The document discusses the process of recruitment. It defines recruitment as locating and attracting qualified individuals to fill job vacancies. The recruitment process involves identifying job requirements, advertising positions, screening and selecting applicants, and hiring new employees. Effective recruitment requires strategies to attract suitable candidates, assess person-job and person-organization fit, and achieve organizational recruitment objectives like filling vacancies quickly with high-quality performers. A variety of internal and external recruitment sources can be used as part of an overall recruitment plan.

1. 1
recruitment

2. Recruitment
Recruitment is the Process by which
organizations locate and attract to fill job
vacancies through discovering Manpower
2

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
4

5. Recruitment
Recruitment is identifying and attracting
qualified person to apply for vacant
position in an organization
5

6. Recruitment
Is the process of locating and encouraging
potential applicants to apply for existing or
anticipated job posting
6

7. Recruitment Process
7

8.  Job Open
 Advertisement
 Accepting Application
 Application Review
 Lining-up Candidates
 Walk-in
 Written Testing
 Oral Interaction
8

9. Cont:
 Interview
 Final Interview
 Selection
 Test
 Medical
 Other
Call Letter
References
9

10. A Model of Organizational
Recruitment Process
Recruitment Objectives
Strategy Development
Recruitment Mode
Intervening/ Process Variables
Recruitment Results
10

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
11

12. Strategy Development
 Whom to Recruit
 Where to Recruit
 Sources of recruitment
 When to Recruit
 What Message to Communicate
12

13. Recruitment Mode
Recruitment Sources
Recruiters
Recruitment Message
Realism
Completeness
Timeliness
13

14. Intervening/ Process Variables
 Applicant Attention
 Applicant comprehension
 Message Credibility
 Applicant Interest
 Job Attractiveness
 Self Insight
 Knowledge
 Skills
 Ability
 Needs
14

15. Recruitment Results
Compare Outcomes to Objectives
Relook at Individual – Organization fit
15

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
16

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
17

18. Pre requisite before Recruitment
 What Type
Personality
Characteristic
Features
Traits / Qualities
Management Styles
Geographical location
Experiences
SWOT Matrix
18

19. Cont:
Occupational Skills / Abilities
Qualifications
Emotional Quotient
Intelligence Quotient
Human Relations Quotient
Communications Quotient
Leadership Quotient
19

20. Recruitment Process
Organization Individual
20
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
21
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
22

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
23

24. Recruitment Philosophy
Internal X External
Short Long
Filling Vacancies X Hiring for Career
Ethical Issues
24

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
25

26. Stage One Job vacant
 The Number Matrix analysis
 When
 How much
 Whom
 Why
 Where
 How
 Which sources
26

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
27

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
28

29. Organization description
Job description
Man description
Skill / Education / Experience description
Job Duty / Responsibility
29

30. Enhancing Corporate Image… Advt
Headlines
Media
History
Future
Market Standing
Shares
Achievements
30

31. Stage Four Screening
 Job Fit
 Education fit
 Experience fit
 Culture fit
 Background fit
 Man – Organization – Job fit
 Skill fit
 Personality fit
31

32. Stage Five HRIS
Why to have
How to develop
All the Particulars
Personal
Occupational
Background
Adjustment
Psychological
Social
32

33. Stage Six Organization Analysis
A) Goals and Objectives
 What are Long / Short term goals
 Strategy / Strategies adopted
 What capabilities organization need
 Competitive strategy
33

34. Cont:
B) Organizations Staffing Needs
Organizations HR needs
How many needed
Core Competency what
Knowledge / Skill / Ability and other
characteristic ( KSAO) needed
34

35. Cont:
C) Organization Climate / Culture
What Exists
What Needed
“ F I T ” between both
35

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
36

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
38

39. Cont:
 Work load : Right amount of work
 Work Importance
 Control Systems : Empowerment / flextime
 Advancement / Development oppournity
 Feedback
 COW
 WC
39

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
40

41. Cont:
Individual Abilities
Trustworthiness
Loyalty
Value
Ethics
Moral
Disciplined
Cultured
Job Demands
Hard work
Dedicated
Commitment
Ethical
Socialized
Team based Work
Systems
41

42. Person – Organization fit
 Person
Personality
Traits
through
GD, Biodata
Organization
Culture /
Climate
interview
42

43. Sources of
Recruitment
43

44. Factors effecting Sources
 Objective of Organization
 Need for HR
 Budget
 Objective
 Availability
 Expansion
 Growth
44

45. Management Style
Organization Philosophy
Restructuring
Vision
CEO Attitude
How one defines Competition
Positioning
45

46. Internal Sources
 Ex-employees
 Promotion / Demotion
 Transfer
 Deputation
 Lien
 Word of Mouth
46

47.  Walk IN‟s
 Direct Application
 Unions
 In-store Posters
 Factory Gate Posters
 Internal Newsletter
 Notice Board
47

48. Internal Exercise
Application Submit
Candidate HRIS / Resume
Screen
Permitted to Attend Interview
Select
Conditions and Code
Agreement / Conditions
Training
Placed
48

49. Advantage
 Familiar with Organization
 Stable and Loyal
 Commitment
 Morale
 Motivation
 Known ability person
 Less Guess work
 Better assessment of Candidate
 Reduces Overheads
49

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)
50

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
51

52. External Sources
 Advertisement
 Employment Agency
 Employee Leasing
 Education Institutes
 Technology
52

53. External Exercise
 Advisement
 Biodata
 Screening
 Potential Applicants
 Tests
 Interview
 Final Selection
53

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
54

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
55

56. Other Methods used for
Recruitment
 Traveling Recruiters
 Walk in application
 Employee referrals
 Newspaper
 Journals/ Magazine
 TV/Radio
 Emails/ Website
56

57. Cont:
Employment Services (Exchange)
Search firms
Trade fair / Education Fair
Employee Referrals
Succession Planning
Government Agencies
Career Advisors
Students Societies
57

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
58

59.  Community Agencies
 Conferences
 Fair
 Posters
 Door Hangers
 Bill boards
 Information Seminars
 Campus
 Employee recommendations
 Son-of-Soil

59

60. An Global Approach
Employee Search Executive
Head Hunters
60

61. Mode of Recruitment
US Effective Recruitment Sources
Internet
Private Employment Services
State Employment Services
Universities
Promotion from Within
Employee Referrals
Walk-Ins
Newspaper
61

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
62

63. Factors effecting Job Search
Local Market Condition
Occupational Market condition
General Economic conditions
Political Issues and Ideology
HR Policies
63

64. Cont:
Security Aspects(Military issues)
Various Benefits and Compensation
Wages
Location
Nature of Work
HR policies
Organizational Ethos and Governance
64

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
65

66. Cont:
 Inspiring Mission
 Fun with Colleagues
 Job Security
 Freedom and Autonomy
 Career Advancement an Growth
 Geographic location
 Respect for Life Style
66

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
67

68. Cont:
 Do a „most‟ wanted list
 Hire to hurt Competitors
 Fist day ask…..Who else is good at u
place
 Open House
68

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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