Sunteți pe pagina 1din 15

Recruitment

It is a process of searching for prospective employees and simulating and encouraging them to apply for jobs in an organization. It is often termed positive in that it stimulates people to apply for jobs to increase the hiring ratio, i.e., the number of applicants for a job.

Process of Recruitment
Personnel Planning
Job Analysis Employer Requisition Job vacancies Recruitment Planning Numbers Types Searching Activation Selling -Message -Media

Applic -ants pool

Screening

Potential hire

Select -ion

Strategy Develop ment Where when

Applicants population

Evaluation And control

Recruitment policy
Elements of a good recruitment policy y Organizational objectives. y Identification of the Recruitment Needs. y Preferred Sources of Recruitment. y Criteria of selection and Preferences y Monetary Aspects

Situational Factors Affecting Recruitment


The Economic Factors. 2. The Social Factors. 3. The Technological Factors. 4. The Political Factors. 5. The Legal Factors.
1.
i. ii. iii. iv. v. vi.

The Factories Act, 1948. The apprentices Act, 1961. The Employment Exchange Act, 1959. The Contract Labour Act, 1970. Bonded Labour System (Abolition) Act, 1976. The Child Labour Act, 1986.

Recruitment Organization
y Centralized Recruitment

Personnel department at the central office performs the recruitment function.


y Decentralized Recruitment

Recruitment is done at unit level or zonal level.

Sources of Recruitment
y Internal source y External source

Variables in deciding on what source to choosey The effect of the policy on the attitudes and actions of y y y y

all employees. The level of specialization required of employees. The emphasis on general economic policy on participation by employees at all levels. The need for originality and initiative. Acceptance of the seniority principles.

Internal sources
1. Present Employees
1. 2.

Transfer . Promotions.

Seniority V/s merit Advantages & Disadvantages


2. Employee Referrals 3. Former Employees 4. Previous Applicants

y Merits of Internal sources  Improves morale  Proper Evaluation  Economical  Promotes loyalty Demerits of Internal sources  Inbreeding and Discourages new blood  No innovations  Personal biases of the management

External sources
y Advertisement. y Employment exchange. y Unsolicited application. y Professional Organizations. y Data Banks. y Similar Organizations. y Casual callers. y Labour contractors. y Trade unions. y Gate recruitment. y Campus recruitment. y Recruitment agencies.

y Merits of external source.  New blood.  Innovations.  No personal biases.  New entries will be in the interest of the organization. Disadvantage of external sources.  Expensive and time consuming.  Orientation and training is necessary.  Motivation and loyalty of existing staff is likely to be

effected.

Method of recruitment
Direct method 2. Indirect method 3. Third party method
1.

Constraints and challenges of recruitment


1. 2. 3. 4. 5.

Image of the organization. Unattractive job. Internal policies of the organization. Budgetary support. Government interference.

Philosophies of recruitment
The two philosophies of recruitment 1. Traditional 2. Realistic Two approaches to match the organizational needs with the applicants needs: 1. Realistic Job Preview (RJP) 2. Job Compatibility Questionnaire (JCQ)

S-ar putea să vă placă și