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RECRUITMENT

RECRUITMENTRecruitment involves attracting and obtaining as many as applications as possible from eligible job-seekers.In other words; Recruitment is the process of searching for and obtaining applicants for jobs, from among whom the right people can be selected.

Purpose of RecruitmentDetermine the present and future requirements of the organisation in 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 organisation only after a short period of time.Meet the organisations legal and social obligations regarding the composition of its workforce.Begin identifying and preparing potential job applicants who will be appropriate candidates.Increase organisational and individual effectiveness in the short term and long term.Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants.

Recruitment represents the first contact that a company makes with potential employees. It is through recruitment that many individuals will come to know a company, and eventually decide whether they want to work for it.A well-planned and well-managed recruiting effort will result in high quality applicants.

Recruitment Programme helps the firm in at least four ways:Attract highly qualified and competent people.Ensure that the selected candidates stay longer with the company.Make sure that there is match between cost and benefit.Helps the firm more culturally diverse work-force.

FACTORS GOVERNING RECRUITMENTExternal ForcesSupply and demandUnemployment rateLabour marketPolitical-LegalSons of soilCompanys ImageRecruitmentInternal ForcesRecruitmentHRPSize of the firmCostGrowth and expansion

Recruitment ProcessApplicant PoolPotential HiresPersonnel PlanningJob VacanciesJob AnalysisEmployee RequisitionRecruitment PlanningNumbersTypeStrategy DevelopmentWhereHowWhen (TLD)Searching Source Activation SellingMessageMediaEvaluation and ControlTo SelectionScreening

Applicant Population

Sources of RecruitmentRecruitmentPresent EmployeesFormer EmployeesPrevious ApplicantsEmployees ReferralsProfessional or Trade AssociationsAdvertisementsEmployment ExchangesCampus RecruitmentWalk0ins and Write-insConsultantsContractorsDisplaced PersonsRadio and TelevisionAcquisitions and MergersCompetitorsE-RecruitingInternal SourcesExternal Sources

Internal Sources of RecruitmentPRESENT EMPLOYEES: Promotions and transfers from among the present employees can be a good source of Recruitment.Advantages: 1. It builds Morale2. It encourages competent individuals who are ambitious3. It is cheaper than going outside.4. Those chosen internally are familiar with the organization.Disadvantage: At times hiring outsiders who may be better qualifies and skilled is denied.

ContdEmployee Referrals: When employees recommend successful referrals (friends and families) to the Company or the organization.Some companies offer Finder Fees in the form of monetary incentives for a successful referral.For Eg: Microsoft is offering referral incentives to employees for Internet Experts.Similar Practices are being followed by Infosys, Wipro etc.Advantages: 1. Cost-effective 2. Present Employees will recommend only suitable candidates for vacant positions.

Contd..Former Employees: They are also regarded for internal source of recruitment. As they had previously worked with the company, they know the policies and procedures of the organization. Advantage: Performance of these employees is already known.

Contd..Previous Applicants: Not truly an Internal Source, but previously applied for jobs can be contacted by mail, a quick and inexpensive way to fill an unexpected opening.

Evaluation of Internal SourcesADVANTAGESIt helps in offering Career Development Plans to its employees.Internal Recruitment may require less orientation and training.It can be a morale-booster for the employees as they see this as promotion and reward.It is economical and less time consuming.

DisadvantagesIt may restrict the option of recruiting more diverse workforce.Politics probably has a greater impact on Internal Recruiting.Internal Recruitment can affect unity and Integrity of the organization if employees perceive selection procedure as unfair and discriminatory.

External Sources of RecruitmentProfessional or Trade Associations: Many associations provide placement services for their members. These services may consist of compiling job seekers lists and providing access to members during regional and national conventions.Advertisements: Wants Ads describe the job and the benefits, identify the employer, and tell those who are interested and how to apply. NEWSPAPER is the common medium. BLIND Ads is the one in which there is no identification of the firm. Respondents are asked to reply to a post-box number or to a consulting firm.

Employment ExchangesThey have been set up all over the country in deference to the provisions of the Employment Exchanges ( Compulsory Notification of Vacancies) Act, 1959. This act applies to all the industrial establishments having 25 workers or more each.The Act requires all the industrial establishments to notify the vacancies before they are filled. The major function of exchanges are to increase the pool of applicants and to do the preliminary screening.Thus, Employment Exchanges act as a link between the employers and prospective employees.

Campus RecruitmentColleges, Universities, Sportsfields and institutes are the fertile grounds for recruiters.The IIMs and IITs are on the top list for the recruitments.Campus Recruitment is going global with companies such as Hindustan Lever, Citibank, HCL, HP, Reliance etc. looking for candidates.

Walks-ins, Write-Ins and Talk-InsDirect Applications, in which Job seekers submit unsolicited application letters or resumes.Direct Applications can also create a pool of applicants to meet future needs.Write-Ins are those who send written enquiries. These jobseekers are asked to complete application forms for further processing.Talk-Ins: Job Aspirants are required to meet the recruiter for detailed talks. No Application is further required to be submitted to the recruiter.

ConsultantsThese are basically various private consultancy firms like Price Waterhouse coopers, ABC group which recruit candidates on behalf of the client companies by charging a fee. Most Consultants charge fees ranging from 20 to 50 percent of the first year salaries of the individuals placed.

E- RecruitmentCompanies post their Vacant positions available on their own sites on the internet while others enjoy services of professional job sites.

Evaluation on External SourcesMERITS:New Skills, New talents and new experiences to organizations.External Sources provide an equal opportunity for participation to all types of individuals and all sections of society in the selection process.Scope for resentment, heartburn and jealousy can be avoided by recruiting from outside.

ContdDEMERITS:Costly and Time-Consuming.Greater Possibility of Hiring Wrong person for the Available Post.Adjusting of new employees to the organizational culture takes longer time.

When to LOOK?Time Lapsed Data (TLD) will be highly useful in determining the timings.TLD shows the average time that elapses between major decision points in the recruitment process.

SEARCHINGOnce a Recruiting plan and strategy worked out, the search process begins:SOURCE ACTIVATIONSELLING

SCREENINGScreening of Applications can be regarded as an integral part of the recruiting process, though many view it as a first step in the selection process.Effective Screening can save a great deal of time keeping in mind all the considerations.Reference Checks are also useful in Screening.

EVALUATION AND CONTROLCosts generally incurred are:Salaries for recruitersManagement and professional time spent on preparing JD, JS, Advertisements etc.Administrative ExpensesCost of Overtime and Outsourcing while vacancies remain unfilled.

Alternatives to RecruitmentCompanies search alternatives to recruitment because of the cost of recruiting.3 Alternatives:OvertimeEmployee Leasing or Staff OutsourcingTemporary Employment

PHILOSOPHIES OF RECRUITING1. Realistic Job Previews: It provides Complete Job- Related Information, both positive and negative, to the applicants. The information provided will help jobseekers to evaluate the compatibility among jobs and their personal ends before hiring decisions are made.2. Job Compatibility Questionnaire: Helps in determining whether an applicants preferences for work match the characteristics of the Job.