RECRUITMENT

Meaning Of Recruitment
According to Edwin B. Flippo, recruitment is the process of searching the
candidates for employment and stimulating them to apply for jobs in the
organisation. Recruitment is the activity that links the employers and the job
seekers. A few definitions of recruitment are
A process of finding and attracting capable applicants for employment. !he
process begins when new recruits are sought and ends when their applications
are submitted. !he result is a pool of applications from which new employees are
selected.
"t is the process to discover sources of manpower to meet the re#uirement of
staffing schedule and to employ effective
measures for attracting that manpower in ade#uate numbers to facilitate effective
selection of an efficient working force.
$ecruitment of candidates is the function preceding the selection, which helps
create a pool of prospective employees for the organisation so that the
management can select the right candidate for the right job from this pool. !he
main objective of the recruitment process is to e%pedite the selection process.
$ecruitment is a continuous process whereby the firm attempts to develop a pool
of #ualified applicants for the future human resources needs even though specific
vacancies do not e%ist. &sually, the recruitment process starts when a manger
initiates an employee re#uisition for a specific vacancy or an anticipated vacancy.
RECRUITMENT NEEDS ARE OF THREE
PLANNED
i.e. the needs arising from changes in organi'ation and retirement policy.
ANTICIPATED
Anticipated needs are those movements in personnel, which an organi'ation can
predict by studying trends in internal and e%ternal environment.
UNEPECTED
$esignation, deaths, accidents, illness give rise to une%pected needs.
!he Purpose an! Importance of Recruitment are given below
Attract and encourage more and more candidates to apply in the organisation.
(reate a talent pool of candidates to enable the selection of best candidates
for the organisation.
)etermine present and future re#uirements of the organi'ation in conjunction
with its personnel planning and job analysis activities.
recruitment is the process which links the employers with the employees.
"ncrease the pool of job candidates at minimum cost.
*elp increase the success rate of selection process by decreasing number of
visibly under #ualified or over#ualified job applicants.
*elp reduce the probability that job applicants once recruited and selected will
leave the organi'ation only after a short period of time.
+eet the organi'ations legal and social obligations regarding the composition
of its workforce.
Begin identifying and preparing potential job applicants who will be appropriate
candidates.
"ncrease organi'ation and individual effectiveness of various recruiting
tec"ni#ues and sources for all types of job applicants
!he recruitment and selection is the major function of the human resource
department and recruitment process is the first step towards creating the
competitive strength and the recruitment strategic advantage for the
organisations. Recruitment process involves a systematic procedure from
sourcing the candidates to arranging and conducting the interviews and re#uires
many resources and time. A general recruitment process is as follows
I!entif$ing t"e %acanc$&
!he recruitment process begins with the human resource department receiving
re#uisitions for recruitment from any department of the company. !hese contain
,-osts to be filled
,.umber of persons
,)uties to be performed
, /ualifications re#uire
-reparing the job description and person specification.
0ocating and developing the sources of re#uired number and type of
employees 1Advertising etc2.
3hort4listing and identifying the prospective employee with re#uired
characteristics.
Arranging the interviews with the selected candidates.
(onducting the interview and decision making
5. "dentify vacancy
6. -repare job description and person specification
7. Advertising the vacancy
8. +anaging the response
9. 3hort4listing
:. Arrange interviews
;. (onducting interview and decision making
!he recruitment process is immediately followed by the selection process i.e. the
final interviews and the decision making, conveying the decision and the
appointment formalities.
3ources <f $ecruitment
Every organisation has the option of choosing the candidates for its recruitment
processes from two kinds of sources internal and e%ternal sources. !he sources
within the organisation itself 1like transfer of employees from one department to
other, promotions2 to fill a position are known as the internal sources of
recruitment. $ecruitment candidates from all the other sources 1like outsourcing
agencies etc.2 are known as the e%ternal sources of !he recruitment.
SOURCES OF RECRUITMENT
"nternal 3ources <f $ecruitment
3ome Interna' Sources Of Recruitments are given below
() TRANSFERS
!he employees are transferred from one department to another according to their
efficiency and e%perience.
*) PROMOTIONS
!he employees are promoted from one department to another with more benefits
and greater responsibility based on efficiency and e%perience.
+) <thers are Upgra!ing an! Demotion of present employees according to their
performance.
,) Retire! an! Retrenc"e! emp'o$ees may also be recruited once again in case
of shortage of #ualified personnel or increase in load of work. recruitment such
people save time and costs of the organisations as the people are already aware
of the organisational culture and the policies and procedures.
-) !he dependents and relatives of Decease! emp'o$ees an! Disa.'e!
emp'o$ees are also done by many companies so that the members of the family
do not become dependent on the mercy of others.
E/terna' Sources Of Recruitment
Advertisements of the vacancy in newspapers and journals are a widely used
source of recruitment. !he main advantage of this method is that it has a wide
reach.
6. EDUCATIONAL INSTITUTES
=arious management institutes, engineering colleges, medical (olleges etc. are a
good source of recruiting well #ualified e%ecutives, engineers, medical staff etc.
!hey provide facilities for campus interviews and placements. !his source is
known as (ampus $ecruitment.
7. PLACEMENT A0ENCIES
3everal private consultancy firms perform recruitment functions on behalf of client
companies by charging a fee. !hese agencies are particularly suitable for
recruitment of e%ecutives and specialists. "t is also known as $-< 1$ecruitment
-rocess <utsourcing2
4. EMPLO1MENT2ECHAN0ES
>overnment establishes public employment e%changes throughout the
country. !hese e%changes provide job information to job seekers and help
employers in identifying suitable candidates.
5. LA3OUR2CONTRACTORS
+anual workers can be recruited through contractors who maintain close
contacts with the sources of such workers. !his source is used to recruit
labour for construction jobs.
6. UNSOLICITED2APPLICANTS
+any job seekers visit the office of well4known companies on their own.
3uch callers are considered nuisance to the daily work routine of the
enterprise. But can help in creating the talent pool or the database of the
probable candidates for the organisation.
7. EMPLO1EE2REFERRALS242RECOMMENDATIONS
+any organisations have structured system where the current employees of
the organisation can refer their friends and relatives for some position in
their organisation. Also, the office bearers of trade unions are often aware
of the suitability of candidates. Recruitment Management can in#uire
these leaders for suitable jobs. "n some organi'ations these are formal
agreements to give priority in recruitment to the candidates recommended
by the trade union.
RECRUITMENT AT FACTOR1 0ATE
&nskilled workers may be recruited at the factory gate these may be employed
whenever a permanent worker is absent. +ore efficient among these may be
recruited to fill permanent vacancies.
Factors Affecting Recruitment
!he recruitment function of the organisations is affected and governed by a mi%
of various internal and e%ternal forces. !he internal forces or factors are the
factors that can be controlled by the organisation. And the e/terna' factors are
those factors which cannot be controlled by the organisation. !he internal and
external forces affecting recruitment function of an organisation are
FACTORS AFFECTIN0 RECRUITMENT
Recruitment Po'ic$ Of a Compan$
"n today?s rapidly changing business environment, a well defined recruitment
policy is necessary for organi'ations to respond to its human resource
re#uirements in time. !herefore, it is important to have a clear and concise
recruitment policy in place, which can be e%ecuted effectively to recruit the best
talent pool for the selection of the right candidate at the right place #uickly.
(reating a suita.'e recruitment po'ic$ is the first step in the efficient hiring
process. A clear and concise recruitment policy helps ensure a sound recruitment
process.
"t specifies the o.5ecti%es of recruitment and provides a framework for
implementation of recruitment programme. "t may involve organi'ational system to
be developed for implementing recruitment programmes and procedures by filling
up vacancies with best #ualified people.
COMPONENTS OF THE RECRUITMENT POLIC1
!he general recruitment policies and terms of the organisation
Recruitment ser%ices of consultants
$ecruitment of temporary employees
&ni#ue recruitment situations
!he selection process
!he job descriptions
!he terms and conditions of the employment
A recruitment policy of an organisation should be such that
"t should focus on recruiting the best potential people.
!o ensure that every applicant and employee is treated e#ually with dignity
and respect.
&nbiased policy.
!o aid and encourage employees in reali'ing their full potential.
!ransparent, task oriented and merit based selection.
@eight age during selection given to factors that suit organi'ation needs.
<ptimi'ation of manpower at the time of selection process.
)efining the competent authority to approve each selection.
Abides by relevant public policy and legislation on hiring and employment
relationship.
"ntegrates employee needs with the organisational needs.
FACTORS AFFECTIN0 RECRUITMENT POLIC1
<rgani'ational objectives
-ersonnel policies of the organi'ation and its competitors.
>overnment policies on reservations.
-referred sources of recruitment.
.eed of the organi'ation.
$ecruitment costs and financial implications.
Recent Tren!s in Recruitment
!he following tren!s are .eing seen in recruitment
OUTSOURCIN0
"n "ndia, the *$ processes are being outsourced from more than a decade now. A
company may draw re#uired personnel from outsourcing firms. !he outsourcing
firms help the organisation by the initial screening of the candidates according to
the needs of the organisation and creating a suitable pool of talent for the final
selection by the organisation. <utsourcing firms develop their human resource
pool by employing people for them and make available personnel to various
companies as per their needs. "n turn, the outsourcing firms or the intermediaries
charge the organisations for their services.
A!%antages of outsourcing are
5. (ompany need not plan for human resources much in advance.
6. =alue creation, operational fle%ibility and competitive advantage
7. turning the managementAs focus to strategic level processes of *$+
8. (ompany is free from salary negotiations, weeding the unsuitable
resumesBcandidates.
9. (ompany can save a lot of its resources and time
POACHIN04RAIDIN0
CBuying talent 1rather than developing it2 is the latest mantra being followed
by the organisations today. -oaching means employing a competent and
e%perienced person already working with another reputed company in the
same or different industryD the organisation might be a competitor in the
industry. A company can attract talent from another firm by offering
attractive pay packages and other terms and conditions, better than the
current employer of the candidate. But it is seen as an unethical practice
and not openly talked about. "ndian software and the retail sector are the
sectors facing the most severe brunt of poaching today. "t has become a
challenge for human resource managers to face and tackle poaching, as it
weakens the competitive strength of the firm.
E2RECRUITMENT
+any big organi'ations use "nternet as a source of recruitment. E2
recruitment is the use of technology to assist the recruitment process.
!hey advertise job vacancies through worldwide web. !he job seekers send
their applications or curriculum vitae i.e. (= through e mail using the
"nternet. Alternatively job seekers place their (=?s in worldwide web, which
can be drawn by prospective employees depending upon their
re#uirements.
A!%antages of recruitment are
o 0ow cost.
o .o intermediaries
o $eduction in time for recruitment.
o $ecruitment of right type of people.
o Efficiency of recruitment process.
!he bu''word and the latest trends in recruitment is the CE-Recruitment. Also
known as COnline recruitment, it is the use of technology or the web based tools
to assist the recruitment processes. !he tool can be either a job website like
naukri.com, the organisation?s corporate web site or its own intranet. +any big and
small organi'ations are using "nternet as a source of recruitment. !hey advertise
job vacancies through worldwide web. !he job seekers send their applications or
curriculum vitae 1(=2 through an e4mail using the "nternet. Alternatively job
seekers place their (=?s in worldwide web, which can be drawn by prospective
employees depending upon their re#uirements.
!he internet penetration in "ndia is increasing and has tremendous potential.
According to a study by .A33(<+ E CFobs is among the top reasons why new
users will come on to the internet, besides e4mail. !here are more than 5G million
resume?s floating online across the world.
!he two 6in!s of e2recruitment that an organisation can use is E
7o. porta's E i.e. posting the position with the job description and the job
specification on the job portal and also searching for the suitable resumes posted
on the site corresponding to the opening in the organisation.
(reating a complete online recruitmentBapplication section in the companies
own website. 4 (ompanies have added an application system to its website, where
the Hpassive? job seekers can submit their resumes into the database of the
organisation for consideration in future, as and when the roles become available.
Resume Scanners& $esume scanner is one major benefit provided by the job
portals to the organisations. "t enables the employees to screen and filter the
resumes through pre4defined criteria?s and re#uirements 1skills, #ualifications,
e%perience, payroll etc.2 of the job.
Fob sites provide a 68I; access to the database of the resumes to the employees
facilitating the just4in4time hiring by the organisations. Also, the jobs can be posted
on the site almost immediately and is also cheaper than advertising in the
employment newspapers. 3ometimes companies can get valuable references
through the Cpassers4by applicants. <nline recruitment helps the organisations to
automate the recruitment process, save their time and costs on recruitments.
On'ine recruitment tec"ni#ues
>iving a detailed job description and job specifications in the job postings to
attract candidates with the right skill sets and #ualifications at the first stage.
E4recruitment should be incorporated into the overall recruitment strategy
of the organisation.
A well defined and structured applicant tracking system should be
integrated and the system should have a back4end support.
Along with the back4office support a comprehensive website to receive and
process job applications 1through direct or online advertising2 should be
developed.
!herefore, to conclude, it can be said that e4recruitment is the CEvolving face of
recruitment.
A!%antage 8 Disa!%antage Of E2Recruitment
Recruitment 9s Se'ection
Both recruitment and selection are the two phases of the employment process.
!he differences between the two are
() !he recruitment is the process of searching the candidates for employment
and stimulating them to apply for jobs in the organisation @*E$EA3 selection
involves the series of steps by which the candidates are screened for choosing the
most suitable persons for vacant posts.
*) !he basic purpose of recruitments is to create a talent pool of candidates to
enable the selection of best candidates for the organisation, by attracting more
and more employees to apply in the organisation @*E$EA3 the basic purpose of
selection process is to choose the right candidate to fill the various positions in the
organisation.
+) $ecruitment is a positive process i.e. encouraging more and more employees to
apply @*E$EA3 selection is a negative process as it involves rejection of the
unsuitable candidates.
,) $ecruitment is concerned with tapping the sources of human resources
@*E$EA3 selection is concerned with selecting the most suitable candidate
through various interviews and tests.
-) !here is no contract of recruitment established in recruitment @*E$EA3
selection results in a contract of service between the employer and the selected
employee.
T$pes Of 7o. See6ers
() :ui! Pro :ue
!hese are the people who say that C " can do this for you, what can you give me
!hese people value high responsibilities, higher risks, and e%pect higher rewards,
personal development and company profiles doesn?t matter to them.
*) I2;i''2.e2;it"2$ou
!hese people like to be with big brands. "mportance is given to brands. !hey are
not bothered about work ethic, culture mission etc.
+) I2;i''2!o2$ou2;"at2$ou2;ant
!hese people are concerned about how meaningful the job is and they define
meaning parameters criteria known by previous job.
,)2<"ere2!o2$ou2;ant2me2to2come
!hese people observe things like where is your office, what atmosphere do you
offer. (areer prospects and e%citing projects don?t entice them as much. "t is the
responsibility of the recruiter to decide what the employee might face in given job
and thus take decision. A good decision will help cut down employee retention
costs and future recruitment costs.
Interna' Factors Affecting Recruitment
!he internal factors or forces which affecting recruitment and can be
controlled by the organisation are 5. RECRUITMENT POLIC1
!he recruitment po'ic$ of an organisation specifies the objectives of recruitment
and provides a framework for implementation of recruitment programme. "t may
involve organi'ational system to be developed for implementing recruitment
programmes and procedures by filling up vacancies with best #ualified people.
FACTORS AFFECTIN0 RECRUITMENT POLIC1
, <rgani'ational objectives
, -ersonnel policies of the organi'ation and its competitors.
>overnment policies on reservations.
, -referred sources of recruitment.
, .eed of the organi'ation.
, $ecruitment costs and financial implications.
*) HUMAN RESOURCE PLANNIN0
Effective human resource planning helps in determining the gaps present in the
e%isting manpower of the organi'ation. "t also helps in determining the number of
employees to be recruited and what #ualification they must possess.
+) SI=E OF THE FIRM
!he si'e of the firm is an important factor in recruitment process. "f the
organi'ation is planning to increase its operations and e%pand its business, it will
think of hiring more personnel, which will handle its operations.
,) COST
$ecruitment incur cost to the employer, therefore, organi'ations try to employ that
source of recruitment which will bear a lower cost of recruitment to the
organi'ation for each candidate.
0RO<TH AND EPANSION
<rgani'ation will employ or think of employing more personnel if it is e%panding it?s
operations.