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INTRODUCTION T
he human resources are the most important assets of an organization. The success
or failure of an organization is largely dependent on the caliber of the people
working therein. Without positive and creative contributions from people, organ
izations cannot progress and prosper. In order to achieve the goals or the activ
ities of an organization, therefore, they need to recruit people with requisite
skills, qualifications and experience. While doing so, they have to keep the pre
sent as well as the future requirements of the organization in mind.
Recruitment is distinct from Employment and Selection. Once the required number
and kind of human resources are determined, the management has to find the place
s where the required human resources are/will be available and also find the mea
ns of attracting them towards the organization before selecting suitable candida
tes for jobs. All this process is generally known as recruitment. Some people us
e the term Recruitment for employment. These two are not one and the same. Recruit
ment is only one of the steps in the entire employment process. Some others use
the term recruitment for selection. These are not the same either. Technically s
peaking, the function of recruitment precedes the selection function and it incl
udes only finding, developing the sources of prospective employees and attractin
g them to apply for jobs in an organization, whereas the selection is the proces
s of finding out the most suitable candidate to the job out of the candidates at
tracted (i.e., recruited).Formal definition of recruitment would give clear cut
idea about the function of recruitment.
DEFINITIONS Recruitment is defined as, a process to discover the sources of manpo
wer to meet the requirements of the staffing schedule and to employ effective me
asures for attracting that manpower in adequate numbers to facilitate effective
selection of an efficient workforce. Edwin B. Flippo defined recruitment as the pr
ocess of searching for prospective employees and stimulating them to apply for j
obs in the organization. Recruitment is a linking function -joining together those w
ith jobs to fill and those seeking
jobs. It is a joining process in that it tries to bring together job seekers and
employer with a view to encourage the former to apply for a job with the latter.
In order to attract people for the jobs, the organization must communicate the p
osition in such a way that job seekers respond. To be cost effective, the recrui
tment process should attract qualified applicants and provide enough information
for unqualified persons to self-select themselves out.
Thus, the recruitment process begins when new recruits are sought and ends when
their applications are submitted. The result is a pool of applicants from which
new employees are selected.
PURPOSES AND IMPORTANCE The general purpose of recruitment is to provide a pool
of potentially qualified job candidates. Specifically, the purposes are to: Deter
mine the present and future requirements of the organization in conjunction with
its personnel-planning and job-analysis activities. Increase the pool of job can
didates at minimum cost. Help increase the success rate of the selection process
by reducing the number of visibly, under qualified or overqualified job applican
ts. Help reduce the probability that job applicants, once recruited and selected,
will leave the organization only after a short period of time. Begin identifying
and preparing potential job applicants who will be appropriate candidates. Induc
t outsiders with a new perspective to lead the company.
Infuse fresh blood at all levels of the organization.
Develop an organizational culture that attracts competent people to
the company. Search or head hunt/head pouch people whose skills fit the company s v
alues. Devise methodologies for assessing psychological traits.
Search for talent globally and not just within the company.
Design entry pay that competes on quality but not on quantum.
Anticipate and find people for positions that do not exist yet.
Increase organizational 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 co
mpany makes with potential employees. It is through recruitment that many indivi
duals will come to know a company, and eventually decide whether they wish to wo
rk for it. A well-planned and well-managed recruiting effort will result in high
- quality applicants, whereas, a haphazard and piecemeal effort will result in m
ediocre ones. High-quality employees cannot be selected when better candidates d
o not know of job openings, are not interested in working for the company and do
not apply. The recruitment process should inform qualified individuals about em
ployment opportunities, create a positive image of the company, provide enough i
nformation about the jobs so that applicants can make comparisons with their qua
lifications and interests, and generate enthusiasm among the best candidates so
that they will apply for the vacant positions.
The negative consequences of a poor recruitment process speak volumes about its
role in an organization. The failure to generate an adequate number of reasonabl
y qualified applicants can prove costly in several ways. It can greatly complica
te the selection process and may result in lowering of selection standards. The
poor quality of selection means extra cost on training and supervision. Furtherm
ore, when recruitment fails to meet the organizational needs for talent, a typic
al response is to raise entry-level pay scales. This can distort traditional wag
e and salary relationships in the organization, resulting in avoidable consequen
ces. Thus, the effectiveness of a recruitment process can play a major role in d
etermining the resources that must be expended on other HR activities and their
ultimate success.
SUB-SYSTEMS OF RECRUITMENT The recruitment process consists of the following fou
r sub-functions:- Finding out and developing the sources where the required numbe
r and kind of employees will be available. Developing suitable techniques to attr
act the desirable candidates. Employing the techniques to attract candidates. Sti
mulating as many candidates as possible and asking them to apply for jobs irresp
ective of the number of candidates required. Management has to attract more cand
idates in order to increase the selection ratio so that the most suitable candid
ate can be selected out of the total candidates available. Recruitment is positi
ve as it aims at increasing the number of applicants and selection is somewhat n
egative as it selects the suitable candidates in which process; the unsuitable c
andidates are automatically eliminated. Though, the function of recruitment seem
s to be easy, a number of factors make performance of recruitment a complex one.
FACTORS AFFECTING RECRUITMENT The following are the 2 important factors affectin
g Recruitment:- 1) INTERNAL FACTORS Recruiting policy
Temporary and part-time employees
Recruitment of local citizens
Engagement of the company in HRP
Company s size
Cost of recruitment
Company s growth and expansion
2) EXTERNAL FACTORS Supply and Demand factors Unemployment Rate Labour-market cond
itions Political and legal considerations
Social factors
Economic factors
Technological factors
INDUCEMENTS Organisational inducements are all the positive features and benefi
ts offered by an organization that serves to attract job applicants to the organ
isation. Three inducements need specific mention here, they are:-
Compensation: Starting salaries, frequency of pay increases, incentives and frin
ge benefits can all serve as inducements to potential employees. Career Opportun
ities: These help the present employees to grow personally and professionally an
d also attract good people to the organization. The feeling that the company tak
es care of employee career aspirations serves as a powerful inducements to poten
tial employees.
Image or Reputation: Factors that affect an organisation s reputation include its
general treatment of employees, the nature and quality of its products and servi
ces and its participation in worthwhile social endeavors.
CASE EXAMPLE (inducements): INFOSYS: The Software Powerhouse Infosys Technologie
s Limited (ITL), one of the country s best known software exporting house, treats
its employees as partners and co-owners. It provides them challenging assignment
s, allows flexible working hours, rewards them solely on the basis of performanc
e and conducts regular training programmes to upgrade their skills. It has an Emp
loyee Stock Option Plan (ESOP) to share its wealth with employees on the basis of
their performance. Even lower level employees are proud owners of the prized st
ock worth 25 to 40 lakh rupees, according to Narayan Murthy, the CEO of ITL. Apa
rt from increasing shareholder value, ESOP has greatly enhanced the image of the
company in the information technology industry where employee attrition rates a
re very high. It is small wonder companies like
Procter & Gamble, Johnson & Johnson, Citibank have reposed their faith in ESOP
as a way of attracting and retaining talent in a highly competitive environment.
CONSTRAINTS If a firm has a poor image in the market, many of the prospective ca
ndidates may not even apply for vacancies advertised by the firm. If the job is
not attractive, qualified people may not even apply. Any job that is viewed as b
oring, hazardous, anxiety producing, low-paying, or lacking in promotion potenti
al seldom will attract a qualified pool of applicants. Recruiting efforts requir
e money. Sometimes because of limited resources, organizations may not like to c
arry on the recruiting efforts for long periods of time, this can, ultimately, c
onstrain a recruiter s effort to attract the best person for the job. Government p
olicies often come in the way of recruiting people as per the rules of the compa
ny or on the basis of merit/seniority, etc. For example, reservations to specifi
c groups (such as scheduled castes, scheduled tribes, backward castes, physicall
y handicapped and disabled persons, ex-servicemen, etc.) have to be observed as
per constitutional provisions while filling up vacancies in government corporati
ons, departmental undertakings, local bodies, quasi-government organizations, et
c.
RECRUITMENT- Relationship with other activities CORPORATE MISSION, OBJECTIVES,
STRATEGIES AND TACTICS (MOST) Corporations have started linking their Mission, O
bjectives, Strategies and Tactics (MOST) to the functions of recruitment and sel
ection. The economic liberalizations and consequent competition through quality
and services necessitated the companies to search for and attract competent huma
n resources. Corporations focusing on new business development will have to seek
entrepreneurial abilities, companies planning to withdraw from diversifications
must look for pragmatists and companies chasing growth alliances should employ
people comfortable in different cultural backgrounds. Above all, companies must
hire for the future, anticipating jobs that may not be in existence yet. Recruit
ment managers must focus for attitudes and approaches that fit the corporate goa
ls and culture.
RECRUITMENT POLICY Recruitment policy of any organization is derived from the p
ersonnel policy of the same organization. In other words the former is a part of
the latter. However, recruitment policy by itself should take into consideratio
n the government s reservation policy, policy regarding sons of soil, etc., person
nel policies of other organizations regarding merit, internal sources, social re
sponsibility in absorbing minority sections, women, etc. Recruitment policy shou
ld commit itself to the organisation s personnel policy like enriching the organis
ation s human resources or servicing the community by absorbing the retrenched or
laid-off employees or casual/temporary employees or dependents of present/former
employees, etc.The following factors should be taken into consideration in form
ulating
recruitment policy. They are:- Government policies
Personnel policies of other competing organizations Organisation s personnel polic
ies Recruitment sources
Recruitment needs
Recruitment cost
Selection criteria and preference
RECRUITMENT- Matching the of the organization & applicants IMPACT OF PERSONNEL P
OLICIES ON RECRUITMENT POLICIES Recruitment policies are mostly drawn from perso
nnel policies of the organization. According to Dale Yodar and Paul D. Standohar
, general personnel policies provide a wide variety of guidelines to be spelt ou
t in recruitment policy. After formulation of the recruitment policies, the mana
gement has to decide whether to centralize or decentralize the recruitment funct
ion.
CENTRALISED V/s DECENTRALISED RECRUITMENT Recruitment practices vary from one or
ganization to another. Some organizations like commercial banks resort to centra
lized recruitment while some organizations like the Indian Railway resort to dec
entralized recruitment practices. Personnel department at the central office per
forms all the functions of recruitment in case of centralised recruitment and pe
rsonnel
departments at unit level/zonal level perform all the functions of recruitment
concerning to the jobs of the respective unit or zone. MERITS OF CENTRALISED REC
RUITMENT Average cost of recruitment per candidate/unit should be relatively less
due to economies of scale. It would have more expertise available to it. It can e
nsure broad uniformity among human resources of various units/zones in respect o
f education, skill, knowledge, talent, etc. It would generally be above malpract
ices, abuse of powers, favouritism, bias, etc. It would facilitate interchangeabi
lity of staff among various units/zones. It enables the line managers of various
units and zones to concentrate on their operational activities by relieving the
m from the recruiting functions.
It enables the organization to have centralised selection procedure, promotional
and transfer procedure, etc. It ensures the most effective and suitable placemen
t to candidates. It enables centralised training programmes which further brings
uniformity and minimizes average cost of staff. MERITS OF DECENTRALISED RECRUIT
MENT The unit concerned concentrates only on those sources/places wherein normall
y gets the suitable candidates. As such the cost of recruitment would be relativ
ely less. The unit gets most suitable candidates as it is well aware of the requi
rements of the job regarding culture, traditional, family background aspects, lo
cal factors, social factors, etc. Units can recruit candidates as and when they a
re required without any delay. The units would enjoy freedom in finding out, deve
loping the sources, in selecting and employing the techniques to stimulate the c
andidates. The unit would relatively enjoy advantage about the availability of in
formation, control and feedback and various functions/processes of recruitment.
The unit would enjoy better familiarity and control over the employees it recrui
ts rather than on employees selected by the central recruitment agency. Both the
systems of recruitment would suffer from their own demerits. Hence, the managem
ent has to weigh both the merits and demerits of each system before making a fin
al decision about centralizing or decentralizing the recruitment. Alternatively
management may decentralize the recruitment of certain categories of employees p
referably middle and top level managerial personnel and centralize the recruitme
nt of other categories of employee s preferably lower level positions in view of t
he nature of the jobs and suitability of those systems for those categories of p
ositions. The management has to find out and develop the sources of recruitment
after deciding upon centralizing or decentralizing the recruitment function.
CASE STUDY:- WHICH IS MORE IMPORTANT RECRUITING OR RETAINING Uptron Electronics
Ltd is an internationally reputed electronics firm. It attracted employees from
internationally reputed institutes and industries by offering high salaries, per
ks, etc. It had advertised for the position of an Electronics engineer some year
s back. Nearly 150 candidates working in various electronics firm applied for th
e job. Mr. Sashidhar, an Electronics Engineer Graduate from Indian Institute of
Technology with 5 years of working experience in a small electronics firm was se
lected among those interviewed. The interview board recommended an enhancement i
n his salary by Rs.500 more than his present salary at his request. He was very
happy and was congratulated by his previous employer for his brilliant interview
performance and good luck.
Mr. Sashidhar joined the company with great enthusiasm and also found his job t
o be quite comfortable and challenging one. He found that his colleagues and sup
eriors were friendly and co-operative. But this didn t last long. After one year o
f his service, he slowly learnt about a number of unpleasant stories about the c
ompany, management, the superior-subordinate relations, rate of employee turnove
r, etc. But still he decided to continue with the promise that he made in the in
terview. He wanted to please and change the attitude of management through his p
erformance, commitment and dedication. Looking at his great contributions and ef
forts, the management got the impression that he is well settled will remain in
the company for a long time. After sometime they all started taking undue advant
age of him and overloaded him with multifarious jobs and thereby ridded over him
. As a result, his freedom in deciding and executing was cut down to size; his c
olleagues started assigning their responsibilities to him. Consequently, there w
ere imbalances in his family, social and organization life.
It was quite surprising to the general manager to see the resignation letter of
Mr. Sashidhar one fine morning. The general manager failed to convince him to wi
thdraw his resignation. The general manager wanted to appoint a committee to go
into the matter immediately, but dropped the idea later so that the company s imag
e doesn t get spoiled.
ANALYSIS Thus, from this case study it is clear that retaining is much more impo
rtant than recruiting. What s the use and benefits of recruiting quality employees
if they cannot be retained by the organization in a proper manner. The purpose
of recruitment is fulfilled when the employees selected from a pool of qualified
applicants are retained in the company by keeping them satisfied in all aspects
. They must be provided with better working conditions, better pay scales, incen
tives, recognition, promotion, bonus, flexible working hours, etc. They should t
reat the employees as co-owners and partners of the company.
SOURCES OF RECRUITMENT
The sources of recruitment may be broadly divided into two categories: internal
sources and external sources. Both have their own merits and demerits. Let s exam
ine these.
Internal Sources:- Persons who are already working in an organization constitute
the internal sources . Retrenched employees, retired employees, dependents of dece
ased employees may also constitute the internal sources. Whenever any vacancy ar
ises, someone from within the organization is upgraded, transferred, promoted or
even demoted.
External Sources External sources lie outside an organization. Here the organiza
tion can have the services of : (a) Employees working in other organizations; (b
) Jobs aspirants registered with employment exchanges; (c) Students from reputed
educational institutions; (d) Candidates referred by unions, friends, relatives
and existing employees; (e) Candidates forwarded by search firms and contractor
s; (f) Candidates responding to the advertisements, issued by the organization;
and (g) Unsolicited applications/ walk-ins.
Merits and Demerits of Recruiting people from Within Merits Demerits 1)Economical:
The cost of
recruiting internal candidates is
minimal. No expenses are
incurred on advertising.
2)Suitable: The organization can
pick the right candidates having
the requisite skills. The candidate
can choose a right vacancy where
their talents can be fully utilized.
3)Reliable: The organization has 1)Limited Choice: The
organization is forced to select
candidates from a limited pool. It
may have to sacrifice quality and
settle down for less qualified
candidates.
2)Inbreeding: It discourages entry
for talented people, available
outside an organization. Existing
employees may fail to behave in
?Have been under pressure to hire candidates at short notice; ?Have been influe
nced by the behavior of the candidates (how he has answered, his body language),
his or her dress (especially in case of female candidates) and other physical f
actors that are not job related. Barriers to effective selection: The main objec
tive of selection is to hire people having competence and commitment. This objec
tive is often defeated because of certain barriers. The impediments which check
effectiveness of selection are perception, fairness, validity, reliability, and
pressure.
PERCEPTION: Our inability to understand others accurately is probably the most f
undamental barrier to selecting right candidate. Selection demands an individual
or a group to assess and compare the respective competencies of others, with th
e aim of choosing the right persons for the jobs. But our views are highly perso
nalized. We all perceive the world differently. Our limited perceptual ability i
s obviously a stumbling block to the objective and rational selection of people.
FAIRNESS: Fairness in selection requires that no individual should be discrimina
ted against on the basis of religion, region, race or gender. But the low number
of women and other less privileged sections of society in the middle and senior
management positions and open discrimination on the basis of age in job adverti
sements and in the selection process would suggest that all the efforts to minim
ize inequity have not been very effective.
VALIDITY: Validity, as explained earlier, is a test that helps predict job perfo
rmance of an incumbent. A test that has been validated can differentiate between
the employees who can perform well and those who will not. However, a validated
test does not predict job success accurately. It can only increase possibility
of success.
RELIABILITY: A reliable method is one which will produce consistent results when
repeated in similar situations. Like a validated test, a reliable test may fall
to predict job performance with precision.
PRESSURE: Pressure is brought on the selectors by politicians, bureaucrats, rela
tives, friends, and peers to select particular candidate. Candidates selected be
cause of compulsions are obviously not the right ones.
Appointments to public sector undertakings generally take place under such pres
sure. CaseStudy Ramoji Rao is in charge of a bindery in Vijaywada, which employs
15 people and 5 of whom work in a factory. 3 of these workers run machines, 1 s
upervises and the 5th moves the blank paper and the finished paper by handcar. T
his 5th position, which demands no skill other than driving a handcar, needs to
be filled and 3 applicants have responded.
The 1st is Mr. Matti Anjaiah who is 35, unmarried and a Navy veteran. `Anjaiah h
as a poor work record. During his 5yrs in Vijaywada he has worked only seasonal
labour and occasional odd jobs. He drove a forklift in the Navy, while working a
t Vishakapatnam. He has a strong build, which could help, although the work is g
enerally light.
Mr. Nehal Singh, age 22, came to Vijaywada 2 years back from Punjab. He has done
farm labour for many years and assembly-line work for one year. His command of
English is poor (but can speak the regional language, Telugu, fluently). He resi
des with his mother and seems to remain in the area for some time. After having
run farm equipment, he should have no trouble steering a handcar.
Mr.V.Raja is a local boy who high school two years ago. Subsequently he got a di
ploma from a local III and is currently employed as an assistant in Savani Trans
port Company Vijaywada. His character references are excellent. Mr.Raja is small
, but he seems quick and was track star in high school.
Question: Who should be hired and why?
Visithrmba.blogspot.com for more project reports, ppt, notes etc. CONCLUSION We
have tried to give our best to the project. We have incorporated all the releva
nt HUMAN RESOURCES MANAGEMENT principles which could be associated with our topi
c on Recruitment and Selection process.
We express our gratitude to our Respected Prof. Mr. Mukul Joshi. We have dealt w
ith this project very conscientiously and sincerely. We hope to keep doing such
interesting projects in the future.
Thank you.