Hr recruitment

1. CONTENTS RecruitmentHR Challenges In RecruitmentMeaning Of

RecruitmentPurpose & Importance Of Recruitment Recruitment ProcessSources Of
RecruitmentInternal Sources Of RecruitmentInternal Sources Of RecruitmentExternal
Sources Of RecruitmentFactors Affecting RecruitmentInternal Factors Affecting
RecruitmentExternal Factors Affecting RecruitmentRecruitment Policy Of a
CompanyRecent Trends in RecruitmentE-RecruitmentAdvantages & Disadvantages
Of E-RecruitmentDifference Between Recruitment And SelectionTypes Of Job
SeekersRecruitment Management SystemThe ROI On RecruitmentOutsourcing
RecruitmentAdvantage Of Outsourcing RecruitmentChanging Role of Recruitment
IntermediariesOutsourcing ProcessHow To Select A Recruitment ConsultantForms Of
RecruitmentEqual Employment Opportunity
2. RecruitmentRecruitment is an important part of an organizations human
resource planning and theircompetitive strength. Competent human resources at
the right positions in theorganisation are a vital resource and can be a core
competency or a strategic advantagefor it. The objective of the recruitment process
is to obtain the number and quality ofemployees that can be selected in order to
help the organisation to achieve its goals andobjectives. With the same objective,
recruitment helps to create a pool of prospectiveemployees for the organisation so
that the management can select the right candidate forthe right job from this
pool.Recruitment acts as a link between the employers and the job seekers and
ensures theplacement of right candidate at the right place at the right time. Using
and following theright recruitment processes can facilitate the selection of the best
candidates for theorganisation.In this is competitive global world and increasing
flexibility in the labour market,recruitment is becoming more and more important in
every business. Therefore,recruitment serves as the first step in fulfilling the needs
of organisations for acompetitive, motivated and flexible human resource that can
help achieve its objectives.
3. HR Challenges In RecruitmentRecruitment is a function that requires business
perspective, expertise, ability to find andmatch the best potential candidate for the
organisation, diplomacy, marketing skills (as tosell the position to the candidate)
and wisdom to align the recruitment processes for thebenefit of the organisation.
The HR professionals handling the recruitment function ofthe organisation- are
constantly facing new challenges. The biggest challenge for suchprofessionals is to
source or recruit the best people or potential candidate for theorganisation.In the
last few years, the job market has undergone some fundamental changes in termsof
technologies, sources of recruitment, competition in the market etc. In an
alreadysaturated job market, where the practiceslike poaching and raiding are
gaining momentum, HR professionals are constantly facingnew challenges in one of
their most important function- recruitment. They have to faceand conquer various
challenges to find the best candidates for their organisations.The major challenges
faced by the HR in recruitment are: Adaptability to globalization The HR

professionals are expected and required to keep in tune with the changing times,
i.e. the changes taking place across the globe. HR should maintain the timeliness of
the process Lack of motivation Recruitment is considered to be a thankless job.
Even if the organisation is achieving results, HR department or professionals are not
thanked for recruiting the right employees and performers. Process analysis The
immediacy and speed of the recruitment process are the main concerns of the HR in
recruitment. The process should be flexible, adaptive and responsive to the
immediate requirements. The recruitment process should also be cost effective.
4. Strategic prioritization The emerging new systems are both an opportunity as
well as a challenge for the HR professionals. Therefore, reviewing staffing needs and
prioritizing the tasks to meet the changes in the market has become a challenge for
the recruitment professionals.Meaning Of RecruitmentAccording to Edwin B. Flippo,
Recruitment is the process of searching the candidatesfor employment and
stimulating them to apply for jobs in the organisation. Recruitmentis the activity
that links the employers and the job seekers. A few definitions ofrecruitment are: A
process of finding and attracting capable applicants for employment. The
processbegins when new recruits are sought and ends when their applications are
submitted. Theresult is a pool of applications from which new employees are
selected. It is the process to discover sources of manpower to meet the requirement
of staffingschedule and to employ effectivemeasures for attracting that manpower
in adequate numbers to facilitate effectiveselection of an efficient working
force.Recruitment of candidates is the function preceding the selection, which helps
create apool of prospective employees for the organisation so that the management
can select theright candidate for the right job from this pool. The main objective of
the recruitmentprocess is to expedite the selection process.Recruitment is a
continuous process whereby the firm attempts to develop a pool ofqualified
applicants for the future human resources needs even though specific vacanciesdo
not exist. Usually, the recruitment process starts when a manger initiates an
employeerequisition for a specific vacancy or an anticipated vacancy.
5. RECRUITMENT NEEDS ARE OF THREE TYPES PLANNEDi.e. the needs arising from
changes in organization and retirement policy. ANTICIPATEDAnticipated needs are
those movements in personnel, which an organization can predictby studying trends
in internal and external environment. UNEXPECTEDResignation, deaths, accidents,
illness give rise to unexpected needs.Purpose & 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
theorganisation. Determine present and future requirements of the organization in
conjunction with itspersonnel planning and job analysis activities. Recruitment is the
process which links the employers with the employees. Increase the pool of job
candidates at minimum cost. Help increase the success rate of selection process by
decreasing number of visiblyunder qualified or overqualified job applicants.

6. Help reduce the probability that job applicants once recruited and selected will
leavethe organization only after a short period of time. Meet the organizations legal
and social obligations regarding the composition of itsworkforce. Begin identifying
and preparing potential job applicants who will be appropriatecandidates. Increase
organization and individual effectiveness of various recruiting techniques
andsources for all types of job applicantsRecruitment ProcessThe recruitment and
selection is the major function of the human resource departmentand recruitment
process is the first step towards creating the competitive strength and thestrategic
advantage for the organisations. Recruitment process involves a
systematicprocedure from sourcing the candidates to arranging and conducting the
interviews andrequires many resources and time. A general recruitment process is
as follows: Identifying the vacancy:The recruitment process begins with the human
resource department receivingrequisitions for recruitment from any department of
the company. These contain: Posts to be filled Number of persons Duties to be
performed Qualifications required
7. Preparing the job description and person specification. Locating and developing
the sources of required number and type of employees (Advertising etc). Shortlisting and identifying the prospective employee with required characteristics.
Arranging the interviews with the selected candidates. Conducting the interview
and decision making1. Identify vacancy2. Prepare job description and person
specification3. Advertising the vacancy4. Managing the response5. Short-listing
8. 6. Arrange interviews 7. Conducting interview and decision makingThe
recruitment process is immediately followed by the selection process i.e. the
finalinterviews and the decision making, conveying the decision and the
appointmentformalities.Sources Of RecruitmentEvery organisation has the option of
choosing the candidates for its recruitment processesfrom two kinds of sources:
internal and external sources. The sources within theorganisation itself (like transfer
of employees from one department to other, promotions)to fill a position are known
as the internal sources of recruitment. Recruitment candidatesfrom all the other
sources (like outsourcing agencies etc.) are known as the externalsources of
recruitment.SOURCES OF RECRUITMENT
9. Internal Sources Of Recruitment1. TRANSFERSThe employees are transferred
from one department to another according to theirefficiency and experience.2.
PROMOTIONSThe employees are promoted from one department to another with
more benefits andgreater responsibility based on efficiency and experience.3.
Others are Upgrading and Demotion of present employees according to
theirperformance.4. Retired and Retrenched employees may also be recruited once
again in case ofshortage of qualified personnel or increase in load of work.
Recruitment such peoplesave time and costs of the organisations as the people are
already aware of theorganisational culture and the policies and procedures.5. The
dependents and relatives of Deceased employees and Disabled employees arealso

done by many companies so that the members of the family do not

becomedependent on the mercy of others.
10. External Sources Of Recruitment 1. PRESS ADVERTISEMENTS Advertisements 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
INSTITUTES Various 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 AGENCIES Several private
consultancy firms perform recruitment functions on behalf of client companies by
charging a fee. Theseagencies are particularly suitable for recruitment of executives
and specialists. It is alsoknown as RPO (Recruitment Process Outsourcing)4.
EMPLOYMENT EXCHANGES Government establishes public employment exchanges
throughout the country. These exchanges provide job information to job seekers and
help employers in identifying suitable candidates.5. LABOUR CONTRACTORS Manual
workers can be recruited through contractors who maintain close contacts with the
sources of such workers. This source is used to recruit labour for construction jobs.
11. 6. UNSOLICITED APPLICANTS Many 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 /
RECOMMENDATIONS Many 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. In
some organizations these are formal agreements to give priority in recruitment to
the candidates recommended by the trade union.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. Factors Affecting Recruitment The
recruitment function of the organisations is affected and governed by a mix of
various internal and external forces. The internal forces or factors are the factors
that can be controlled by the organisation. And the external factors are those
factors which cannot be controlled by the organisation. The internal and external
forces affecting recruitment function of an organisation are:
12. FACTORS AFFECTING RECRUITMENTInternal Factors Affecting RecruitmentThe
internal forces i.e. the factors which can be controlled by the organisation are:1.
RECRUITMENT POLICYThe recruitment policy of an organisation specifies the
objectives of recruitment andprovides a framework for implementation of
recruitment programme. It may involveorganizational system to be developed for
implementing recruitment programmes andprocedures by filling up vacancies with
best qualified people.

13. FACTORS AFFECTING RECRUITMENT POLICY Organizational objectives

Personnel policies of the organization and its competitors. Government policies on
reservations. Preferred sources of recruitment. Need of the organization.
Recruitment costs and financial implications. 2. HUMAN RESOURCE PLANNING
Effective human resource planning helps in determining the gaps present in the
existing manpower of the organization. It also helps in determining the number of
employees to be recruited and what qualification they must possess. 3. SIZE OF THE
FIRM The size of the firm is an important factor in recruitment process. If the
organization is planning to increase its operations and expand its business, it will
think of hiring more personnel, which will handle its operations. 4. COST
Recruitment incur cost to the employer, therefore, organizations try to employ that
source of recruitment which will bear a lower cost of recruitment to the organization
for each candidate. 5. GROWTH AND EXPANSION Organization will employ or think
of employing more personnel if it is expanding its operations.
14. External Factors Affecting RecruitmentThe external forces are the forces which
cannot be controlled by the organisation. Themajor external forces are:1. SUPPLY
AND DEMANDThe availability of manpower both within and outside the organization
is an importantdeterminant in the recruitment process. If the company has a
demand for moreprofessionals and there is limited supply in the market for the
professionals demanded bythe company, then the company will have to depend
upon internal sources by providingthem special training and development
programs.2. LABOUR MARKETEmployment conditions in the community where the
organization is located willinfluence the recruiting efforts of the organization. If
there is surplus of manpower at thetime of recruitment, even informal attempts at
the time of recruiting like notice boardsdisplay of the requisition or announcement
in the meeting etc will attract more thanenough applicants. 3. IMAGE / GOODWILL
Image of the employer can work as a potential constraint for recruitment. An
organization with positive image and goodwill as an employer finds it easier to
attract and retain employees than an organization with negative image. Image of a
company is based on what organization does and affected by industry. For example
finance was taken up by fresher MBAs when many finance companies were coming
up. 4. POLITICAL-SOCIAL- LEGAL ENVIRONMENT Various government regulations
prohibiting discrimination in hiring and employment have direct impact on
recruitment practices. For example,
15. Government of India has introduced legislation for reservation in employment
for scheduled castes, scheduled tribes, physically handicapped etc. Also, trade
unions play important role in recruitment. This restricts management freedom to
select those individuals who it believes would be the best performers. If the
candidate cant meet criteria stipulated by the union but union regulations can
restrict recruitment sources. 5. UNEMPLOYMENT RATE One of the factors that
influence the availability of applicants is the growth of the economy (whether
economy is growing or not and its rate). When the company is not creating new

jobs, there is often oversupply of qualified labour which in turn leads to

unemployment. 6. COMPETITORS The recruitment policies of the competitors also
effect the recruitment function of the organisations. To face the competition, many a
times the organisations have to change their recruitment policies according to the
policies being followed by the competitors.Recruitment Policy Of a CompanyIn
todays rapidly changing business environment, a well defined recruitment policy
isnecessary for organizations to respond to its human resource requirements in
time.Therefore, it is important to have a clear and concise recruitment policy in
place, whichcan be executed effectively to recruit the best talent pool for the
selection of the rightcandidate at the right place quickly. Creating a suitable
recruitment policy is the first stepin the efficient hiring process. A clear and concise
recruitment policy helps ensure asound recruitment process.
16. It specifies the objectives of recruitment and provides a framework for
implementation ofrecruitment programme. It may involve organizational system to
be developed forimplementing recruitment programmes and procedures by filling
up vacancies with bestqualified people.COMPONENTS OF THE RECRUITMENT POLICY
The general recruitment policies and terms of the organisation Recruitment services
of consultants Recruitment of temporary employees Unique recruitment situations
The selection process The job descriptions The terms and conditions of the
employmentA recruitment policy of an organisation should be such that: It should
focus on recruiting the best potential people. To ensure that every applicant and
employee is treated equally with dignity and respect. Unbiased policy. To aid and
encourage employees in realizing their full potential. Transparent, task oriented and
merit based selection. Weightage during selection given to factors that suit
organization needs. Optimization of manpower at the time of selection process.
Defining the competent authority to approve each selection. Abides by relevant
public policy and legislation on hiring and employment relationship.
17. Integrates employee needs with the organisational needs.FACTORS AFFECTING
RECRUITMENT POLICY Organizational objectives Personnel policies of the
organization and its competitors. Government policies on reservations. Preferred
sources of recruitment. Need of the organization. Recruitment costs and financial
implications.Recent Trends in RecruitmentThe following trends are being seen in
recruitment: OUTSOURCINGIn India, the HR processes are being outsourced from
more than a decade now. Acompany may draw required personnel from outsourcing
firms. The outsourcing firmshelp the organisation by the initial screening of the
candidates according to the needs ofthe organisation and creating a suitable pool of
talent for the final selection by theorganisation. Outsourcing firms develop their
human resource pool by employing peoplefor them and make available personnel to
various companies as per their needs. In turn,the outsourcing firms or the
intermediaries charge the organisations for their services.Advantages of outsourcing
are: 1. Company need not plan for human resources much in advance. 2. Value

creation, operational flexibility and competitive advantage 3. turning the

managements focus to strategic level processes of HRM
18. 4. Company is free from salary negotiations, weeding the unsuitable
resumes/candidates.5. Company can save a lot of its resources and time
POACHING/RAIDING Buying talent (rather than developing it) is the latest mantra
being followed by the organisations today. Poaching means employing a competent
and experienced person already working with another reputed company in the same
or different industry; the organisation might be a competitor in the industry. A
company can attract talent from another firm by offering attractive pay packages
and other terms and conditions, better than the current employer of the candidate.
But it is seen as an unethical practice and not openly talked about. Indian software
and the retail sector are the sectors facing the most severe brunt of poaching today.
It has become a challenge for human resource managers to face and tackle
poaching, as it weakens the competitive strength of the firm. E-RECRUITMENT Many
big organizations use Internet as a source of recruitment. E- recruitment is the use
of technology to assist the recruitment process. They advertise job vacancies
through worldwide web. The job seekers send their applications or curriculum vitae
i.e. CV through e mail using the Internet. Alternatively job seekers place their CVs
in worldwide web, which can be drawn by prospective employees depending upon
their requirements. Advantages of recruitment are: o Low cost. o No intermediaries
o Reduction in time for recruitment. o Recruitment of right type of people. o
Efficiency of recruitment process.
19. E-RecruitmentThe buzzword and the latest trends in recruitment is the ERecruitment. Also known asOnline recruitment, it is the use of technology or the
web based tools to assist therecruitment process. The tool can be either a job
website like naukri.com, the organisationscorporate web site or its own intranet.
Many big and small organizations are using Internet as asource of recruitment. They
advertise job vacancies through worldwide web. The job seekerssend their
applications or curriculum vitae (CV) through an e-mail using the
Internet.Alternatively job seekers place their CVs in worldwide web, which can be
drawn by prospectiveemployees depending upon their requirements.The internet
penetration in India is increasing and has tremendous potential. According to astudy
by NASSCOM Jobs is among the top reasons why new users will come on to
theinternet, besides e-mail. There are more than 18 million resumes floating
online across theworld.The two kinds of e- recruitment that an organisation can use
is Job portals i.e. posting the position with the job description and the job
specification on thejob portal and also searching for the suitable resumes posted on
the site corresponding to theopening in the organisation. Creating a complete online
recruitment/application section in the companies own website. -Companies have
added an application system to its website, where the passive job seekerscan
submit their resumes into the database of the organisation for consideration in
future, asand when the roles become available.Resume Scanners: Resume scanner

is one major benefit provided by the job portals to theorganisations. It enables the
employees to screen and filter the resumes through pre-definedcriterias and
requirements (skills, qualifications, experience, payroll etc.) of the job.
20. Job sites provide a 24*7 access to the database of the resumes to the
employees facilitating thejust-in-time hiring by the organisations. Also, the jobs can
be posted on the site almostimmediately and is also cheaper than advertising in the
employment newspapers. Sometimescompanies can get valuable references
through the passers-by applicants. Online recruitmenthelps the organisations to
automate the recruitment process, save their time and costs onrecruitments.Online
recruitment techniques Giving a detailed job description and job specifications in
the job postings to attract candidates with the right skill sets and qualifications at
the first stage. E-recruitment should be incorporated into the overall recruitment
strategy of the organisation. A well defined and structured applicant tracking
system should be integrated and the system should have a back-end support. Along
with the back-office support a comprehensive website to receive and process job
applications (through direct or online advertising) should be developed.Advantages
& Disadvantages Of E-RecruitmentThere are many benefits both to the employers
and the job seekers but the e-recruitmentis not free from a few shortcomings. Some
of the advantages and the disadvantages of e-recruitment are as
follows:Advantages of E-Recruitment are: Lower costs to the organisation. Also,
posting jobs online is cheaper than advertising inthe newspapers.
21. No intermediaries. Reduction in the time for recruitment (over 65 percent of the
hiring time). Facilitates the recruitment of right type of people with the required
skills. Improved efficiency of recruitment process. Gives a 24*7 access to an online
collection of resumes. Online recruitment helps the organisations to weed out the
unqualified candidates in anautomated way. Recruitment websites also provide
valuable data and information regarding thecompensation offered by the
competitors etc. which helps the HR managers to takevarious HR decisions like
promotions, salary trends in industry etcDisadvantages of E-RecruitmentApart from
the various benefits, e-recruitment has its own share of shortcomings
anddisadvantages. Some of them are: Screening and checking the skill mapping
and authenticity of million of resumes is a problem and time consuming exercise for
organisations. There is low Internet penetration and no access and lack of
awareness of internet in many locations across India. Organisations cannot be
dependant solely and totally on the online recruitment methods. In India, the
employers and the employees still prefer a face-to-face interaction rather than
sending e-mails.
22. Difference Between Recruitment And SelectionBoth recruitment and selection
are the two phases of the employment process. The differencesbetween the two
are:1. Recruitment is the process of searching the candidates for employment and
stimulating themto apply for jobs in the organisation WHEREAS selection involves
the series of steps by whichthe candidates are screened for choosing the most

suitable persons for vacant posts.2. The basic purpose of recruitments is to create a
talent pool of candidates to enable theselection of best candidates for the
organisation, by attracting more and more employees toapply in the organisation
WHEREAS the basic purpose of selection process is to choose the rightcandidate to
fill the various positions in the organisation.3. Recruitment is a positive process i.e.
encouraging more and more employees to applyWHEREAS selection is a negative
process as it involves rejection of the unsuitable candidates.4. Recruitment is
concerned with tapping the sources of human resources WHEREAS selectionis
concerned with selecting the most suitable candidate through various interviews
and tests.5. There is no contract of recruitment established in recruitment
WHEREAS selection results in acontract of service between the employer and the
selected employee.
23. Types Of Job SeekersTypes Of Job Seekers1. Quid Pro QueThese are the people
who say that I can do this for you, what can you give me These peoplevalue high
responsibilities, higher risks, and expect higher rewards, personal development
andcompany profiles doesnt matter to them.2. I will be with youThese people like
to be with big brands. Importance is given to brands. They are not botheredabout
work ethic, culture mission etc.3. I will do you what you wantThese people are
concerned about how meaningful the job is and they define meaningparameters
criteria known by previous job.4. Where do you want me to comeThese people
observe things like where is your office, what atmosphere do you offer.
Careerprospects and exciting projects dont entice them as much. It is the
responsibility of the recruiterto decide what the employee might face in given job
and thus take decision. A good decision willhelp cut down employee retention costs
and future recruitment costs.Recruitment Management SystemRecruitment
management system is the comprehensive tool to manage the entire
recruitmentprocesses of an organisation. It is one of the technological tools
facilitated by the informationmanagement systems to the HR of organisations. Just
like performance management, payroll and
24. other systems, Recruitment management system helps to contour the
recruitment processes andeffectively managing the ROI on recruitment.The
features, functions and major benefits of the recruitment management system are
explainedbelow: Structure and systematically organize the entire recruitment
processes. Recruitment management system facilitates faster, unbiased, accurate
and reliable processing of applications from various applications. Helps to reduce
the time-per-hire and cost-per-hire. Recruitment management system helps to
incorporate and integrate the various links like the application system on the official
website of the company, the unsolicited applications, outsourcing recruitment, the
final decision making to the main recruitment process. Recruitment management
system maintains an automated active database of the applicants facilitating the
talent management and increasing the efficiency of the recruitment processes.
Recruitment management system provides and a flexible, automated and

interactive interface between the online application system, the recruitment

department of the company and the job seeker. Offers tolls and support to enhance
productivity, solutions and optimizing the recruitment processes to ensure improved
ROI. Recruitment management system helps to communicate and create healthy
relationships with the candidates through the entire recruitment process.The
Recruitment Management System (RMS) is an innovative information system tool
whichhelps to sane the time and costs of the recruiters and improving the
recruitment processes.
25. The ROI On RecruitmentBefore making any investment, every organisation
would want to evaluate the investment byanswering the following questions in
quantifiable terms: What are the costs and the corresponding and related risks on
the investment? What are the expected returns of the investment? What is the
expected pay-back period of the investment?An organisation makes a tremendous
amount of investment in its recruitment processes.A lot of resources like time and
money are spent on recruitment processes of an organisation.But assessing or
quantifying the returns on the recruitment process, or, calculating the return
oninvestment (ROI) on recruitment is a complicated task for an organisation.
Indeed, it is difficultto judge the success of their recruitment processes. Instead,
recruitment is one activity thatcontinues in an organisation without anyone ever
realizing its worth or measuring its impact onthe organisations business.According
to a survey, 38 % of organisations do not prepare or produce any kind of
documentsor reports on their recruitment processes, and there is no accountability
of the HR department forthe costs incurred and the opportunities missed.With the
increasing strategic focus on the human resources, more and more organisations
areadopting one or the other way for calculating the ROI on its recruitments. Many
organisationsare examining their HR functions and processes and are trying to
quantify their results andreturns.A recruitment professional or manager can
calculate and maximize the return on investments onits organisations recruitment
by Clear definition of the results to be achieved from recruitment. Developing
methods and ways measuring the results like the time to hire, cost-Per- Hire and
effectiveness of the recruitment source etc. Estimating the costs associated with the
recruitment project
26. Estimating the tangible and intangible benefits to the organization including the
payback period of the recruitments. Providing and ensuring proper training and
development of the recruitment professionals.Assessing the ROI on recruitments
can assist an organisation to strengthen its HR processes,improving its recruitment
function and to build a strategic human resource advantage for
theorganisation.Outsourcing RecruitmentOutsourcing the human resource (HR)
processes is the latest practice being followed by middleand large sized
organizations. It is being witnessed across all the industries. In India, the
HRprocesses are being outsourced from nearly a decade now. Outsourcing industry
is growing at ahigh rate.Human Resource Outsourcing refers to the process in which

an organisation uses theexpert services of a third party (generally professional

consultants) to take care of its HRfunctions while HR management can focus on the
strategic dimension of their function. Thefunctions that are typically outsourced are
the functions that need expertise, relevant experience,knowledge and best methods
and practices. This has given rise to outsourcing the various HRfunctions of an
organisation. HR Consultancies such as Ma Foi and Planman Consulting providesuch
services through expert professional consultants. Human resources business
processoutsourcing (HR BPO) is a major component of the worldwide BPO market.
Performancemanagement outsourcing involves all the performance monitoring,
measurement, managementbeing outsourced from a third party or an external
organisation.Many organizations have started outsourcing its recruitment process
i.e. transferring all or somepart of its recruitment process to an external consultant
providing the recruitment services. It iscommonly known as RPO i.e. recruitment
process outsourcing. More and more medium andlarge sized organizations are
outsourcing their recruitment process right from the entry level jobsto the C-level
jobs.The present value of the recruitment process outsourcing industry (RPO) in
India is estimated tobe $2.5 billion and it is expected to grow at the annual rate of
30-40 per cent for the next couple
27. of years. According to a recent survey, only 8-10 per cent of the Indian
companies are completerecruitment processes. However, the number of companies
outsourcing their recruitmentprocesses is increasing at a very fast rate and so is the
percentage of their total recruitmentprocesses being outsourced.Outsourcing
organizations strive for providing cost saving benefits to their clients. One of
themajor advantages to organizations, who outsource their recruitment process, is
that it helps tosave up to as much as 40 per cent of their recruitment costs. With
the experience, expertise andthe economies of scale of the third party,
organizations are able to improve the quality of therecruits and the speed of the
whole process. Also, outsourcing enables the human resourceprofessionals of
organizations to focus on the core and other HR and strategic issues.Outsourcing
also gives a structured approach to the whole process of recruitment, with
theultimate power of decision making of recruiting with the organisation itself. The
portion of therecruitment cycle that is outsourced range from preparing job
descriptions to arranginginterviews, the activities that consume almost 70 per cent
of the time of the whole recruitmentprocess.Outsourcing the recruitment processes
for a sector like BPO, which faces an attrition of almost50-60 per cent, can help the
companies in BPO sector to save costs tremendously and focus onother issues like
retention. The job seekers are also availing the services of the third
parties(consultants) for accessing the latest job opportunities.In India, the trend of
outsourcing recruitment is also catching up fast. For example: Vodafoneoutsources
its recruitment activities to Alexander Mann Solutions (RPO service provider).
Wiprohas outsourced its recruitment process to MeritTrac. Yes bank is also known to
outsource 50 percent of its recruitment processes.

28. Advantage Of Outsourcing RecruitmentTraditionally, recruitment is seen as the

cost incurring process in an organization. HRoutsourcing helps the HR professionals
of the organisations to concentrate on the strategicfunctions and processes of
human resource management rather than wasting their efforts, timeand money on
the routine work.Outsourcing the recruitment process helps to cut the recruitment
costs to 20 % and also provideeconomies of scale to the large sized
organizations.The major advantages of outsourcing performance management
are:Outsourcing is beneficial for both the corporate organisations that use the
outsourcing services aswell as the consultancies that provide the service to the
corporates. Apart from increasing theirrevenues, outsourcing provides business
opportunities to the service providers, enhancing theskill set of the service
providers and exposure to the different corporate experiences therebyincreasing
their expertise.The advantages accruing to the corporates are:
29. turning the managements focus to strategic level processes of HRM accessibility
to the expertise of the service providers freedom from red tape and adhering to
strict rules and regulations optimal resource utilisation structured and fair
performance management. a satisfied and, hence, highly productive employees
value creation, operational flexibility and competitive advantageTherefore
outsourcing helps both the organisations and the consultancies to grow and
performbetter.Changing Role of Recruitment IntermediariesRecruitment
consultancies, agencies or intermediaries are witnessing a boom in the demand
oftheir services, both by the employers and the job seekers. With an already
saturated job market,the recruitment intermediaries have gained a vital position
acting as a link between the jobseekers and the employers.But at the same time,
one of the major threats faced by this industry isthe growing popularity of erecruitment. With the changing demand, technologies and thepenetration and
increasing use of internet, the recruitment consultancies or the intermediaries
arefacing tough competition. To retain and maintain their position in the recruitment
market, therecruitment intermediaries or consultants (as they are commonly
known) are witnessing andincorporating various changes in terms of their role,
functions and the services.According to a survey amongst top employers, most of
them agree with the growing influence oftechnology and the Internet on the
recruitment processes. 70 per cent of employers reported theuse of application
portal on their companys official website. Apart from that, the emergingpopularity
of the job portals is also growing.But the fact that the intermediaries or the
consultants are able to provide their expert services,economies of scale, up to 40
percent savings in the recruitment costs, knowledge of the market,the candidates,
understanding of the requirements, and most importantly, the assess to thesuitable
and talented candidates and the structured recruitment processes. The recruitment
30. intermediaries save the organisations from the tedious of weeding out
unsuitable resumes, co-coordinating interviews, posting vacancies etc. give them an
edge over the other sources ofrecruitment.To retain their position as the service

providers in the recruitment market, the recruitmentintermediaries are providing

vale added services to the organisations. They are incorporating theuse of internet
and job portals, making their services more efficient.Despite of the growing use of
the internet, the recruitment intermediaries are predicted tocontinue dominating
the recruitment market in the anticipated future.Outsourcing ProcessOutsourcing
Process
31. How To Select A Recruitment ConsultantIf an organisation decides to outsource
its recruitment processes or activities, it is very importantto find and select a
suitable recruitment consultant or consultancies, which can deliver resultsaccording
to the needs of the organisation. Today, there are thousands of consulting
firms(consultancies) as well as freelance consultants working independently. An
organisation looksfor various considerations and qualities before selecting the
suitable recruitment consultant. The reputation of the consulting firm in the job
market (based on expertise and experience). Who are the consultants or firms past
and present clients? Consultants expertise and experience (from how long has
he/firm been in the business) Does the recruitment consultant have the requisite
resources to complete the targets on time? Get the idea of the effectiveness and
the services of the recruitment consultant from its current and past clients.Qualities
of an independent recruitment consultant:Some of the qualities or characteristics
looked in recruitment consultants are: Marketing skills Flexibility and adaptability
Wisdom Exuberance Ability to prioritise Ambition Resourcefulness Diplomacy/
delicacy
32. Recruitment Process in Top Organisations inIndian IndustryRecruitment
StrategiesRecruitment is of the most crucial roles of the human resource
professionals. The level ofperformance of and organisation depends on the
effectiveness of its recruitment function.Organisations have developed and follow
recruitment strategies to hire the best talent for theirorganisation and to utilize their
resources optimally. A successful recruitment strategy should bewell planned and
practical to attract more and good talent to apply in the organisation.For
formulating an effective and successful recruitment strategy, the strategy should
cover thefollowing elements: 1. Identifying and prioritizing jobs Requirements keep
arising at various levels in every organisation; it is almost a never- ending process.
It is impossible to fill all the positions immediately. Therefore, there is a need to
identify the positions requiring immediate attention and action. To maintain the
quality of the recruitment activities, it is useful to prioritize the vacancies whether
to focus on all vacancies equally or focusing on key jobs first. 2. Candidates to
target The recruitment process can be effective only if the organisation completely
understands the requirements of the type of candidates that are required and will
be beneficial for the organisation. This covers the following parameters as well: o
Performance level required: Different strategies are required for focusing on hiring
high performers and average performers. o Experience level required: the strategy
should be clear as to what is the experience level required by the organisation. The

candidates experience can range from being a fresher to experienced senior

professionals.
33. o Category of the candidate: the strategy should clearly define the target
candidate. He/she can be from the same industry, different industry, unemployed,
top performers of the industry etc. 3. Sources of recruitment The strategy should
define various sources (external and internal) of recruitment. Which are the sources
to be used and focused for the recruitment purposes for various positions.
Employee referral is one of the most effective sources of recruitment. 4. Trained
recruiters The recruitment professionals conducting the interviews and the other
recruitment activities should be well-trained and experienced to conduct the
activities. They should also be aware of the major parameters and skills (e.g.:
behavioural, technical etc.) to focus while interviewing and selecting a candidate. 5.
How to evaluate the candidates The various parameters and the ways to judge
them i.e. the entire recruitment process should be planned in advance. Like the
rounds of technical interviews, HR interviews, written tests, psychometric tests
etc.HR Challenges In RecruitmentRecruitment is a function that requires business
perspective, expertise, ability to find and matchthe best potential candidate for the
organisation, diplomacy, marketing skills (as to sell theposition to the candidate)
and wisdom to align the recruitment processes for the benefit of theorganisation.
The HR professionals handling the recruitment function of the organisationareconstantly facing new challenges. The biggest challenge for such professionals is
to source orrecruit the best people or potential candidate for the organisation.In the
last few years, the job market has undergone some fundamental changes in terms
oftechnologies, sources of recruitment, competition in the market etc. In an already
saturated jobmarket, where the practices like poaching and raiding are gaining
momentum, HR professionalsare constantly facing new challenges in one of their
most important function- recruitment. Theyhave to face and conquer various
challenges to find the best candidates for their organisations.
34. The major challenges faced by the HR in recruitment are:Adaptability to
globalization The HR professionals are expected and required to keep in tunewith
the changing times, i.e. the changes taking place across the globe. HR should
maintain thetimeliness of the process Lack of motivation Recruitment is
considered to be a thankless job. Even if the organisation is achieving results, HR
department or professionals are not thanked for recruiting the right employees and
performers. Process analysis The immediacy and speed of the recruitment process
are the main concerns of the HR in recruitment. The process should be flexible,
adaptive and responsive to the immediate requirements. The recruitment process
should also be cost effective. Strategic prioritization The emerging new systems
are both an opportunity as well as a challenge for the HR professionals. Therefore,
reviewing staffing needs and prioritizing the tasks to meet the changes in the
market has become a challenge for the recruitment professionals.Recruiting
ExpatriatesExpatriate is a person who leaves his country to work and live in a

foreign country. Generally,expatriates are the nationals from the other countries
than the host and the MNCs parentcountry, i.e. expatriates are the third country
nationals.The unavailability of the required skills and talents takes the organisation
to source talent fromother countries. The procedures and processes of recruiting
and selecting the human resourcesare never uniform even within a single
organisation. The procedures vary according to the post,the skill set required, the
nature of work etc. More of it is seen in the case of recruitment ofexpatriates. The
recruitment and selection procedures and considerations are drastically differentfor
expatriates than that of the domestic employees. Recruitment of expatriates
involves greatertime, monetary resources and other indirect costs. Improper
recruitment and selection can cause
35. the expatriates to return hastily or a decline in their performance.A mismatch
between job (its requirements) and people can reduce the effectiveness of
otherhuman resource activities and can affect the performance of the employees as
well as theorganisation.Recruiting expatriates require special considerations and
skills to select the best person for thejob. Except for a few expatriate selection
policies, the expatriate selection criterion is generallyorganisation and nation
specific.The recruiters for recruiting the expatriates should be carefully selected and
trained. Therecruitment strategies for expatriates should be aligned with
requirements of the job. Theinterviews of expatriates are designed in a manner to
judge their: Adaptability to the new culture Intercultural interaction Flexibility
Professional expertise Past international work experience Tolerance and openmindedness Family situation Language ability Attitude and motivation Empathy
towards local cultureA few researches in this field also suggest that women are
morel likely to be successful in certainpositions as expatriates as they are more
sensitive towards new culture and people. Recruitmentof expatriates should be
followed by cultural and sensitivity training, and language training.Head
HuntingHeadhunting refers to the approach of finding and attracting the best
experienced person with therequired skill set. Headhunting involves convincing the
person to join your organization.
36. Headhunting ProcessForms Of RecruitmentExpatriate is a person who leaves his
country to work and live in a foreign country. Generally,expatriates are the nationals
from the other countries than the host and the MNCs parentcountry, i.e. expatriates
are the third country nationals.The unavailability of the required skills and talents
takes the organisation to source talent fromother countries. The procedures and
processes of recruiting and selecting the human resourcesare never uniform even
within a single organisation. The procedures vary according to the post,
37. the skill set required, the nature of work etc. More of it is seen in the case of
recruitment ofexpatriates. The recruitment and selection procedures and
considerations are drastically differentfor expatriates than thatof the domestic
employees. Recruitment of expatriates involves greater time, monetary
resourcesand other indirect costs. Improper recruitment and selection can cause the

expatriates to returnhastily or a decline in their performance.A mismatch between

job (its requirements) and people can reduce the effectiveness of otherhuman
resource activities and can affect the performance of the employees as well as
theorganisation.Recruiting expatriates require special considerations and skills to
select the best person for thejob. Except for a few expatriate selection policies, the
expatriate selection criterion is generallyorganisation and nation specific.The
recruiters for recruiting the expatriates should be carefully selected and trained.
Therecruitment strategies for expatriates should be aligned with requirements of
the job. Theinterviews of expatriates are designed in a manner to judge their:
Adaptability to the new culture Intercultural interaction Flexibility Professional
expertise Past international work experience Tolerance and open-mindedness Family
situation Language ability Attitude and motivation Empathy towards local cultureA
few researches in this field also suggest that women are morel likely to be
successful in certainpositions as expatriates as they are more sensitive towards new
culture and people. Recruitmentof expatriates should be followed by cultural and
sensitivity training, and language training.
38. Equal Employment OpportunityEqual opportunity employment refers to the
approach of the employers to ensure the practice ofbeing fair and impartial in the
employment process. *The term "Equal OpportunityEmployment" was first given by
President Lyndon B. Johnson when he signed Executive Order11246 which was
created to prohibit federal contractors from discriminating against employeeson the
basis of race, sex, creed, religion, color, or national origin*. The scope of the order
alsocovered the discrimination on the basis of the minority status.Discrimination in
employmentDiscrimination refers to the any kind of prejudice, biasness or favoritism
on the basis of disability race age sex sexuality pregnancy Marital statusin
employment. No person should be treated less favourably than any other on the
basis of thespecified issues above. Many countries (like SA) have already
implemented Equal OpportunityAct, making it against the law to treat anybody
unfairly.Diversity in workforceWith the globalization and the increasing size of the
organisations, the diversity in the workforceis increasing i.e. people from diverse
backgrounds, educational background, age groups, race,gender, abilities etc come
together to work for one organisation and common objectives.Therefore, it is the
responsibility of the employer to create an equality-based and discrimination-free
working environment and practices.Equal opportunity means treating people
equally and fairly irrespective of their race, religion,sex, age, disability etc. Giving
women an equal treatment and access to opportunities at the
39. workplace. Any employee should be ill-treated or harassed by the employer or
other employees.Equal Employment Opportunity principles help to realize and
respect the actual worth of theindividual on the basis of his knowledge, skills,
abilities and merit. And the policy should coverall the employees of an organisation
whether permanent or temporary, contractual etc.Equal employment opportunity is
necessary to ensure: To give fair access to the people of all development

opportunities To create a fair organisation, industry and society. To encourage and

give disadvantaged or disabled people a fair chance to grow with the
societyhttp://recruitment.naukrihub.com/employment-opportunity.html