SlideShare a Scribd company logo
Definition
“Recruitment is the process of hiring the right candidate
for the right job to achieve an organizational goal.”
1
www.hrgurumantra.com
Process of Recruitment & Selection
Job Analysis identifies the work responsibility and Number of Human requirements for each
of the company’s jobs. The next step is to decide how many of these jobs we need to recruit &
select employees to achieve organizational goals.
Decide what position to fill, through human resource planning and forecasting.
Human Resource Planning
Recruitment & Selection starts with Human Resource Planning. “Human Resource
Planning is a process to decide what position to fill & how to fill”. It includes all
positions from the Lower level to a higher level. Before recruiting any of the employees we
need to identify the actual work requirements and actual cost for a new position; otherwise,
it is worthless. We should recruit those employees who can achieve organizational goals in an
effective manner.
2
www.hrgurumantra.com
Every organization want perfect candidate for their respective position and if they recruit
employees from internal sources then they require training, development & coaching plans and
that can be too costly and if they recruit from outside then we get lots of multiple options to
fulfill the position. Every organization has two options “Build Talent” (Recruit employees
from internal sources & provide training to him) or “Buy Talent” (Recruit new employees
from external sources). HRP (Human Resource Planning) plays a vital role in that; they discuss
with all the superior & high-level authority, analyze cost, and provide the solution for it.
Forecasting
How many people do we need? Managers consider several factors while recruitment. For
example Demographics, Growth plans, and Turnover history.
On business planning, the basic process of deciding personnel needs is to forecast revenue first.
Then estimate the size of the staff required to support sales volume. However, managers need to
consider some other factors too. These include project turnover, financial resources,
productivity changes, service & decision to upgrade.
3
www.hrgurumantra.com
Build a pool of candidates for these jobs, by recruiting internal & external candidates.
Internal Source of Candidates
Internal sources of recruitment consist of employees who are on the payroll of a company.
Recruitment from internal sources is to fill up vacancies through promotion, re-hiring, and
transferring employees, and employee referrals within the company.
Promotion:
Many of the organizations are promoting their employees to fill their vacancies. It is much
beneficial for the company because they already know about their employee’s strengths &
weaknesses. For example, if the organization wants to fill a manager’s vacancy then they could
promote their senior executive person in the place of a manager.
4
www.hrgurumantra.com
www.hrgurumantra.com 5
Re-hiring:
Sometimes organizations rehire those employees who left the organization. Organizations hire
those employees because they are already familiar with them, working culture, and their
performance. Many Indian firms have developed policies about rehiring employees and even
provide options to employees to return to the same position.
Transfer:
Many companies are transferring their employees from one location to another location as per
company’s requirements. It is also on way to fill the organization’s vacancies.
Employees Referrals:
References of candidates given by the present employees, or business friends for filling a vacancy.
Employees who are already working in the organization recommend their friends/relatives for a
vacancy. The advantage of employee referral is that it helps in reaching numerous people at a very
low cost. Some organizations give monetary benefits to their employees in the form of finders’
fees for every successful referral.
www.hrgurumantra.com 6
Advantages of internal source of candidates
Short time to hire
When we recruit candidates from outside it will take much of time. Recruitment team source the
candidates, take interviews, evaluate them, and followup with them to join our company; so it is
too much time-consuming process. On the other hand, if we recruit candidates from an internal
source we can ask them to work with us in a short time because we are already aware of their
nature, their work performance.
Short on-boarding time
Every candidate needs some to adjust with their role, but internal hires can adjust in a short
time; because they already know about the company, company policy, rules & regulation. They
already familiar with the staff members; so they can adjust with them in a short time. They are
already aware of the company’s operation, businesses, and working culture.
Cost less
Internal recruitment saves lots of money which we are spending while hiring new candidates
from outside. We can save recruitment agencies fees, advertisement fees, subscription fees of
resumes, fees for a background check; that all costs we can save from internal hire.
www.hrgurumantra.com 7
Disadvantages of internal source of candidates
Limit of applicants
When we are filling the vacant positions from internal sources, we get only limited applications.
so sometime we will not get perfect candidates for the specific role. We have lots of qualified
employees in our organization’s but they all are not suitable for all the positions so that we have
to do adjustment with the position.
Gap in existing workforce
When an organization promotes an employee to fill open vacancies, the old position becomes
vacant. That means promotions will disrupt our operations. So we need to go for external
recruitment to fill our internal hire.
www.hrgurumantra.com 8
External Source of Candidates
Recruiting via Internet
Most of the recruiters are publishing their vacancies on their company’s website. It’s the easiest
way to find new talent for the organization. Please check the below image for reference.
Advertisement
While hiring new talent for organizations; some companies are selecting advertisements in
newspapers or professional magazines to fill up the vacancies. It is useful for bulk-hiring for the
worker or junior level category. The local newspaper is the best medium for hire. Please check
below image for reference.
Employment/ Placement Agencies
Employment / Placement agencies are professional bodies to fulfill vacancies for various
organizations. They take some charges for every selection and that charges decide by both
(Organizations & placement agencies). They provide all kinds of employees from junior level to
higher level.
www.hrgurumantra.com 9
Campus Recruitment
Many of the organizations are hiring new candidates from colleges or universities. They have a
tie-up with universities, colleges, or other educational institutes to hire qualified talent for
various vacancies. Mostly at the time of campus recruitment organizations get fresher in
comparison to experience persons.
Executive Recruiters
They are known as Head Hunters. They help the organizations to hire Professional, Technical as
well as Top managements person. According to the skills and qualifications of the organizations,
they maintain the data of various candidates and advertise the job vacancies on behalf of the
organizations to provide the perfect candidates.
Walk-Ins
Sometimes people directly contact the organization if they can be employed. Many organizations
are following this way of recruitment. This method is very useful for hiring unskilled workers.
www.hrgurumantra.com 10
Casual Caller
Many qualified peoples are applying for a job via call, mail, or filling the online application
form. These kinds of applications are known as casual callers. That is a good source of
recruitment. Whenever the need arises, candidates are called by the organization.
Labor Contractors
Recruitment takes place through intermediaries that are known as labor contractors. Labor
contractors are themselves the members of the organizations concerned. If a labor contractor
leaves the organization, the workers who employed through him will also leave the
organization. so it is not a reliable method of employment.
Web Publishing
In the present time, the internet is the most popular source. Many of the people are spending
their lots of time on the internet. So recruiter publishes their vacancies on the internet
via www.naukri.com, www.monstor.com, www.linkedIn.com, or www.indeed.com, etc… that are
commonly visited by people for the job.
www.hrgurumantra.com 11
Advantages of external source of candidates
Increase conversion rate
The organization gets more Resumes through external sources as compare to internal source so
the conversion ratio is high as compared to the internal source of recruitment.
Attracts New Skills and Inputs
The organization gets fresh, and talented candidates from outside. That means new skills and
new business ideas that have the ability to take our business to the next stage.
Better Quality Candidates
The external source of recruitment is the best way to get better quality candidates because
through the external source we get more Resumes as compare to internal source so there are high
chances to get better quality of candidates.
Create Competition
It is clear that there will be great competition among the external employees and the existing.
When they compete with each other, then the chances of growth and improvement are high.
www.hrgurumantra.com 12
Disadvantages of external source of candidates
Greater Cost
The external source of recruitment involves job posting, compelling JDs, communicating with
candidates, resumes screening, Interview conducting, and a job offer. All of these steps of the
recruitment process are Complicated, costly, tedious.
Time Consuming
The biggest problem of external recruitment is the time taken to fill open vacancies. Recruiters
receive more than a hundred resumes for every position so it takes so much time for screening
resume, conducting interviews, etc…
Higher Risk
There is no guarantee that the organization will be able to hire suitable candidates. It may end up
hiring someone who does not “fit” and who may not be able to adjust in the new set-up or
company culture.
Increase de-motivation for existing staff
It increases the feeling of de-motivation among the existing employees of the organization.
Employees feel that they will never get a chance to promote in their job field. It reduces the
morale of existing employees because outsiders are preferred to fill up higher positions.
Reference :
www.hrgurumantra.com
www.hrgurumantra.com 13
www.hrgurumantra.com 14

More Related Content

What's hot

Strategic recruitment
Strategic recruitmentStrategic recruitment
Strategic recruitment
Arsalan241
 
Selection ppt
Selection pptSelection ppt
Selection ppt
Swati Garg
 
Recruitment
RecruitmentRecruitment
Recruitment
Bandri Nikhil
 
Recruitment and selection presentation
Recruitment and selection presentationRecruitment and selection presentation
Recruitment and selection presentation
Gaurav Gill
 
Recruitment & Selection
Recruitment & Selection Recruitment & Selection
Recruitment & Selection
Rahat Chowdhury
 
Recruitment and selection
Recruitment and selectionRecruitment and selection
Recruitment and selection
International advisers
 
Job analysis
Job analysisJob analysis
Job analysis
JosephinDyna
 
Recruitment and Selection
Recruitment and SelectionRecruitment and Selection
Recruitment and Selection
faizlap
 
Recruitment hrm
Recruitment hrmRecruitment hrm
Recruitment hrm
Eihyik Vargas
 
HR PLANNING
HR PLANNINGHR PLANNING
HR PLANNING
shrinivas kulkarni
 
Recruitment
RecruitmentRecruitment
Recruitment
Isha Joshi
 
Recruitment process
Recruitment process Recruitment process
Recruitment process
Rahul Rajan
 
Human resource strategy
Human resource strategyHuman resource strategy
Human resource strategy
Prashant Mehta
 
HRP(Human Resources Planning
HRP(Human Resources PlanningHRP(Human Resources Planning
HRP(Human Resources Planning
Rahul Mahida
 
Recruitment And Selection
Recruitment And SelectionRecruitment And Selection
Recruitment And Selection
harshalsk
 
Hr recruitment
Hr recruitmentHr recruitment
Hr recruitment
Garry Sandhu
 
Recruitment and Selection
 Recruitment and Selection Recruitment and Selection
Recruitment and Selection
Nishant Pahad
 
Recruitment
RecruitmentRecruitment
Recruitment
Brijesh Maraviya
 
Human Resource Planning
Human Resource Planning Human Resource Planning
Human Resource Planning
SadiahAhmad
 
Recruitment and selection
Recruitment  and selectionRecruitment  and selection
Recruitment and selection
Aditya Kumar
 

What's hot (20)

Strategic recruitment
Strategic recruitmentStrategic recruitment
Strategic recruitment
 
Selection ppt
Selection pptSelection ppt
Selection ppt
 
Recruitment
RecruitmentRecruitment
Recruitment
 
Recruitment and selection presentation
Recruitment and selection presentationRecruitment and selection presentation
Recruitment and selection presentation
 
Recruitment & Selection
Recruitment & Selection Recruitment & Selection
Recruitment & Selection
 
Recruitment and selection
Recruitment and selectionRecruitment and selection
Recruitment and selection
 
Job analysis
Job analysisJob analysis
Job analysis
 
Recruitment and Selection
Recruitment and SelectionRecruitment and Selection
Recruitment and Selection
 
Recruitment hrm
Recruitment hrmRecruitment hrm
Recruitment hrm
 
HR PLANNING
HR PLANNINGHR PLANNING
HR PLANNING
 
Recruitment
RecruitmentRecruitment
Recruitment
 
Recruitment process
Recruitment process Recruitment process
Recruitment process
 
Human resource strategy
Human resource strategyHuman resource strategy
Human resource strategy
 
HRP(Human Resources Planning
HRP(Human Resources PlanningHRP(Human Resources Planning
HRP(Human Resources Planning
 
Recruitment And Selection
Recruitment And SelectionRecruitment And Selection
Recruitment And Selection
 
Hr recruitment
Hr recruitmentHr recruitment
Hr recruitment
 
Recruitment and Selection
 Recruitment and Selection Recruitment and Selection
Recruitment and Selection
 
Recruitment
RecruitmentRecruitment
Recruitment
 
Human Resource Planning
Human Resource Planning Human Resource Planning
Human Resource Planning
 
Recruitment and selection
Recruitment  and selectionRecruitment  and selection
Recruitment and selection
 

Similar to Recruitment

Recruitment article and posts
Recruitment article and postsRecruitment article and posts
Recruitment article and posts
afreenhaque1
 
Hr recruitment
Hr recruitmentHr recruitment
Hr recruitment
RupaliSaini4
 
Recruitment
RecruitmentRecruitment
Recruitment
APURV Pancholy
 
Hr recruitment
Hr  recruitmentHr  recruitment
Hr recruitment
Rodixon94
 
5 different and effective ways of recruiting
5 different and effective ways of recruiting5 different and effective ways of recruiting
5 different and effective ways of recruiting
AkshaySKumar13
 
Recruitment & Selection
Recruitment & SelectionRecruitment & Selection
Recruitment & Selection
Zubair Afzal
 
Recruitment and LinkedIn | #Gripfeb2021
Recruitment and LinkedIn | #Gripfeb2021Recruitment and LinkedIn | #Gripfeb2021
Recruitment and LinkedIn | #Gripfeb2021
SaloniSharma177
 
Recruiting
RecruitingRecruiting
Recruiting
AAddnan Chowdhury
 
Recruitment & Selection by Raja Rao Pagidipalli
Recruitment & Selection by Raja Rao PagidipalliRecruitment & Selection by Raja Rao Pagidipalli
Recruitment & Selection by Raja Rao Pagidipalli
Raja Ramesh
 
Employee Recruitment Slidedoc
Employee Recruitment SlidedocEmployee Recruitment Slidedoc
Employee Recruitment Slidedoc
Cynthia_Fisher
 
Recruitment and Selection- A Comparative Study
Recruitment and Selection- A Comparative Study Recruitment and Selection- A Comparative Study
Recruitment and Selection- A Comparative Study
Meetika Malhotra
 
TASK-1 -Recruitment Article and Posts
TASK-1 -Recruitment Article and PostsTASK-1 -Recruitment Article and Posts
TASK-1 -Recruitment Article and Posts
SiddiNShah
 
Hr recruitment and selection process in reliance communication
Hr recruitment and selection process in reliance communicationHr recruitment and selection process in reliance communication
Hr recruitment and selection process in reliance communication
saranya mano
 
Recruitment
RecruitmentRecruitment
Recruitment
Karan Verma
 
Hiring Executive search firms makes sure companies get quality candidates
 Hiring Executive search firms makes sure companies get quality candidates Hiring Executive search firms makes sure companies get quality candidates
Hiring Executive search firms makes sure companies get quality candidates
Cornerstone India
 
Why Working With A Recruitment Agency Can Be Valuable To Your Business.pdf
Why Working With A Recruitment Agency Can Be Valuable To Your Business.pdfWhy Working With A Recruitment Agency Can Be Valuable To Your Business.pdf
Why Working With A Recruitment Agency Can Be Valuable To Your Business.pdf
HawkHire Hr Solutions
 
Effective Ways of Recruiting, GRIP TASK - 1- Kalyan Nemani.pptx
Effective Ways of Recruiting, GRIP TASK - 1- Kalyan Nemani.pptxEffective Ways of Recruiting, GRIP TASK - 1- Kalyan Nemani.pptx
Effective Ways of Recruiting, GRIP TASK - 1- Kalyan Nemani.pptx
KalyanNemani1
 
A PROJECT REPORT ON RECRUITMENT AND SELECTION
A PROJECT REPORT ON RECRUITMENT AND SELECTIONA PROJECT REPORT ON RECRUITMENT AND SELECTION
A PROJECT REPORT ON RECRUITMENT AND SELECTION
Jasmine Dixon
 
A_PROJECT_REPORT_ON_RECRUITMENT_AND_SELE.pdf
A_PROJECT_REPORT_ON_RECRUITMENT_AND_SELE.pdfA_PROJECT_REPORT_ON_RECRUITMENT_AND_SELE.pdf
A_PROJECT_REPORT_ON_RECRUITMENT_AND_SELE.pdf
SambhramBasu1
 
Recruitment
RecruitmentRecruitment

Similar to Recruitment (20)

Recruitment article and posts
Recruitment article and postsRecruitment article and posts
Recruitment article and posts
 
Hr recruitment
Hr recruitmentHr recruitment
Hr recruitment
 
Recruitment
RecruitmentRecruitment
Recruitment
 
Hr recruitment
Hr  recruitmentHr  recruitment
Hr recruitment
 
5 different and effective ways of recruiting
5 different and effective ways of recruiting5 different and effective ways of recruiting
5 different and effective ways of recruiting
 
Recruitment & Selection
Recruitment & SelectionRecruitment & Selection
Recruitment & Selection
 
Recruitment and LinkedIn | #Gripfeb2021
Recruitment and LinkedIn | #Gripfeb2021Recruitment and LinkedIn | #Gripfeb2021
Recruitment and LinkedIn | #Gripfeb2021
 
Recruiting
RecruitingRecruiting
Recruiting
 
Recruitment & Selection by Raja Rao Pagidipalli
Recruitment & Selection by Raja Rao PagidipalliRecruitment & Selection by Raja Rao Pagidipalli
Recruitment & Selection by Raja Rao Pagidipalli
 
Employee Recruitment Slidedoc
Employee Recruitment SlidedocEmployee Recruitment Slidedoc
Employee Recruitment Slidedoc
 
Recruitment and Selection- A Comparative Study
Recruitment and Selection- A Comparative Study Recruitment and Selection- A Comparative Study
Recruitment and Selection- A Comparative Study
 
TASK-1 -Recruitment Article and Posts
TASK-1 -Recruitment Article and PostsTASK-1 -Recruitment Article and Posts
TASK-1 -Recruitment Article and Posts
 
Hr recruitment and selection process in reliance communication
Hr recruitment and selection process in reliance communicationHr recruitment and selection process in reliance communication
Hr recruitment and selection process in reliance communication
 
Recruitment
RecruitmentRecruitment
Recruitment
 
Hiring Executive search firms makes sure companies get quality candidates
 Hiring Executive search firms makes sure companies get quality candidates Hiring Executive search firms makes sure companies get quality candidates
Hiring Executive search firms makes sure companies get quality candidates
 
Why Working With A Recruitment Agency Can Be Valuable To Your Business.pdf
Why Working With A Recruitment Agency Can Be Valuable To Your Business.pdfWhy Working With A Recruitment Agency Can Be Valuable To Your Business.pdf
Why Working With A Recruitment Agency Can Be Valuable To Your Business.pdf
 
Effective Ways of Recruiting, GRIP TASK - 1- Kalyan Nemani.pptx
Effective Ways of Recruiting, GRIP TASK - 1- Kalyan Nemani.pptxEffective Ways of Recruiting, GRIP TASK - 1- Kalyan Nemani.pptx
Effective Ways of Recruiting, GRIP TASK - 1- Kalyan Nemani.pptx
 
A PROJECT REPORT ON RECRUITMENT AND SELECTION
A PROJECT REPORT ON RECRUITMENT AND SELECTIONA PROJECT REPORT ON RECRUITMENT AND SELECTION
A PROJECT REPORT ON RECRUITMENT AND SELECTION
 
A_PROJECT_REPORT_ON_RECRUITMENT_AND_SELE.pdf
A_PROJECT_REPORT_ON_RECRUITMENT_AND_SELE.pdfA_PROJECT_REPORT_ON_RECRUITMENT_AND_SELE.pdf
A_PROJECT_REPORT_ON_RECRUITMENT_AND_SELE.pdf
 
Recruitment
RecruitmentRecruitment
Recruitment
 

Recently uploaded

Your Guide To Finding The Perfect Part-Time Job
Your Guide To Finding The Perfect Part-Time JobYour Guide To Finding The Perfect Part-Time Job
Your Guide To Finding The Perfect Part-Time Job
SnapJob
 
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...
SocialHRCamp
 
The Rules Do Apply: Navigating HR Compliance
The Rules Do Apply: Navigating HR ComplianceThe Rules Do Apply: Navigating HR Compliance
The Rules Do Apply: Navigating HR Compliance
Aggregage
 
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024
SocialHRCamp
 
加急制作美国密歇根州立大学毕业证(msu毕业证书)本科文凭原版一模一样
加急制作美国密歇根州立大学毕业证(msu毕业证书)本科文凭原版一模一样加急制作美国密歇根州立大学毕业证(msu毕业证书)本科文凭原版一模一样
加急制作美国密歇根州立大学毕业证(msu毕业证书)本科文凭原版一模一样
mshd9m30
 
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...
SocialHRCamp
 
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...
SocialHRCamp
 
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...
SocialHRCamp
 
原版定制(ucdavis毕业证书)加州大学戴维斯分校毕业证学位证书电子版原版一模一样
原版定制(ucdavis毕业证书)加州大学戴维斯分校毕业证学位证书电子版原版一模一样原版定制(ucdavis毕业证书)加州大学戴维斯分校毕业证学位证书电子版原版一模一样
原版定制(ucdavis毕业证书)加州大学戴维斯分校毕业证学位证书电子版原版一模一样
4y5yl5qy
 
Rally Webinar Recruitment Marketing for High Volume Hiring.pdf
Rally Webinar Recruitment Marketing for High Volume Hiring.pdfRally Webinar Recruitment Marketing for High Volume Hiring.pdf
Rally Webinar Recruitment Marketing for High Volume Hiring.pdf
Rally Recruitment Marketing
 
原版制作英属哥伦比亚大学毕业证研究生文凭证书原版一模一样
原版制作英属哥伦比亚大学毕业证研究生文凭证书原版一模一样原版制作英属哥伦比亚大学毕业证研究生文凭证书原版一模一样
原版制作英属哥伦比亚大学毕业证研究生文凭证书原版一模一样
mshd9m30
 
哪里购买伯明翰大学毕业证(uob毕业证)学位证书原版一模一样
哪里购买伯明翰大学毕业证(uob毕业证)学位证书原版一模一样哪里购买伯明翰大学毕业证(uob毕业证)学位证书原版一模一样
哪里购买伯明翰大学毕业证(uob毕业证)学位证书原版一模一样
mesfe
 
Webinar - How to Craft a Winning Compensation Strategy
Webinar - How to Craft a Winning Compensation StrategyWebinar - How to Craft a Winning Compensation Strategy
Webinar - How to Craft a Winning Compensation Strategy
PayScale, Inc.
 
Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...
Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...
Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...
SocialHRCamp
 
1比1仿制(csun毕业证书)加州州立大学北岭分校毕业证硕士文凭原版一模一样
1比1仿制(csun毕业证书)加州州立大学北岭分校毕业证硕士文凭原版一模一样1比1仿制(csun毕业证书)加州州立大学北岭分校毕业证硕士文凭原版一模一样
1比1仿制(csun毕业证书)加州州立大学北岭分校毕业证硕士文凭原版一模一样
4y5yl5qy
 

Recently uploaded (15)

Your Guide To Finding The Perfect Part-Time Job
Your Guide To Finding The Perfect Part-Time JobYour Guide To Finding The Perfect Part-Time Job
Your Guide To Finding The Perfect Part-Time Job
 
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...
 
The Rules Do Apply: Navigating HR Compliance
The Rules Do Apply: Navigating HR ComplianceThe Rules Do Apply: Navigating HR Compliance
The Rules Do Apply: Navigating HR Compliance
 
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024
 
加急制作美国密歇根州立大学毕业证(msu毕业证书)本科文凭原版一模一样
加急制作美国密歇根州立大学毕业证(msu毕业证书)本科文凭原版一模一样加急制作美国密歇根州立大学毕业证(msu毕业证书)本科文凭原版一模一样
加急制作美国密歇根州立大学毕业证(msu毕业证书)本科文凭原版一模一样
 
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...
 
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...
 
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...
 
原版定制(ucdavis毕业证书)加州大学戴维斯分校毕业证学位证书电子版原版一模一样
原版定制(ucdavis毕业证书)加州大学戴维斯分校毕业证学位证书电子版原版一模一样原版定制(ucdavis毕业证书)加州大学戴维斯分校毕业证学位证书电子版原版一模一样
原版定制(ucdavis毕业证书)加州大学戴维斯分校毕业证学位证书电子版原版一模一样
 
Rally Webinar Recruitment Marketing for High Volume Hiring.pdf
Rally Webinar Recruitment Marketing for High Volume Hiring.pdfRally Webinar Recruitment Marketing for High Volume Hiring.pdf
Rally Webinar Recruitment Marketing for High Volume Hiring.pdf
 
原版制作英属哥伦比亚大学毕业证研究生文凭证书原版一模一样
原版制作英属哥伦比亚大学毕业证研究生文凭证书原版一模一样原版制作英属哥伦比亚大学毕业证研究生文凭证书原版一模一样
原版制作英属哥伦比亚大学毕业证研究生文凭证书原版一模一样
 
哪里购买伯明翰大学毕业证(uob毕业证)学位证书原版一模一样
哪里购买伯明翰大学毕业证(uob毕业证)学位证书原版一模一样哪里购买伯明翰大学毕业证(uob毕业证)学位证书原版一模一样
哪里购买伯明翰大学毕业证(uob毕业证)学位证书原版一模一样
 
Webinar - How to Craft a Winning Compensation Strategy
Webinar - How to Craft a Winning Compensation StrategyWebinar - How to Craft a Winning Compensation Strategy
Webinar - How to Craft a Winning Compensation Strategy
 
Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...
Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...
Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...
 
1比1仿制(csun毕业证书)加州州立大学北岭分校毕业证硕士文凭原版一模一样
1比1仿制(csun毕业证书)加州州立大学北岭分校毕业证硕士文凭原版一模一样1比1仿制(csun毕业证书)加州州立大学北岭分校毕业证硕士文凭原版一模一样
1比1仿制(csun毕业证书)加州州立大学北岭分校毕业证硕士文凭原版一模一样
 

Recruitment

  • 1. Definition “Recruitment is the process of hiring the right candidate for the right job to achieve an organizational goal.” 1 www.hrgurumantra.com
  • 2. Process of Recruitment & Selection Job Analysis identifies the work responsibility and Number of Human requirements for each of the company’s jobs. The next step is to decide how many of these jobs we need to recruit & select employees to achieve organizational goals. Decide what position to fill, through human resource planning and forecasting. Human Resource Planning Recruitment & Selection starts with Human Resource Planning. “Human Resource Planning is a process to decide what position to fill & how to fill”. It includes all positions from the Lower level to a higher level. Before recruiting any of the employees we need to identify the actual work requirements and actual cost for a new position; otherwise, it is worthless. We should recruit those employees who can achieve organizational goals in an effective manner. 2 www.hrgurumantra.com
  • 3. Every organization want perfect candidate for their respective position and if they recruit employees from internal sources then they require training, development & coaching plans and that can be too costly and if they recruit from outside then we get lots of multiple options to fulfill the position. Every organization has two options “Build Talent” (Recruit employees from internal sources & provide training to him) or “Buy Talent” (Recruit new employees from external sources). HRP (Human Resource Planning) plays a vital role in that; they discuss with all the superior & high-level authority, analyze cost, and provide the solution for it. Forecasting How many people do we need? Managers consider several factors while recruitment. For example Demographics, Growth plans, and Turnover history. On business planning, the basic process of deciding personnel needs is to forecast revenue first. Then estimate the size of the staff required to support sales volume. However, managers need to consider some other factors too. These include project turnover, financial resources, productivity changes, service & decision to upgrade. 3 www.hrgurumantra.com
  • 4. Build a pool of candidates for these jobs, by recruiting internal & external candidates. Internal Source of Candidates Internal sources of recruitment consist of employees who are on the payroll of a company. Recruitment from internal sources is to fill up vacancies through promotion, re-hiring, and transferring employees, and employee referrals within the company. Promotion: Many of the organizations are promoting their employees to fill their vacancies. It is much beneficial for the company because they already know about their employee’s strengths & weaknesses. For example, if the organization wants to fill a manager’s vacancy then they could promote their senior executive person in the place of a manager. 4 www.hrgurumantra.com
  • 5. www.hrgurumantra.com 5 Re-hiring: Sometimes organizations rehire those employees who left the organization. Organizations hire those employees because they are already familiar with them, working culture, and their performance. Many Indian firms have developed policies about rehiring employees and even provide options to employees to return to the same position. Transfer: Many companies are transferring their employees from one location to another location as per company’s requirements. It is also on way to fill the organization’s vacancies. Employees Referrals: References of candidates given by the present employees, or business friends for filling a vacancy. Employees who are already working in the organization recommend their friends/relatives for a vacancy. The advantage of employee referral is that it helps in reaching numerous people at a very low cost. Some organizations give monetary benefits to their employees in the form of finders’ fees for every successful referral.
  • 6. www.hrgurumantra.com 6 Advantages of internal source of candidates Short time to hire When we recruit candidates from outside it will take much of time. Recruitment team source the candidates, take interviews, evaluate them, and followup with them to join our company; so it is too much time-consuming process. On the other hand, if we recruit candidates from an internal source we can ask them to work with us in a short time because we are already aware of their nature, their work performance. Short on-boarding time Every candidate needs some to adjust with their role, but internal hires can adjust in a short time; because they already know about the company, company policy, rules & regulation. They already familiar with the staff members; so they can adjust with them in a short time. They are already aware of the company’s operation, businesses, and working culture. Cost less Internal recruitment saves lots of money which we are spending while hiring new candidates from outside. We can save recruitment agencies fees, advertisement fees, subscription fees of resumes, fees for a background check; that all costs we can save from internal hire.
  • 7. www.hrgurumantra.com 7 Disadvantages of internal source of candidates Limit of applicants When we are filling the vacant positions from internal sources, we get only limited applications. so sometime we will not get perfect candidates for the specific role. We have lots of qualified employees in our organization’s but they all are not suitable for all the positions so that we have to do adjustment with the position. Gap in existing workforce When an organization promotes an employee to fill open vacancies, the old position becomes vacant. That means promotions will disrupt our operations. So we need to go for external recruitment to fill our internal hire.
  • 8. www.hrgurumantra.com 8 External Source of Candidates Recruiting via Internet Most of the recruiters are publishing their vacancies on their company’s website. It’s the easiest way to find new talent for the organization. Please check the below image for reference. Advertisement While hiring new talent for organizations; some companies are selecting advertisements in newspapers or professional magazines to fill up the vacancies. It is useful for bulk-hiring for the worker or junior level category. The local newspaper is the best medium for hire. Please check below image for reference. Employment/ Placement Agencies Employment / Placement agencies are professional bodies to fulfill vacancies for various organizations. They take some charges for every selection and that charges decide by both (Organizations & placement agencies). They provide all kinds of employees from junior level to higher level.
  • 9. www.hrgurumantra.com 9 Campus Recruitment Many of the organizations are hiring new candidates from colleges or universities. They have a tie-up with universities, colleges, or other educational institutes to hire qualified talent for various vacancies. Mostly at the time of campus recruitment organizations get fresher in comparison to experience persons. Executive Recruiters They are known as Head Hunters. They help the organizations to hire Professional, Technical as well as Top managements person. According to the skills and qualifications of the organizations, they maintain the data of various candidates and advertise the job vacancies on behalf of the organizations to provide the perfect candidates. Walk-Ins Sometimes people directly contact the organization if they can be employed. Many organizations are following this way of recruitment. This method is very useful for hiring unskilled workers.
  • 10. www.hrgurumantra.com 10 Casual Caller Many qualified peoples are applying for a job via call, mail, or filling the online application form. These kinds of applications are known as casual callers. That is a good source of recruitment. Whenever the need arises, candidates are called by the organization. Labor Contractors Recruitment takes place through intermediaries that are known as labor contractors. Labor contractors are themselves the members of the organizations concerned. If a labor contractor leaves the organization, the workers who employed through him will also leave the organization. so it is not a reliable method of employment. Web Publishing In the present time, the internet is the most popular source. Many of the people are spending their lots of time on the internet. So recruiter publishes their vacancies on the internet via www.naukri.com, www.monstor.com, www.linkedIn.com, or www.indeed.com, etc… that are commonly visited by people for the job.
  • 11. www.hrgurumantra.com 11 Advantages of external source of candidates Increase conversion rate The organization gets more Resumes through external sources as compare to internal source so the conversion ratio is high as compared to the internal source of recruitment. Attracts New Skills and Inputs The organization gets fresh, and talented candidates from outside. That means new skills and new business ideas that have the ability to take our business to the next stage. Better Quality Candidates The external source of recruitment is the best way to get better quality candidates because through the external source we get more Resumes as compare to internal source so there are high chances to get better quality of candidates. Create Competition It is clear that there will be great competition among the external employees and the existing. When they compete with each other, then the chances of growth and improvement are high.
  • 12. www.hrgurumantra.com 12 Disadvantages of external source of candidates Greater Cost The external source of recruitment involves job posting, compelling JDs, communicating with candidates, resumes screening, Interview conducting, and a job offer. All of these steps of the recruitment process are Complicated, costly, tedious. Time Consuming The biggest problem of external recruitment is the time taken to fill open vacancies. Recruiters receive more than a hundred resumes for every position so it takes so much time for screening resume, conducting interviews, etc… Higher Risk There is no guarantee that the organization will be able to hire suitable candidates. It may end up hiring someone who does not “fit” and who may not be able to adjust in the new set-up or company culture. Increase de-motivation for existing staff It increases the feeling of de-motivation among the existing employees of the organization. Employees feel that they will never get a chance to promote in their job field. It reduces the morale of existing employees because outsiders are preferred to fill up higher positions.