Recruitment

Labour welfare
RECRUITMENT

Pankaj Barot 20 August 2012

Concept

 Recruitment refers to the process of
attracting, screening, and selecting
a qualified person for a job. All
companies in any industry can
benefit from contingency or
retain professional recruiters or
outsourcing the process
to recruitment agencies.


Objective

 The objective of the recruitment process
is to obtain the number and quality of
employees that can be selected in order
to help the organisation to achieve its
goals and objectives.
 With the same objective, recruitment
helps to create a pool of prospective
employees for the organisation so that
the management can select the right
candidate for the right job from this
pool. Pankaj Barot 20 August 2012

Definition

 Recruitment is the activity that links the
employers and the job seekers. A few
definitions of recruitment are,

 According to Edwin B. Flippo,
“Recruitment is the process of searching
the candidates for employment and
stimulating them to apply for jobs in the
organisation”.


 A formal definition states,
“It is the process of finding and attracting
capable applicants for the employment.
The process begins when new recruits
are sought and ends when their
applicants are submitted. The result is a
pool of applicants from which new
employees are selected”.


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.

 The methods of recruitment open to a
business are often categorised into:

 Internal recruitment is when the business
looks to fill the vacancy from within its existing
workforce.

 External recruitment is when the business
looks to fill the vacancy from any suitable
applicant outside the business.


The four most popular ways of recruiting
externally are:

 Job centres - These are paid for by the
government and are responsible for
helping the unemployed find jobs or get
training. They also provide a service for
businesses needing to advertise a
vacancy and are generally free to use.


Job advertisements -

 Advertisements are the most common
form of external recruitment. They can
be found in many places (local and
national newspapers, notice boards,
recruitment fairs) and should include
some important information relating to
the job (job title, pay package, location,
job description, how to apply-either by
CV or application form).


Recruitment agency

 - Provides employers with details of
suitable candidates for a vacancy
and can sometimes be referred to
as „head-hunters‟. They work for a
fee and often specialise in
particular employment areas e.g.
nursing, financial services, teacher
recruitment


Personal recommendation

 - Often referred to as „word of mouth‟
and can be a recommendation from a
colleague at work. A full assessment of
the candidate is still needed however but
potentially it saves on advertising cost.


Techniques of Recruitment:

 Recruitment techniques are the means
or media by which management contacts
prospective employees or provide
necessary information or exchanges
ideas in order to stimulate them to apply
for jobs. Management uses different
types of techniques to stimulate internal
and external candidates.
 Techniques of Recruitment are divided
into two visa Traditional and Modern:

Techniques

Traditional
techniques
1.Promotions
2.Transfers

3.Advertising


Modern 2.Salary &
techniques Perks

1.Scouting 3.ESOP’s


Traditional Techniques of Recruitment:
 Promotions: Most of the internal candidates would
be stimulated to take up higher responsibilities and
express their willingness to be engaged in the higher
level jobs if the management gives them the
assurance that they will be promoted to the next
higher level.

 Transfers: employees will be stimulated to work in
the new sections or places if the management wishes
to transfer them to the places of their choice.

 Advertising: Advertising is a widely accepted
technique of recruitment, though it mostly provides
one way communication. It provides the candidates in
different sources, the information about the job and
company and stimulates them to apply for jobs. It
includes advertising through different media like
newspapers, magazines of all kind, television etc.

Management in order to achieve these
objectives of advertising has to:

 - Analyse job requirements
 - Decide who does what
 - Write the copy
 - Design the advertisement
 - Plan and select the media and
 - Evaluate response.


Modern Techniques of Recruitment:
 Scouting: Scouting means sending the
representation of the organizations to various
sources of recruitment with a view to persuading or
stimulating the candidates to apply for jobs. The
representatives provide information about the
company and exchange information and ideas and
clarify the doubts of the candidates.

 Salary and Perks: Companies stimulate the
prospective candidates by offering higher level salary,
more perks, quick promotions etc.

 ESOP’s: Companies recently started stimulating the
employees by offering stock ownership to the
employees through their Employees Stock
Ownership Programmes (ESOPs).


Purpose and importance of Recruitment:
 Determine the present and future
requirements of the organization on
conjunction with its personnel-planning
and job analysis activities.
 Increase the pool of job candidates at
minimum cost.
 Help increase the success rate of the
selection process by reducing the number
of visibly under qualified or overqualified
job applicants.
 Help reduce the probability that job
applicants, once recruited and selected, will
leave the organization only after a short
period of time.

Recruitment

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