UNIT -3

SOURCES OF RECRUITMENT
There are basically two sources of recruitment. They are: Internal sources of recruitment. External sources of recruitment.

PERSONNEL POLICIES FOR RECRUITMENT

Internal vs. External Recruiting Lead-the-Market pay strategies Employment-at-will Policies Image Advertising

1. INTERNAL Vs. EXTERNAL RECRUITING

Internal Promote from within Policy Fill upper-level vacancies Provides Career Path Prevent layoff

2. LEAD-THE-MARKET PAY
Pay more than the current market wages Makes up for jobs less desirable features Using Forms of Pay other than

Wages or Salary like, ESOP, Flexitiming etc.,

3. EMPLOYMENT-At-Will
Employment contract Rights in employment relationship In its absence, relationship may end at any time Minimal Job Security Contrast Due-Process Policies Lays out steps an employee may take to appeal the employers decision to terminate

4. IMAGE ADVERTISING
Advertising designed to create a generally favorable impression of the Organization Competitive labor market like Nursing, Defence Attraction Job seekers form beliefs about the nature of the organisation

RECRUITMENT SOURCES
Method of communicating labor needs and target audiences Size and Nature of labor Internal Sources External Sources

Internal & External Sources

Internal Sources 1. Job Postings 2. Databases 3. Management Referrals External Sources 1. Direct Applicants and Referrals 2. Advt. in Newspapers and Magazines 3. E-Recruiting Co.Web sites and Job Sites

4. Public Employment Agencies

5. Private Employment Agencies 6. Colleges and Universities

Internal Sources
Job Postings: Company Bulletin Boards Employee Publications Corporate Intranets and others Management Referrals: Recommendation from Managers

EXTERNAL SOURCES
For entry level and specialized upper level positions Brings new ideas and new ways of doing business

Direct Applicants and Referrals

Direct Applicants Who apply for vacancy without prompting from the organization Referrals Someone in the organization prompted them. Social Network Survey results:
1/3 rd Referrals 30% - On-line Application 1/2 th Direct Applicant

ADVERTAISEMENTS
What do wee need to say? Enough info to evaluate the job and its requirements To whom do we need to say it? Where to place the ad Classifieds/Professional or industry journals / TV and cableTV

ELECTRONIC RECRUITING
Successful for big corporate Automatic response mail Standardized procedure for resumesubmission Easy to search database Niche Boards Telecommcareers.net Blogs Recruiters must gain experience in what works for particular organisation Monster / HCareers/ Company websites

PUBLIC EMPLOYMENT AGENCIES

Computerised inventory of unemployed individuals Refers to employer at no charge. Helps in meeting diversity objectives Conduct classes on writing resumes and interviewing for a job at no charge.

PRIVATE EMPLOYEMENT AGENCIES

White collar labor market Executive Search Firm (ESF) managers, professionals Head Hunters find new jobs for people almost exclusively already employed. Sensitive, paid referrals and Maintain confidentiality

COLLEGES AND UNIVERSITIES

On-Campus interviews Entry-level and managerial vacancies Having strong reputation in areas of critical needs Chemical engineering Commitment to selected universities Same HR for continuity of contact Internship Programmes Job Fairs Increasing employers presence - Inexpensive

INTERNAL SOURCES OF RECRUITMENT

Hiring acquaintances and relatives/dependents of existing employees.
By promotion and transfer of existing employees From employees on leave, long courses deputations or on lean
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INTERNAL SOURCES OF RECRUITMENT (cont..)

From those who left the organization for want of suitable vacancies/promotion changes.

Separated by resignation or on lay offs, etc.

From trade unions. (In US, trade unions hire the entire needs of
unskilled/semiskilled hands).
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EXTERNAL SOURCES OF RECRUITMENT

External sources of recruitment are the following: New entrants in labor markets as fresher from schools and colleges
Educated unemployed due to lack of opportunities elsewhere.
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EXTERNAL SOURCES OF RECRUITMENT (cont..)

Retired hands with experience and health Persons wishing to join the organization from other organizations/ competitiors for improving their career prospects or economic returns.
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EXTERNAL SOURCES OF RECRUITMENT (cont..)

Unscheduled area/sectors like -housewives, -returnees from employment abroad like NRIs disadvantaged sections of the society like -ex-servicemen, -minorities, -handicapped persons etc.,

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ADVANTAGES OF RECRUITMENT WITHIN THE ORGANISATION

Good public relations exercise and improve good will to the organization

Improve morale and motivation of employees.

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Cont
Provide better career prospects and promotional avenues to employees. Improve probability of better performance since the candidate is in a better position in knowing the objectives and expectations of the organization

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DISADVANTAGES OF RECRUITMENT WITHIN THE ORGANIZATION

In-breeding prevents injection of new blood in the organization. Option is limited in locating righttalents Inhibits innovation and creativity
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Cont Develop a self-created isolation Encourages seniority more than merit Higher probability of likes/dislikes viz subjectivity in promotion.

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ADVANTAGES OF EXTERNAL SOURCES OF RECRUTIMENT

Improve knowledge and skill of the organization by up gradation from external inputs

Injection of external blood can improve not only the knowledge but also the philosophy, attitude and management concepts in the organization.
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ADVANTAGES OF EXTERNAL SOURCES OF RECRUTIMENT (cont..)

Improve and sustain competitive advantage. No limitation on skill and knowledge since the external area is quite wide. Economical in the long run
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DISADVANTAGES OF EXTERNAL SOURCES OF RECRUITMENT

Is costly Cause brain-drain due to fear of lack of growth potential Higher probability of employees turnover.

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DISADVANTAGES OF EXTERNAL SOURCES OF RECRUITMENT (cont..)

Demoralization of existing employees for alleged double standard and favor shown towards new recruitment from outside by offering better position (grade) and pay over looking claim made by own employees.

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METHODS OF RECRUITMENT
Some of the popular methods of recruitment are listed under the classification of Internal and external sources of recruitment.

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INTERNAL SOURCES SEARCH METHOD

Method of internal search involve the following: Posted on bulletin/notice boards of the organization Through memos circulated among the shop supervisors.

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(cont..)
Advertised in the in-house employee magazine/bulletins/handouts. Other methods like word-of-mouth and/or who-you-know system. Perusal of records/P.C data bank (unpublished)
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EXTERNAL SOURCES SEARCH

External sources search consists of a number of methods. Dunn and Stephen have broadly classified them under the following broad categories:
Direct methods Indirect methods Third party methods
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DIRECT METHODS OF RECRUTIMENT

It consists of the following: Scouting Campus-recruitment Casual-callers/unsolicited applicants
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SCOUTING
This is one of the oldest method .
The personnel department send their representatives to potential places of recruitment and establish contact with potential candidates seeking employment. .
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(cont..)
Preliminary screening/interviews are arranged at selected places wherein the candidates present themselves. In this effort local/consultants agents/institutions/colleges play the liaison work.

Organizing conventions, indoctrination seminars, fairs, etc are other means in this method
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CAMPUS RECRUITMENT
In this method firm representatives call on potential/ colleges/institutes to establish direct contact.
In such cases placement cells established in such educational institutions do the liaison work and coordination for arranging the preliminary screening and interviews. .
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(cont..)
Sometime the firms directly contact the director/faculty/professors for recommending students with outstanding performance for employment

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CASUAL CALLERS
Casual callers and job seekers at the factory and unsolicited applicants are other sources of direct recruitment.

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Indirect methods
The following are the indirect methods:
Advertisement Employers trade associations/clubs Professional associations Reputed other firms

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THIRD PARTY METHODS

Public employment agencies
Private employment agencies Placement cells in schools and colleges Temporary help services Management consultants
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(cont..)
Employee referrals/recommendations Professional bodies/associations

Computer data bank

Voluntary organizations Trade unions
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PUBLIC EMPLOYMENT AGENCIES

In India these are called employment Exchanges under the control of central/state governments. It was designed to help job seekers to find suitable employments.

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PUBLIC EMPLOYMENT AGENCIES (cont..)

Registration with employment agencies will provide certain privileges to such persons like: --priority in employment or --receipt of unemployed doles by the government.

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PRIVATE EMPLOYMENT AGENCIES

Private employment agencies do charge fees either from potential employees, or from employers or from both for their services.

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PRIVATE EMPLOYMENT AGENCIES (cont..)

These agencies must do something different from public agencies to attract both employers and job seekers. The major difference between public and private employment agency is the image.

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PRIVATE EMPLOYMENT AGENCIES (cont..)

1.They provide employment opportunities for all categories of employment including
-managers, -top executives, -professionals, -engineers in addition to skilled and unskilled labor.
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PRIVATE EMPLOYMENT AGENCIES

2.Private agencies provide comprehensive service like : -advertisement,

-counseling, -conducting interviews, -preliminary screening, -short listing candidates etc.,

3.Some such agencies provide guaranteed performance by the candidates recommended by them for period ranging 6 months to an year. 49

PRIVATE EMPLOYMENT AGENCIES

4.Some of the agencies become specialized in certain categories of employment like the following:
security guards/personnel Clerical office/computer operators Managers/executive Engineers Accountants Salesman etc.,
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PLACEMENT CELLS FROM COLLEGES/SCHOOLS

This is mutually beneficial to the employers as well as educational institutions.

They act as a single window for employment coordination between organization seeking recruitment and institutions
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TEMPRORARY HELP SERVICES

Is provided by Agencies who provide hands for jobs of temporary /short-term period.

This kind of service is extensively used by organizations to tide over fluctuations in personnel needs.

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TEMPRORARY HELP SERVICES

In India such services are commonly used to employ unskilled/semi-skilled jobs like -masons,
-construction workers, -gardeners, - plumbers and -electricians.

Mostly these are confined to civil work on building bridges, roads and loading/unloading workers.
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MANAGEMENT CONSULTANT
These consultants obtain job description and job specification from such companies and carry out extensive search through advertisement and other means.

They also carry out recruitment process up to the point of short listing and send such short listed names of potential candidates to the company seeking to fill up their vacancies.

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EMPLOYEE REFERALS/RECOMENDATION
Is the reference/recommendation received from an existing employee of the company. Existing employee has a stake in the organization, therefore he cannot normally afford to recommend unsuitable and incompetent person.
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PROFESSIONAL BODIES/ASSOCIATIONS
It is often a practice for firms approaching respective professional bodies/associations for locating/recruiting suitable hands for engineering, technical, scientific and managerial vacancies.

Approach is made to members and officials of national bodies like AIMA, Institution of Engineers, computer society etc.,

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COMPUTER DATA BANK SERVICES

Some important organizations have built up their own Data-Bank system viz IRIS(IBM recruitment Information System) This is a computer-operated system inn which data regarding all its employees are entered in categories bad grade-wise.

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Cont..
Information contained in the data-bank is comprehensive enough to get all details. Whenever company is faced with the problem of filling up vacancy which is considered to be hard-to-fill they make use of this service/source.

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VOLUNTARY ORGANIZATION
Certain voluntary organizations can assist in recruitment.
Examples are schools for handicaps like deaf, dumb and blind; churches; fraternity organizations and social clubs.

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TRADE UNIONS
In certain industries, unions play a vital
role in recruitment.

In USA union has taken over the function of recruitment of unskilled and semi-skilled labor.

There are Hiring Halls in USA where union advice job seekers on job opportunities.

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Modern Sources and Techniques of Recruitment

Walk-in Consult-in Head-hunting Body Shopping Business Alliances E-Recruitment

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RECRUITING PROTECTED CLASSES

Recruitment of Women Recruitment of minorities Sports people Ex-servicemen Disadvantaged people Disabled people

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RECRUITMENT PRACTICES IN INDIA

Practices followed by various firms recruitment vary in India based on the type whether it is a government sector,public sector or a private sector.

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RECRUITMENT IN GOVERNMENT ORGANIZATIONS

By and large in case of recruitment in government organizations follow public recruitment agencies. Employment exchanges in recruiting lower level from semi-skilled jobs.

Higher post jobs are advertised. Most of the jobs, off late are filled through promotion from internal sources and also through deputations from other organizations. Cadre build vacancies are filled through competitive examinations through advertisement. Exs are civil service examinations (IAS,IPS,IFS etc.,).

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RECRUITMENT IN PUBLIC SECTORS

Public sectors use the following methods of recruitment given in their hierarchical order of importance:

Employment exchanges Advertisement Promotion and transfer from internal sources. Deputation from external sources.
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RECRUITMENT IN PRIVATE SECTORS

Procedure and methods are not formalized fully in private sectors. Each follow their own methods. Following methods are popular given in the order of priorities: Advertisements Relatives of current employees and their recommendations Internal sources through promotions and transfers. Employment exchanges Casual callers.
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EVALUATION AND BENCHMARKING OF RECRUITMENT IN AN ORGANIZATION

A firm should evaluate its recruitment process along with all its other human resource management activities. The companies need to evaluate the sources of recruiting carefully looking at cost, time, flexibility, quality and other criteria Collecting appropriate evaluation measures on past recruiting efforts can help an organization to predict the time and budget needed to fill future openings,.
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 Identify the recruiting methods that yield the greatest number or the best quality of candidates and evaluate the job performance of the individual recruiters.

Benchmarking against similar firms can also be informative. The granddaddy of all recruiting evaluation measures is cost per hire, though speed of filling vacancies is also an important measure.
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THE LEGAL ENVIRONMENT

The different legislative polices governing the following issues has to be taken care off while recruiting:
child labor, night shift work, bonded labor, contract labor, reservation, sons of the soil .
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LEGAL ENVIRONMENT
The following are the legislative policies governing the major issues of employment: 1. 1. The Factories Act, 1948 2. The Apprentices Act, 1961 3. The Employment Exchange Act, 1959 4. The Contract Labor Act, 1970 5. Bonded Labor System (Abolition Act), 1976 6. The Child Labor Act, 1986
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RECRUITER TRAITS AND BEHAVIOUR

Characteristics: Warm and Informative Applicants respond positively Warm Care and enthu about applicants potential Other Charc Age, Sex and Race

RECRUITER TRAITS AND BEHAVIOUR

Behavior: 1) Level of realism in recruiters message 2) Exaggerate positive leads to luring applicants 3) Downplay negative qualities - Loss of high quality applicants 4) Gap in +ve and ve High turnover of new employees

Enhancing Recruiters Impact

Provide timely feedback Avoid offensive behaviour Recruit using teams (Job experts and HR Specialist) than individual recruiters