R E C R U I T M E N T

RECRUITMENT
• It is one of the ways of meeting the manpower
needs of an organization
• It refers to organizational activities that influence
the number and types of applicants who apply for
a job and whether the applicants accept the jobs
offered.
• It is directly connected to manpower planning and
selection
• It represents the first contact between organization
and prospective employees
• Create a +ve impression among the job applicants

An approach to recruitment
• The recruitment process is affected by various
factors –external and internal environment factors
• External environment factors are
economic conditions/domestic and international
competitiveness
Location of the organization
Govt laws,regulations and requirements
Composition of the labor force
The labour union

RECRUITMENT
• The internal environment factors are:
Goals of the organization
Business strategies
organizational culture
Nature of the task
work group/work culture
leadership styles and experience
The above factors influence the recruitment process-
Approach shall be diagnose,prescribe, implement and
evaluate
These factors have an impact on the recruitment process

RECRUITMENT
• HR processes are:
1.Acquiring human resources- HR planning,Job
analysis and design,recruitment-domestic and
international,selection – domestic and
international,equal employment opportunity,
These are concerned about people and results.
2.Rewarding human resources-job analysis,design
and evaluation,compensation and
benefits,performance appraisal
These are also concerned with people and results

RECRUITMENT
• 3.Developing human resources- T&D,Career
planning, Discipline
• These are concerned with people and results
• 4.Maintaining and protecting human resources-
labour relations and collective bargaining,
safety,health and wellness
• All the above processes focus on people and
results
• The desirable end results are socially responsible
and ethical practices,competitive high quality
products or services

RECRUITMENT
• The external factors also include
• the list of recruiting sources for each job category,
• Recruiting advertising
• Estimates of the firms employment needs both on the
short and long term
• Labour market conditions
• Composition of the labour force
• The image of the organization in the society
• The potential employee’s view of recruiting
• The preferences of recruits for organizations and jobs-
choice of occupation is influenced by parents,friends
and relatives,career counselors and organization is by
the image of the company

RECRUITMENT METHODS
After the organization decided the manpower
needs-skillwise, numbers etc then it should look
for sources –both internal and external to generate
a sufficient number of applicants.If there is
inadequate supply of labour and skills internally,
then it must effectively get its message across to
external candidates.
The organization’s choice of method of recruiting
makes all the difference of the recruiting efforts
There are 2 method of recruiting- internal and
external

INTERNAL RECRUITMENT
• Job posting- make effective use of skill
inventories for identifying the internal applicants
for vacancies
• It is difficult for HR manager to know about how
many are interested to apply for the vacancy
• Then to solve this problem job posting and
bidding can be done
• In the past job posting was done thro’ bulletin
boards,house magazines but now advanced
methods thro’ innovative recruiting techniques as
an integrated of an effective career management
system

RECRUITMENT
• In National Semiconductor job postings are
computerised and easily accessible to employees
• Computer software allows the employees to match the
job requirements and their skills &experience
• If there are gaps they are highlighted and enables the
employees whether to apply or not
• If there is a short term shortage,the organization uses
inside moonlighting- enabling the employees to take
up additional responsibility which is suitably
rewarded
• Companies try to ask employees to encourage their
friends or relatives to apply-by providing “finders
fees”

RECRUITMENT
• The employee referrals –Is it not discriminating?
• However the employees referrals should be used
cautiously and not to rely on employee referrals
• Employee referrals are to be used as a supplement
to other kinds of recruitment
• Any other kind of internal recruitment in the
organizations?

RECRUITMENT
• External recruitment-
when the company exhausted the internal sources
of recruitment external sources are to be tapped
for supplementing its workforce
What are the external sources available:

EXTERNAL RECRUITMENT
• Walk ins
• Media ads
• Employment agencies
• Search firms/head hunters
• Special events recruiting
• Internships
• Apprenticeship and training schemes
• E-recruiting
• College recruitment of potential managers and
professionals
• Are there any alternative to recruitment?

• Alternatives to recruitment
• Overtime - high wage amount to be paid
• Employee leasing- useful for small and medium
enterprises
• Temporary employment
• Deputation from other organizations- easily
accessible for experienced persons,low cost etc
• Let us discuss cost- benefit analysis of recruiting-

Cost Benefit analysis of recruitment
• Many aspects of recruiting can be evaluated- the
effectiveness of recruiters- organization sets goals
to recruiting by types of employees. For ex-a goal
to a recruiter may be to hire 350 unskilled and
semi skilled employees,or 100 techs,or 100
machinists or 100 managers per year. Then the
organization decides who are the best recruiters.
They may be those who meet or exceed quotas
and those whose recruits who stay with the
organization and are evaluated well by their
superiors. ???

• Sources of recruits can also be evaluated. For ex in a
college campus recruiting the organization can divide
the number of job acceptances by the number of
campus interviews to compute the cost per hire at each
college
• The methods of recruiting that are used by a company
can be evaluated along various dimensions.
• In addition the organization can calculate the cost of
each method(like advertising) and divide it by the
benefits it yields(acceptance of offers).
• The organization can also examine how much accurate
job information was provided during the recruitment
process

• IS THERE ANY OTHER
• METHOD OF
EVALUATING
THE COST- BENEFIT
RATIO
OF RECRUITMENT?

DISCUSSION

Another aspect of evaluating the recruitment is known
as Quality of hire. This measure can provide
management with an assessment of the quality of new
employees being recruited and hired.
• The quality of hire is calculated as follows:
• QH={PR+HP+HR}/N
where QH= quality of recruits hired
PR= average job performance ratings (20 items
on scale} of new hires( for ex 4 on a 5 point scale or 20
items into 4)
HP=percent of new hires promoted within one
year( 35%)
HR= percents retained after one year( 85%)
N= number of indicators used (3)

• Therefore
QH= (80+35+85) /3= 66.6
The 66 percent quality of hire is a relative value.It will
be up to the management to determine whether this
represents an excellent,good,fair or poor level
When you are evaluating recruitment strategy in the
quality of hire you have to be cautious- performance
ratings and promotion rates are beyond the control of
the recruiter. A good new employee may leave due to
lack of opportunities of promotion,inadequate
performance ratings or job market conditions that
have nothing to do with the effectiveness of the
recruiter.

• Summary
• 1.recruiting is the set of activities an organization
uses to attract prospective candidates with needed
abilities,aptitudes and attitudes to help the
organization to achieve its objectives
• 2.External factors like govt.union restrictions,the
state of the labour market,the labour force
composition,and the location of the organization.
• 3.factors affecting from the organization’s
viewpoint are-recruiting requirements,
organizational policies and procedures,and the
organization’s image.

• 4. Applicants’ abilities,attitudes,preferences,past work
experiences, influences by parents, teachers,friends
and others affect on how they set job preferences and
how they go about seeking a job
• 5.In larger organizations HR dept does recruiting and
in small organizations multipurpose HR people or
operating managers recruit and interview applicants
• 6.Two sources of recruits for additional manpower
needs –internal and external
internal sources can be thro’ job
posting/bidding,moonlighting by present employees,
employee references and external walk ins,etc.

• 7.Alternatives to recruiting personnel when work
must be completed is by overtime,temporary
employees employee leasing
• 8.Advertising,personal recruiting, computerized
matching services,special event recruiting,summer
internships are some of the methods of external
recruitment
• 9.The criteria that characterize a successful college
recruiter include –showing a genuine interest in the
applicant(s),being enthusiastic.employing a style that
is neither too personal nor too stressful,allotting
enough time for applicants comments and questions

• 10. A better job of recruiting and matching
employees to the job(s) will mean a lower
employee turnover and greater employee
satisfaction and organizational effectiveness
• 11. The internet has revolutionized the
organizational recruitment and become an
important job search tool.

R E C R U I T M E N T

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