CONCEPT OF RECRUITMENT LATERAL &

ONLINE PROCESS

RECRUITMENT

Recruitment is the process of finding and attracting capable

applicants for employment.

Process of searching for and obtaining applicants for job, so that

from among them the right people can be selected.

Recruitment process is send to end with the receipt of applications,

in practice, the activity extends to the screening of applications so as

to eliminate those who are not qualified for the job.

Factors governing recruitment

Internal Factors

External Factors

Internal Factors Recruitment policy of the organization The size of the organization Automation and mechanization Human resource planning strategy Cost involved in recruiting employees Quality of work life of employees Organizational culture Pay package Nature of products/goods produced and services rendered by the

organization Rate of growth of an organization Geographical spread of the organization’s operations Future expansion and production programmes The level and nature of seasonality of operations Pre dominance and role of trade unions.

External Factors

Governmental Factors and political and legal considerations like

reservation policy, Acts applicable for recruitment etc.

Socio economic factors

Labour market conditions

Mobility of people seeking jobs

Image perception of organization to the job seekers

Information system giving the information about employment

opportunities to job seekers

Org Goals and objectives

Human resource Planning

Recruitment

External Sources

Internal methods of recruitment

External methods of recruitment

Internal Sources

Initial screening

Application Pool

Rejected Candidates Selected candidates

Job Offer

Selection Methods

RECRUITMENT PROCESS FLOW

Recruitment Process Development of a policy on recruitment and retention and the systems that

give life to the policy; Needs assessment to determine the current and future human resource

requirements of the organization. If the activity is to be effective, the human resource requirements for each job category and functional division/unit of the organization must be assessed and a priority assigned;

Identification, within and outside the organization, of the potential human Resource pool and the likely competition for the knowledge and skills resident within it;

Job analysis and job evaluation to identify the individual aspects of each job and calculate its relative worth;

assessment of qualifications profiles, drawn from job descriptions that identify responsibilities and required skills, abilities, knowledge and experience;

determination of the organization’s ability to pay salaries and benefits within a defined period;

Identification and documentation of the actual process of recruitment and selection to ensure equity and adherence to equal opportunity and other laws.

Sources of Recruitment

Internal Sources

External Sources

Informal Sources

Formal Sources

Internal Sources

Present employees

Employee referrals

Transfers and promotions

Former employees

Previous applicants

Advantages of Internal recruitment

The ability of the recruit is known so it is easy to assess potential for the next level. By contrast, assessments of external recruits are based on less reliable sources, such as references, and relatively brief encounters, such as interviews.

“Insiders” know the organization, its strengths and weaknesses, its culture and, most of all, its people.

Promotions from within build motivation and a sense of commitment to the organization. Skilled and ambitious employees are more likely to become involved in developmental activities if they believe that these activities will lead to promotion.

Internal recruitment is cheaper and quicker than advertising in various media and interviewing “outsiders”. Time spent in training and socialization is also reduced.

Disadvantages of Internal recruitment

Sometimes it is difficult to find the “right” candidate within and the organization may settle for an employee who possesses a less than ideal mix of competencies.

If the vacancies are being caused by rapid expansion of the organization there may be an insufficient supply of qualified individuals above the entry level. This may result in people being promoted before they are ready, or not being allowed to stay in a position long enough to learn how to do the job well.

Infighting, inbreeding, and a shortage of varied perspectives and interests may reduce organizational flexibility and growth, and resistance to change by those who have an interest in maintaining the status quo may present long term problems.

In times of rapid growth and during transitions, the organization may promote from within into managerial positions, regardless of the qualifications of incumbents.

Sources of external recruitment

Informal recruiting methods tap a smaller market than formal methods. These methods may include rehiring former employees “walk-in” use of referrals

Formal methods of external recruiting entail searching the labour market more widely for candidates with no previous connection to the organization. newspaper/magazine/journal advertising the use of employment agencies and executive search firms, Campus recruitment. job/career fairs e-Recruiting Trade Unions

Recruitment Model

Defining the Recruitment

•Position•Requirement

Planning

•Defining the process•Setting the Time frames

Tapping the Target Group•Job Sites•Direct•Internal Reference EOBT•E Recruitment System•Campus

Selection Process•Screening•RPAT•Predictive Index •Preliminary Interview

Final Step•Final Interview•Reference Check•Offer•Medical Check up

Facilitating the On boarding Process

Joining

Technology

TechnologyTech

nolo

gy

LATERAL HIRING PROCESS

Lateral Recruitment

By definition, 'lateral' means - of or pertaining to the side; situated at, proceeding from, or directed to a side: a lateral view.

- pertaining to or entailing a position, office, etc., that is different but equivalent or roughly equivalent in status, as distinguished from a promotion or demotion: a lateral move.

- Of or constituting a change within an organization or a hierarchy to a position at a similar level, as in salary or responsibility, to the one being left: made a lateral move within the company. Situated at or extending to the side; "the lateral branches of a tree".

Professionals with several years of experience who move to a new company and assume a job at level similar to the one they left" is known as lateral hiring.

Factors responsible for Successful Lateral Recruitment

Create a rapport

Assume he/she has 4 other offers

Respond promptly

ON LINE PROCESS / E-RECRUITMENT PROCESS

E- Recruitment Process

Post the company profile and the job specifications on one of the

many available job portals and also search the portal to see if any

suitable resumes are on the site.

The alternate is to create an online recruitment page on the

company’s own website where job seekers can submit their

resumes which will get added to the database of the organization

for future consideration.

Trends in E- Recruitment

A recent survey of more than 50 organizations using e-recruitment

methods reported the reasons for the switch-over from traditional

methods to e-recruitment:

Web presence and using Internet improve corporate image

Minimizes recruitment costs

Lessens paper work and administrative burden

Ability to deploy advanced web tools for the recruitment team.

Advantages of E- Recruitment Process

Cost effective

Online recruitment is quick

Online recruitment gives a better chance of success

Online recruitment gives you a bigger audience

Online recruitment is easy

Disadvantages of E- Recruitment Process

Too many candidates

It won’t work always

Eg: On line recruitment process