. The very word
recruitment is a logistics nightmare for the HR of many organizations. It has been seen, in this
rapid changing world, that various sourcing recruitment channels, such as social media
(LinkedIn, Facebook, etc.) have been developed and used, in addition to the traditional ones
(advertisements, employee referrals, recruitment agencies, etc.). In this paper, an attempt has
been made to identify the changing trends related to effective hiring sources and to study their
impact on the leading global organizations. It is concluded that a shift is being made towards the
modern and innovative sourcing channels due to various factors like quality, cost, availability,
time, etc.

12. CURRENT TRENDS IN RECRUITMENT
INDUSTRY 2018
• E-recruitment
• Employee Referral
• Head Hunting
• Job Fairs
• Advertising
• Outsourcing
• Networking
• Re-recruiting
• Use of Augmented Reality
• Screening has changed
• Poaching
• Campus Recruitment,
• Job sites/portals,
• Company Websites,
• Social Media (LinkedIn, etc.)
• Increased use of contractors
• Diversity
• Skills in demand

13. VIDEO INTERVIEWING TRENDS
• Video interviews might be more personal than email correspondence or phone
conversations, but they are not perfect parallels of the traditional, in person meeting. In fact,
a team of Canadian researchers found that applicants interviewed via video are less likely to
be hired than applicants interviewed in person, probably because of the ways in which
video interviews affect body language, tone of voice, and other important qualities.
• Recruiters and HR professionals will continue to use video interviewing because, problems
aside, and the technology does offer serious benefits. Most people have easy access to
webcams built right into their computers and smart phones, and video calls offer flexible
scheduling with little-to-no travel costs.

14. MOBILE RECRUITMENT
• Mobile has finally grown up. The smart phone and apps have dragged it into the present and technology is ready to
propel it into the future. Mobile handsets are becoming increasingly sophisticated and yet easier to use.
• The power of cloud computing will enhance handsets to allow extremely complex and processor hungry
computing and therefore a very powerful mobile experience offering more opportunities than desktop.
• Mobile internet will soon account for half, or more, of all internet access.
• Mobile has synergy with recruitment. The immediacy, privacy and convenience offered by a mobile handset is very
important to a job seeker. An appetite exists for job search via mobile and this is clearly demonstrated in the
statistics and anecdotes offered by the panel.
• The panel, every one of them deeply involved and very experienced in mobile, all recognised the huge potential and
rapid growth of mobile internet. They were unanimous in the message that now is the time to adopt and integrate
mobile strategies into your business model. Tomorrow will be too late in such a fast moving market.

15. INTERNATIONAL AI TRENDS
• AI (artificial intelligence) seems to be taking the world of Human Resources and Recruitment by a storm. 2017 has
seen countless different articles and blog posts covering AI. On top of that, more and more recruitment software
seems to make use of AI in some form or another. It’s safe to say, AI in HR and Recruiting can be seen as the most
present trend to dominate the space in the next years.
• As more and more HR tech trends for 2018’ lists start to appear, two things become clear:
• 1 The recruitment market is buzzing with innovation
2 The advancement and applications of AI in recruitment have only just kicked off.
• It’s probably safe to say that there’s an AI-powered solution for virtually every part of your recruitment funnel. And
there are some very good reasons why recruiters and hiring managers should embrace AI, and here’s why:
• To reduce bias
– To improve the candidate experience
– To focus on the human element in HR Among other things.

16. • So to remain on-trend when it comes to AI in recruitment. Here are 5 fascinating uses of
AI in recruitmenT.
1. AI-powered assistants (Chatbots)
2. AI for building relationships with candidates
3. Writing the perfect job advert
4. No more cheating on video
5. 5. Eliminate bias