RECRUITMENT

Mr. Muhammad Abdullah

Recruitment
Meaning:
In simple terms, recruitment is understood as the
process of searching for & obtaining applicants
for jobs, from among whom the right people can
be selected.
Definition:
It is the process of finding & attracting capable
applicants for employment. The process begins
when new recruits are sought and ends when their
applications are submitted. The result is a pool of
applicants form which new employees are selected.

A human resource management function, is one of

the activities that impact most critically on the
performance of an organization.
Steps in the recruitment process:
Advertisement of a job vacancy.
Preliminary contact with potential job candidates.
Initial screening to create a pool of qualified
applicants.
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Purpose & Importance

Determine the present & future requirements
of the organization.
Identifying potential job applicants.
Increase the pool of job candidates at
minimum cost.
Help reduce the probability of candidates
leaving the organization
Meet the organizations legal & social
obligations regarding the composition of its
workforce.
Increase organizational & individual
effectiveness.

Factors Governing Recruitment

Skill demand
Labor market
Time and Cost
Size of the Firm
Recruitment Policy
Lengthy Process

Recruitment Process

Identify vacancy
Prepare job description and person specification
Advertising the vacancy
Short-listing
Arrange interviews
Conducting interview and decision making
Job offer
Negotiation and Contract

.
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Recruitment Process

Identify vacancy

It is the first step of recruitment process.

Vacancy occurred through
1 Resign
2 Expansion

There may be other ways of filling the gap, includes

Reorganize the work
Use overtime
Mechanize the work
Stagger the hours
Make the job part time
Subcontract the work
Use an agency

Recruitment Process
Prepare job description and person
specification
If your decision is that you are going to recruit,
the next step is to prepare job description and
person specification.
Job description includes
breaking the job down into its component parts
Highlighting the chief objectives
person specification
listing the key attributes required to undertake
the role

Sources of recruitment
Internal Recruitment
Persons who are already working in an
organization constitute the internal
sources. It includes the existing
employees, the retrenched & retired
employees & dependents of deceased
employees.
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Internal Recruitment
Advantages
less expensive to recruit internally
No need of job advertisements or recruitment
agencies
cost savings and efficiency gains
More knowledgeable and familiar candidates
with the organization's culture

Disadvantages

No diverse work force

Limited pool of candidates
Difficult approach to carryout

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Sources of recruitment
External Recruitment
External recruitment is a type of
recruitment where organizations rely
on suitable applicants from outside
the organization to fill a vacancy.

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External Recruitment

Advantages
Wide Choice
Injection of Fresh Blood
Motivational Force
Long Term Benefits

Disadvantages
Expensive
Time Consuming
De motivating
Uncertainty

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RECRUITMENT
ADVERTISEMENT

Recruitment advertising, also known

asRecruitment
communicationsandRecruitment agency,
includes all communications used by an
organization to attract talent to work within it.

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OBJECTIVES OF RECRUITMENT
ADVERTISING

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METHODS OF JOB
ADVERTISING
Internal

advertisement

Staff

boards
Email
Staff magazines and news letter

Advertising in the news papers

Employment

agencies
Direct contacts
E-Recruitment
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DRAFTING THE
ADVERTISEMENT
An advertisement should include
Name and brief details of employing
organization
Job role and duties
Requirements
Salary
Instructions about how to apply

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A GOOD JOB
ADVERTISEMENT

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E-Recruitment
E-recruitment, also known
as online recruitment, is
the practice of using
technology and in
particular Web-based
resources for tasks involved
with finding, attracting,
assessing, interviewing and
hiring new personnel.
Some examples of ERecruitment are.
LinkedIn
Face book
Rozee.pk

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Purpose of ERecruitment
The purpose of e-recruitment is to
make the processes involved more efficient
and effective,
less expensive.
To reach a larger pool of potential employees

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E-Recruitment
Comparison

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OVERSEAS RECRUITMENT

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The Selection
Process
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Selection
Selection is the process of picking individuals (out
of
the pool of
job applicants) with requisite
qualifications and competence to fill jobs in the
organization.
A formal definition of Selection is:- It is the process
of differentiating between applicants in order to
identify (and here) those with a greater likelihood of
success in a job.

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Importance Of Selection
Selecting the right employees is
important for three main reasons:
performance,
costs
and
legal
obligations.
Performance:
Cost:
Legal Obligations:
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Application Forms
Personal information
Educational qualifications
Work experience
Salary
Personality items
Reference checks
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The Process Of Selection

Selection is usually a series of hurdles or steps. Each one must be
successfully cleared before the applicant proceeds to the next.
01. Sorting Applicants
02. Arranging the Interview
03. The Interview
04. Selection Tests

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Cont. The Process of Selection

05. Hiring Decision
06. Reference Checks
07. Job offer
08. Negotiation and Contract

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Short listing of
Candidates

Job Interview

Interview Timeline

Final Selection and

Hiring

Selection Process
Preliminary Interview
Selection Tests

Rejected
Applicants

Employment Interviews
Reference And Background Analysis
Selection Decision
Physical Examination
Job Offer
Employment Contract

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Conclusion
Recruitment is said to be positive in its approach as it seeks to
attract as many candidates as possible.
Selection, on the other hand, is negative in its application in
as it seeks to eliminate as many unqualified applicants as
possible in order to identify the right candidates.
Recruiting people with the right skills and qualities is essential
for any organization if it is to maintain and improve its
efficiency.
Careful analysis of the job to be done, and of the competencies
required to do it, is necessary if the right people are to be fitted
into the right job.

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