Human

Resourc

e

Recruitm

ent

HUMAN RESOURCE MANAGEMENT

• is the management of an organization's employees.

• human resource management is sometimes referred to as a

"soft" management skill, effective practice within an

organization requires a strategic focus to ensure that people resources can facilitate

the achievement of organizational goals.

• Effective human resource management also contains an element of risk management for an organization which, as

a minimum, ensures legislative compliance.

THE PROCESS OF ATTEMPTING TO

LOCATE AND ENCOURAGE POTENTIAL

APPLICANTS TO APPLY FOR

EXISTING OR ANTICIPATED JOB

OPENING.

RECRUITING

DECRUITMENT

• process of reducing the size of the organization’s

workforce or restructuring its

skill base •use to meet the

demands of a dynamic

environment.

Types of RecruitmentInternal recruitment

This refers to the filling of job vacancies from within the business - where existing employees are selected rather than employing someone from outside.A business might decide that it already has the right people with the right skills to do the job, particularly if its training and development programmed has been effective.

How is it done?Internal vacancies are usually advertised within the business via a variety of media:

•Staff notice boards• Intranets• In-house magazines / newsletters (for example, Emap, a major publishing business) have a weekly staff magazine devoted solely to advertising jobs within the organisation!• Staff meetings

Advantages

• Gives existing employees greater opportunity to advance their careers in the business• May help to retain staff who might otherwise leave• Requires a short induction training period• Employer should know more about the internal candidate's abilities ( a reduced risk of selecting an inappropriate candidate)• Usually quicker and less expensive than recruiting from outside

Disadvantages•Limits the number of

potential applicants for a job

•External candidates might be better suited / qualified for the job•Another vacancy will be created that has to be filled

• Existing staff may feel they have the automatic right to be promoted, whether or not they are competent•Business may become resistant to change; by recruiting from outside, new perspectives and attitudes are brought in

External Recruitment External sources of

recruitment have to be solicited from outside the organization.

It involves lot of time and money. The external sources of recruitment include Employment at factory gate, advertisements, employment exchanges, employment agencies, educational institutes, labor contractors, recommendations etc.

External Sources Of Recruitment1. PRESS ADVERTISEMENTSAdvertisements of the vacancy in newspapers and journals are a widely used source of recruitment. The main advantage of this method is that it has a wide reach.

2. EDUCATIONAL INSTITUTESVarious management institutes, engineering colleges, medical Colleges etc. are a good source of recruiting well qualified executives, engineers, medical staff etc. They provide facilities for campus interviews and placements. This source is known as Campus Recruitment.

 3. PLACEMENT AGENCIESSeveral private consultancy firms perform recruitment functions on behalf of client companies by charging a fee. These agencies are particularly suitable for recruitment of executives and specialists. It is also known as RPO (Recruitment Process Outsourcing)4.EMPLOYMENT EXCHANGESGovernment establishes public employment exchanges throughout the country. These exchanges provide job information to job seekers and help employers in identifying suitable candidates.

5.LABOUR CONTRACTORSManual workers can be recruited through contractors who maintain close contacts with the sources of such workers. This source is used to recruit labor for construction jobs.6.UNSOLICITED APPLICANTSMany job seekers visit the office of well-known companies on their own. Such callers are considered nuisance to the daily work routine of the enterprise. But can help in creating the talent pool or the database of the probable candidates for the organisation.

7.EMPLOYEE REFERRALS / RECOMMENDATIONSMany organisations have structured system where the current employees of the organisation can refer their friends and relatives for some position in their organisation. Also, the office bearers of trade unions are often aware of the suitability of candidates. Management can inquire these leaders for suitable jobs. 8.RECRUITMENT AT FACTORY GATE Unskilled workers may be recruited at the factory gate these may be employed whenever a permanent worker is absent. More efficient among these may be recruited to fill permanent vacancies.

Advantages     Outside people

bring in new ideas

Larger pool of workers from which to find the best candidate

People have a wider range of experience

Disadvantages

Longer process

More expensive process due to advertisements and interviews required

Selection process may not be effective enough to reveal the best candidate

Recruiting Women and

minorities

ABOUT THE EMPLOYER

• are under pressure to improve employment opportunities in their organization in placing individuals in the better paying jobs

•Difficulty in recruiting women for clerical, secretarial and other jobs in which they have traditionally employed

Barriers from recruiting women

women encounter barriers in gaining employment in the better paying jobs traditionally performed by men. they also have encountered barriers in attempting to gain Positions of managerialresponsibility laws restricting hours of work for women and the types of Duties they could perform automatically eliminate women From a certain job, they would have been able perform. blue-collar jobs were eliminated which were considered too hazardous for women to perform.

Coping with stereotypes of women

Women work merely to supplement the family income.Women do not want to be managers because it would involve an extra work load which would interfere with family obligations. Women are unable to meet certain work demands for emotional toughness and stability because of their psychological makeup.

Overcoming the barriers

The opening of employment opportunities for women in nontraditional jobs

De sex job titles

The elimination of qualifications pertaining to physical strength or physical size where such job requirements have not yet been validated

Modifying conditions to promote equal opportunity

In preparing job specifications, any unnecessary requirements that might prevent the placement of women in a specific job Institute flexi-time or job sharing to enable women to accept jobs More flexible policies covering leaves of absence can prevent women from being forced to resign for maternity purposes

RECRUITING WITHIN THE ORGANIZATION

INTERNAL PROMOTION

SERVES TO REWARDS THE EMPLOYEE RECEIVING THE PROMOTION FOR HIS OR HER PAST PERFORMANCE AND HOPEFULLY WILL RESULT IN CONTINUING EFFORTS BY THAT INDIVIDUALS

ADVANTAGES DISADVANTAGES

•REWARDS GOOD WORK OF CURRENT EMPLOYEES•IS COST-EFFECTIVE

•IMPROVES MORALE

•CAN ASSESS KNOWN PAST PERFORMANCE

•CAN RESULTS IN SUCCESSION OF PROMOTION

•CAN PRODUCE ORGANIZATIONAL INBREEDING; CANDIDATES MAY HAVE LIMITED PERSPECTIVE

•PLACES HEAVY BURDEN ON TRAINING AND DEVELOPMENT

•MAY CAUSE POLITICAL INFIGHTING FOR PROMOTIONS

RECRUITING OUTSIDE THE ORGANIZATION

UNLESS THERE IS TO BE A REDUCTION IN THE WORK FORCE, ANY VACANCY OCCURING WITHIN THE ORGANIZATION MUST EVENTUALLY BE FILLED WITH A REPLACEMENT FROM THE OUTSIDE.

ADVANTAGES DISADVANTAGES•BRINGS NEW IDEAS/ TALENT INTO ORGANIZATION GET NEEDED COMPETENCIES

•PROVIDES CROSS INDUSTRY- INSIGHT

•MAY REDUCE TRAINING COST (EXPERIENCED HIRED

•HELPS ORGANIZATION MEET EQUAL EMPLOYMENT OPPORTUNITY/ AFFIRMATIVE ACTION GOALS

•MAY RESULT IN MISPLACEMENTS

•INCREASE RECRUITMENT COST

•MAY COST MORALE PROBLEMS IN INTERNAL CANDIDATES•REQUIRES LONGER ORIENTATION OR ADJUSTMENT TIME

Importance of Recruitment

• Attract and encourage more and more candidates to apply in the organisation.• Create a talent pool of candidates to enable the selection of best candidates for the organisation.• Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities.

• Recruitment is the process which links the employers with the employees.

• Help increase the success rate of selection process by decreasing 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.

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