Recruitment

Recruitment
Process/ Stages
Internal sources , External
sources , internet web
portals
Ref: HRM- P Shubba Rao
HRM Mathis & Jackson
The Hiring Process

 Recruitment

 Selection

 Socialization
Introduction
 Recruiting is the discovering of
potential candidates for actual
or anticipated vacancies.

 Recruiting brings together those

with jobs to fill and those seeking
jobs.
Recruitment
 Process of locating,
identifying, and
attracting capable
candidates
 Can be for current or
future needs
 Critical activity for the
corporations.
 What sources do we
use for recruitment
Recruitment definition

 Recruitment is defined as the

“process of identifying the
prospective employees,
stimulating and encouraging
them to apply for a particular
job or jobs in the organization”.
Recruiting Goals
 To provide information that will
attract a significant pool of
qualified candidates and
discourage unqualified ones from
applying.
Recruiti
ng
Stages

Figure 7–2
Organizational Recruiting
Activities
Recruiting
Image

Recruiting Effective
Presence Recruiting

Training of
Recruiters
Factors affecting
recruitment

 Job attractiveness
Sources of recruitment
1 Internal sources
Refers to existing workers
How is it implemented?
2. Internet recruitment
3. External recruitment– from
external labor markets
 Recruitment Methods and
Sources
Internal Labor

Promotions Job Postings

Talent
Transfers
inventories
Internal Recruitment
 Pros  Cons
 Reduces labor  Limits applicant
costs pool
 Valued by  May cause
employees infighting
 Enhances  Inbreeding
reputation as
employer
 Recruitment Methods and
Sources
External Labor Market
School placement Walk-in applicants
Trade associations Traditional Media
Foreign nationals Employee referrals
Acquisitions/ Employment
Mergers agencies
Internet
Merits of centralized
Recruitment
 Average cost per candidate will be less due to
economies of scale
 It would have more expertise available to it.
 It can ensure broad uniformity among human
resources of various units / zones .
 Enables the line managers of various units to
concentrate on the operational activities
 Enables the organization to have centralized selection
procedure , promotional and transfer procedure etc
 Enables centralized training programs which further
brings uniformity and minimizes cost of staff
Merits of decentralized
recruitment
 No delay
 Units would enjoy freedom in finding out
,developing the sources in selecting and
employing the techniques to stimulate the
candidates
 Units would enjoy better familiarity and
control it recruits rather than the employees
selected by the central recruitment agency
 External Recruiting
College and High Schools and
University Technical Schools
Recruiting

Media Sources External

Labor
and Job Fairs Recruiting Unions
Sources

Professional Employment Agencies

Associations and Search Firms
Labor Market Components

Figure 7–1
 Campus recruitment
 Short listing the institutes on the basis of student quality ,faculty
quality, past track record
 Train the recruiter
 Offer smart pay than high pay
 Present clear image of the company, culture of the company
 Don’t oversell the company
 Give realistic job preview
 Disclose career growth opportunities
 Include young line managers , b school and E school graduates
 Grab the quality students before the rivals
Internet Recruiting Methods
Job Boards

Internet
Professional/
Recruiting
Career Web Sites
Methods

Employer Web Sites

E recruitment
 Web based recruitment
 Candidates can view the job openings, job
description, job specification and application
procedure and apply for the job on the web
itself or via email
 The web itself screen the candidates basic
qualifications, experience and skills and
short lists the candidates in the preliminary
Short listing and communicates to both
successful and unsuccessful, candidates
 Job Boards:
 www.monster.com,www.naukri.com,www.hot
 Professional/career websites:
www.shrm.org, www.astd.org
 Employer websites:
 job seekers are encouraged to mail their
resume or complete online applications
Internet Recruiting
 Advantages  Disadvantages
 Recruiting cost  More unqualified
savings applicants
 Recruiting time  Additional work
savings for HR staff
 Expanded pool of members
applicants  Many applicants
are not seriously
seeking
employment
 Modern sources and
techniques of recruitment
 Walk ins
 Consult-in
 Head hunting
 Body shopping is the
practice of consultancy
firms or professional
associations to recruit
information technology
workers to the client
 E recruitment
 The electronically screened candidates
are directed by HR manager to a
special websites for on line skill
assessment
 The successful candidates are
interviewed vis videoconferencing and
further successful candidates receive
the employment offers via email.
Guidelines to be
considered
 Don’t Inadvertently screen out
diverse candidates
 Use appropriate mode to
communicate job openings
 Provide facility for tracking the
application on-line
 Make email communication serious
 Recruiting sources used for various skills and levels

Skill/level source
Unskilled/ semiskilled/skilled Informal contact
Walk ins
Public employment agencies
Wanted ads
Professional employees Internal search
Informal contact
Walk ins
employment agencies
ads
Managerial levels Internal search
Informal contacts
Walk ins
employment agencies
New trends in Recruitment
• Work sharing/ job sharing
• Overtime
• Employee leasing
• Temporary employment/
contingent employees.
Contingent Employees
 Hired to cope with  Recently called
unexpected or “free agents”
temporary challenges
 Include
 Limit to 3-12
 Part-timers
month
 Freelancers
assignments
 Subcontractors
 Recruited using
 Independent internet or
professionals temporary
agencies
Contingent Employment
 Pros  Cons
 Employees have  Contingent workers
flexibility may have less
 Workers can preview commitment
jobs and organizations
 Conflict common
 Easier to give regular
between regular and
employees temporary
leaves temporary workers
Recalls and Rehires
 Used by seasonal businesses to
cope with unexpected staffing
shortages after downsizing
 May rehire former regular
employees as temporary
employees
 Inexpensive to recruit