Sahil kumar

22/51090
B.Com(Hons)
Human Resource Management
 RECRUITMENT

 Recruitment is the process of identifying the sources for prospective

candidates to stimulate them to apply for jobs in the organization. It
involves seeking and attracting a pool of people from which
qualified candidate for job vacancies can be chosen.
 RECENT TRENDS IN RECRUITMENT

The following trends are being seen in recruitment:-

1. Poaching or Raiding
2. Website or e-Recruitment
3. Outsourcing
4. Internship
5. Walk-in/Talk-in/Write-in
 Poaching/Raiding

It means employing a competent and experienced person already working with

another reputed company which might be a rival in industry. A company can
attract talent from another firm by offering attractive pay packages and other
terms and conditions.

e.g.:-
1. Several executives of HMT left to join
Titan Watches
2. Several executives pilots of Indian Airlines
left join private air taxi operators.
 Pros & Cons

 Advantages of poaching:  Disadvantages of poaching:

1. Win-Win Situation: 1. Poaching unethical
whenever any company decides to poach
2. Think and poach
an employees they would always want a
win-win situation. Its beneficial for both 3. Damages to be paid
the poacher and the employee being
poached.
2. Boosting productivity
3. Poaching helps reallocation of resources
4. Better sales and revenue generation.
Q. How to prevent poaching ?

1. No-poach agreements
2. Incentives plans
3. Increasing the moral of employees
Website/ E- recruitment

Many big organisations use internet as a source of recruitment, They

advertise the job. vacancies through the worldwide web (www). The
job seekers send their applications or Curriculam Vitae, L.e., CV;
through e-mail using the internet. Alternatively, job seekers place
their CVs in the world wide web/internet, which can be drawn by the
prospective employers depending upon their requirements.
 Pros & Cons

Advantages: Disadvantages:
I. Low cost of recruitment per I. Draws more unqualified applicants
candidate. (increases screening efforts).
II. Reduction in time for recruitment. II. False responses (browsing, not buying).
III. Recruitment of right types of III. Qualified applicants without internet
people. access are excluded (possible disparate
IV. Efficiency in the process of impact).
recruitment. IV. Privacy concerns in light of EEO and
credit reporting laws.
 Types of e - recruitment

1. Job Portals:- 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 organization.Job sites provide a 24 × 7 access to
the database of the resumes to the employees facilitating the just-in-time hiring by the
organizations.
2. Creating a Complete Online Recruitment/Application Section in the
Company’s Own Website :- Companies have added an application system to its
website, where the ‘passive’ job seekers can submit their resumes into the database of
the organization for consideration in future, as and when the roles become available.
3. Resume Scanners:- Resume scanner is one major benefit provided by the job
portals to the organizations. It enables the employees to screen and filter the resumes
through pre-defined criteria’s and requirements (skills, qualifications, experience,
payroll etc.) of the job.
 Features of E-recruitment

a. Giving a detailed job description and job specifications in the job postings to attract
candidates with the right skill sets and qualifications at the first stage.
b. E-recruitment should be incorporated into the overall recruitment strategy of the
organization.
c. A well-defined and structured applicant tracking system should be integrated and the
system should have a back-end support.
d. Along with the back-office support a comprehensive website to receive and process job
applications (through direct or online advertising) should be developed.
 Outsourcing
Under this arrangement, a company may draw the required personnel from the
outsourcing firms or agencies on temporary basis rather then offering them
employment. This is also called leasing of human resources. The outsourcing firms
develop their human resource pools by employing people for them and make available
the personnel to various companies {called clients} as per their need. The outsourcing
firms get payment for their services to their clients and give salary directly to the
personnel. The personnel deputed by the outsourcing agencies with the clients are not
the employees of the clients. They continue to be on payroll of their employers, i.e., the
outsourcing agencies.
Advantages:

1. The companies need not plan for human resources much in

advance. They can get human resourecs on lease basis from an
outsourcing agency
2. The companies are free from industrial relations problems as
human resources teken on lease are not their employees.
3. The companies can dispense with this categoryof emlpoyees
immediately after the project or assignment is completed
 Internships
Internships offered by many industrial enterprises constitute an effective recruiting
technique. Internship usually involves employment during the summer before
graduation from college, specially in some technical courses. This is also known as
‘Summer Placement’ which requires a prior selection process by the employer. The
talented interns may be offered regular jobs on completion of their internship training.
 Walk-in interview

Under this method, the employer can insert a ‘Walk-in’ or ‘Talk-in’ advertisement in a daily
newspaper or in the cyberspace (i.e., online). Those who walk in (i.e., come personally to
the human resource department) or talk in (i.e., contact the human resource department
over phone) or write in (i.e., send application through fax or e-mail) are asked to give
necessary details to the recruiter.
However, during the ‘walk-in’ interview, the candidate may be asked to submit a formal
application for the vacant post in the firm. After the interview, the candidate} may be
informed about the selection or rejection decision of the employer.
The advantages of walk-ins for employers

 Efficiency: Walk-ins can allow employers to evaluate the efficiency of their

company's hiring process. They also allow employers to monitor the effectiveness
of hiring managers in recruiting productive members of staff.
 Flexibility: Walk-ins allow an employer to attend to multiple applicants in a short
period. Instead of using several weeks to conduct a formal interview, the company
can get the same result much faster.
 Decision making: Consistent meet-and-greets with applicants can improve an
employer's decision-making skills. As recruiters analyze various applicants, they
can improve their ability to discern which candidates best fit the job description.
The advantages of walk-ins for potential
employees
 Informal setting: Informal interview processes can allow candidates to express
themselves more freely. The casual approach of walk-ins can help applicants stay
calm while explaining why they're suitable for the position.
 Understanding company culture: Candidates can learn the organization's
philosophies from the informal process. The setting allows them to explore the
company culture without conducting excessive research.
 Internal detailing: When potential employees engage in walk-ins, they can get a
sense of the work environment. It can prepare them for their prospective new job
at that organization.
The disadvantages of walk-ins

1. Principle of first impression: A candidate's first impression is often crucial in

these kinds of interviews. To improve their chances of securing the job,
candidates can ensure they prepare adequately for the interview.
2. Competition: Many walk-ins are very competitive and difficult for hiring teams
to shortlist applicants. To succeed in these interviews, it's important to
distinguish yourself from the other candidates.
3. Too much paperwork: In a spontaneous interview process, the employer often
requires the applicant to bring their own documents and other items. Applicants
can research the company and specific position to ensure they have all the
required materials for the walk-in.
Bibliography

 Human Resource Management :- T.N. Chhabra

 www.economicsdiscussion.net
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