Recruitment ihrm....Recruitment ihrm.....Recruitment ihrm

1. 1
recruitment

2. Recruitment
Recruitment is the Process by which
organizations locate and attract to fill job
vacancies through discovering Manpower
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3. Recruitment
Recruitment is the process of evaluating
the suitability of Candidates for various
jobs
3

4. Recruitment
Recruitment is an enumeration of the skills,
abilities, experience needed to perform
the job
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5. Recruitment
Recruitment is identifying and attracting
qualified person to apply for vacant
position in an organization
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6. Recruitment
Is the process of locating and encouraging
potential applicants to apply for existing or
anticipated job posting
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7. Recruitment Process
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8.  Job Open
 Advertisement
 Accepting Application
 Application Review
 Lining-up Candidates
 Walk-in
 Written Testing
 Oral Interaction
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9. Cont:
 Interview
 Final Interview
 Selection
 Test
 Medical
 Other
Call Letter
References
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10. A Model of Organizational
Recruitment Process
Recruitment Objectives
Strategy Development
Recruitment Mode
Intervening/ Process Variables
Recruitment Results
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11. Recruitment Objectives
Retention Rate
Job Performance
Psychological Contract fulfilled
Cost of Filling Job
Speed of Filling Job
Number of Positions
Diversity of Hires
Quality of Applicants
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12. Strategy Development
 Whom to Recruit
 Where to Recruit
 Sources of recruitment
 When to Recruit
 What Message to Communicate
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13. Recruitment Mode
Recruitment Sources
Recruiters
Recruitment Message
Realism
Completeness
Timeliness
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14. Intervening/ Process Variables
 Applicant Attention
 Applicant comprehension
 Message Credibility
 Applicant Interest
 Job Attractiveness
 Self Insight
 Knowledge
 Skills
 Ability
 Needs
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15. Recruitment Results
Compare Outcomes to Objectives
Relook at Individual – Organization fit
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16. Core Concepts in Recruitment
 Staffing matches Individual and
Organizational needs
 Recruitment is a Process and a policy
 Organization and Job analyses are
prerequisites to Recruitment
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17. Cont:
 Hiring for Job requires person-job fit
 Hiring for Job requires person-organization fit
 Recruitment involves identifying and evaluating
applicants
 Legal Environments constrains Recruitment
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18. Pre requisite before Recruitment
 What Type
Personality
Characteristic
Features
Traits / Qualities
Management Styles
Geographical location
Experiences
SWOT Matrix
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19. Cont:
Occupational Skills / Abilities
Qualifications
Emotional Quotient
Intelligence Quotient
Human Relations Quotient
Communications Quotient
Leadership Quotient
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20. Recruitment Process
Organization Individual
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Vacant
Or
New Position
Job Analysis
and Plan
Recruitment effort
Recruitment
Methods
Receive Education
Choose Occupation
Acquire Employment
Experience
Search for
Job Openings

21. Organization Individual
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Evaluate Applicant and
Selection Process
Impress Applicants
Offer
Apply for Job
Impress during
Selection
Evaluate Jobs, Company
Accept or Reject

22. Strategic Issues in Recruitment
 Firms ability to PAY
 Organization Strategy, Values, Ethics, match the
candidate
 Sources of Search
 Organization Philosophy / Principle / Approach /
Code
 Short / Long Plan
 U are giving a Job or Career
 What type of Climate Organization has
 Size / Rate / image of the Organization
 Realistic Job Preview
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23. Recruitment Goals
 Attract Large Number of Applicants
 Attract Large Number of Qualified
Applicants
 Attract Applicants willing to take Offer
 Fill Vacancy Quickly
 Hire People who Perform
 Hire People who stay with the
organization
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24. Recruitment Philosophy
Internal X External
Short Long
Filling Vacancies X Hiring for Career
Ethical Issues
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25. Recruitment Exercise
 Stage One Job vacant Matrix
 Stage Two Attract Candidate
 Stage Three Advertisement
 Stage Four Screening
 Stage Five HRIS
 Stage Six Person – Job fit
 Stage Seven Person – Organization fit
 Stage Eight Decision Making
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26. Stage One Job vacant
 The Number Matrix analysis
 When
 How much
 Whom
 Why
 Where
 How
 Which sources
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27. Stage Two Attract Candidate
 How Organization to Attracts
 How they are doing now(MNC)
 Market Standing
 Image
 HR Policy
 HPWS
 HPWP
 HP Work Design
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28. Stage Three Advertisement
 Advertisement How
 Pros / Cons
 How to go about
 Job Related Exercise : Analysis /
Evaluation / Description / Enrichment /
Enlargement /
 Use Plain Language
 Develop & Trust Creditability
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29. Organization description
Job description
Man description
Skill / Education / Experience description
Job Duty / Responsibility
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30. Enhancing Corporate Image… Advt
Headlines
Media
History
Future
Market Standing
Shares
Achievements
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31. Stage Four Screening
 Job Fit
 Education fit
 Experience fit
 Culture fit
 Background fit
 Man – Organization – Job fit
 Skill fit
 Personality fit
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32. Stage Five HRIS
Why to have
How to develop
All the Particulars
Personal
Occupational
Background
Adjustment
Psychological
Social
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33. Stage Six Organization Analysis
A) Goals and Objectives
 What are Long / Short term goals
 Strategy / Strategies adopted
 What capabilities organization need
 Competitive strategy
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34. Cont:
B) Organizations Staffing Needs
Organizations HR needs
How many needed
Core Competency what
Knowledge / Skill / Ability and other
characteristic ( KSAO) needed
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35. Cont:
C) Organization Climate / Culture
What Exists
What Needed
“ F I T ” between both
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36. Stage Seven Job Analysis
 Physical Demands of the Job
 Knowledge required
 Environment conditions one has to
perform
 Skills required
 Ability required : traits
 Personal Characteristic
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37. Stage Eight Other Analysis
 Personality
 Temperament
 Values
 Kind of rewards
 Pay and benefits
 Feeling of Accomplishment
37

38. Cont:
 Compensation : Wages, bonuses, perks,
Incentives, Increments
 Benefits : Vacation, Health Insurance
 Social Interaction : Friendly workplace
 Security : Stable, Job stability
 Status / recognition : Respect,
Prominence at work
 Work variety
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39. Cont:
 Work load : Right amount of work
 Work Importance
 Control Systems : Empowerment / flextime
 Advancement / Development oppournity
 Feedback
 COW
 WC
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40. Person – Job fit
 Individual Abilities
(needs/aspirations
/career goals)
 Employee demand
 Qualification
 Skills
 Experience
 Knowledge
 Job Demands
(vision/mission/standards/T
QM)
 Job ability
 Quality / Quantity
 Efficiency / Effectiveness
 Higher Job performance
 Multiple Jobs
 Dynamic Job
Environment
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41. Cont:
Individual Abilities
Trustworthiness
Loyalty
Value
Ethics
Moral
Disciplined
Cultured
Job Demands
Hard work
Dedicated
Commitment
Ethical
Socialized
Team based Work
Systems
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42. Person – Organization fit
 Person
Personality
Traits
through
GD, Biodata
Organization
Culture /
Climate
interview
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43. Sources of
Recruitment
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44. Factors effecting Sources
 Objective of Organization
 Need for HR
 Budget
 Objective
 Availability
 Expansion
 Growth
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45. Management Style
Organization Philosophy
Restructuring
Vision
CEO Attitude
How one defines Competition
Positioning
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46. Internal Sources
 Ex-employees
 Promotion / Demotion
 Transfer
 Deputation
 Lien
 Word of Mouth
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47.  Walk IN‟s
 Direct Application
 Unions
 In-store Posters
 Factory Gate Posters
 Internal Newsletter
 Notice Board
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48. Internal Exercise
Application Submit
Candidate HRIS / Resume
Screen
Permitted to Attend Interview
Select
Conditions and Code
Agreement / Conditions
Training
Placed
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49. Advantage
 Familiar with Organization
 Stable and Loyal
 Commitment
 Morale
 Motivation
 Known ability person
 Less Guess work
 Better assessment of Candidate
 Reduces Overheads
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50. Cont:
 Reliable Sources
 Less likely to Quit
 No need of Training
 Socialization not required
 Fast and less expensive
 Respects Organization
 Extra Mile
 Individual is Respected and Identified
( Psychological feeling)
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51. Disadvantage
One Fill……..One Vacant
(called as Ripple effect)
Waiting time and Cumbersome
Bureaucratic Nightmare
Eligibility lists
Political Infighting for Selection
Inbreeding
Limited Scope
May not get Apt candidate
Limited Search
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52. External Sources
 Advertisement
 Employment Agency
 Employee Leasing
 Education Institutes
 Technology
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53. External Exercise
 Advisement
 Biodata
 Screening
 Potential Applicants
 Tests
 Interview
 Final Selection
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54. Advantage
 New Ideas / View points / New Vision
 Avoid Confusion
 Varied and Large base
 Scope is wide(Increased Diversity)
 Experienced
 Save Time
 No development / Training
 Orientation
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55. Disadvantage
 Can he Adjust?
 Who knows
 Longer and Late
 Expectation b/w Organization – Person
 Discourage to already employees
 When is the right Time
 What Salary….High or Low
 Increased Adjustment period
 Expensive
 Slow
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56. Other Methods used for
Recruitment
 Traveling Recruiters
 Walk in application
 Employee referrals
 Newspaper
 Journals/ Magazine
 TV/Radio
 Emails/ Website
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57. Cont:
Employment Services (Exchange)
Search firms
Trade fair / Education Fair
Employee Referrals
Succession Planning
Government Agencies
Career Advisors
Students Societies
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58.  Outplacement Consultancy
 Employee leasing firms
 Computerized Resumes
 Video Conferencing
 Phone
 Institutes …. Training / Research
 Professionals Society‟s / Organization /
Institute / Voluntary Organization
 Unions( Job bidding)
 Officers Association
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59.  Community Agencies
 Conferences
 Fair
 Posters
 Door Hangers
 Bill boards
 Information Seminars
 Campus
 Employee recommendations
 Son-of-Soil

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60. An Global Approach
Employee Search Executive
Head Hunters
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61. Mode of Recruitment
US Effective Recruitment Sources
Internet
Private Employment Services
State Employment Services
Universities
Promotion from Within
Employee Referrals
Walk-Ins
Newspaper
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62. Factors effecting Job Search
Size of the Organization / Image
Quality of HR needed
Quantity of HR needed
Availability of Sources (effectiveness)
Past Experience
Budget available
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63. Factors effecting Job Search
Local Market Condition
Occupational Market condition
General Economic conditions
Political Issues and Ideology
HR Policies
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64. Cont:
Security Aspects(Military issues)
Various Benefits and Compensation
Wages
Location
Nature of Work
HR policies
Organizational Ethos and Governance
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65. What CEO’s look during their
Recruitment
Values and Culture
Well Managed
Exciting Challenges
Strong Performance
Industry Leader
Many Talented People
Good at Day
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66. Cont:
 Inspiring Mission
 Fun with Colleagues
 Job Security
 Freedom and Autonomy
 Career Advancement an Growth
 Geographic location
 Respect for Life Style
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67. Guideline for Recruitment
 When to Recruit : Need / Situation
 References / referrals
 Which Method(sources)
 Confidential Search : Verify Resumes / Call
Referees
 Track Record of Applicant
 Develop HRIS
 Budget
 Treat Each Equally
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68. Cont:
 Do a „most‟ wanted list
 Hire to hurt Competitors
 Fist day ask…..Who else is good at u
place
 Open House
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69. 69
[M M Bagali, PhD]
Professor of Human Resource Management,
Head, Research in Management,
JAIN University,
CMS annex, # 319, JPnagar, 6th Phase,
17th Cross, 25th Main,
Bangalore, India, 560 078
t: 80 43430400 / f: 080 26532730
e: mm.bagali@jainuniversity.ac.in
n: http://in.linkedin.com/in/mmbagali
www.jainuniversity.ac.in
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