RECRUITMENT

SUB TOPICS DEFINITION PURPOSE & IMPORTANCE RECRUITING WITHIN & OUTSIDE ORGANIZATION RECRUITMENT PROCESS FACTORS AFFECTING RECRUITMENT

SELECTION
SUB TOPICS DEFINITION & PURPOSE SELECTION PROCESS FACTORS AFFECTING SELECTION

RECRUITMENT DEFINITION
It is the process of finding and 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 from which new employees are selected

RECRUITMENT PURPOSE AND IMPORTANCE

The general purpose of recruitment is to provide a pool of potentially qualified job candidates. Specifically, the purposes are to : 1. Determine the present and future requirements of the organization in conjunction with its personnel-planning and job-analysis activities. 2. Increase the pool of job candidates at minimum cost. 3. Help increase the success rate of the selection process by reducing the number of visibly under qualified or overqualified job applicants.

RECRUITMENT PURPOSE AND IMPORTANCE

4. Help reduce the probability that job applicants, once recruited and selected, will leave the organization only after a short period of time. 5. Meet the organizations legal and social obligations regarding the composition of its workforce. 6. Begin identifying and preparing potential job applicants who will be appropriate candidates.

RECRUITMENT PURPOSE AND IMPORTANCE

7. Increase organizational and individual effectiveness in the short term and long term. 8. Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants. ------------------

FACTORS GOVERNING RECRUITMENT

Given its key role and external visibility, recruitment is naturally subject to influence of several factors. These include external as well as internal forces.
External Forces Supply and demand Unemployment rate Labor market Political-social Sons of soil Image Internal Forces Recruitment Policy HRP Size of the firm Cost Growth and expansion

Recruitment

EXTERNAL FACTORS GOVERNING RECRUITMENT

Supply and demand of specific skills in the labor market. Demand > Supply or vice versa. High Unemployment rate = High applicant ratio and vice versa. Labor-market conditions at the local level are suitable for most non-managerial, supervisory and middle-management positions whereas at the national level for Executive and professional positions.

EXTERNAL FACTORS GOVERNING RECRUITMENT

Political and legal considerations. Eg. Reservation of jobs for SCs, STs, minorities, and other backward classes (OBCs) is a political decision. Preference to Sons of soil is another political factor. Eg. Shiv Sena. Companys image For eg. Blue chip companies attract a large number of applications. Often, it is not the money that is imp., instead, the perception of the job seekers about the company is what matters in attracting qualified prospective employees. ---------------

INTERNAL FACTORS GOVERNING RECRUITMENT

Recruiting policy promoting internal recruitment can result in recommending candidates who fits the organizations culture. Eg. An organization hiring temporary and part time employees is in a less advantageous position in attracting sufficient applications. Eg. MNCs operating in other countries have a policy relating to the recruitment of local citizens as they can understand local languages, customs and business practices better.

INTERNAL FACTORS GOVERNING RECRUITMENT

Effective HRP greatly facilitates the recruiting efforts. The success rate of the recruiting program is determined by the fact whether the company engages in HRP or not. Size - For eg. An organization with 10000 employees will find recruiting less problematic than an organization with just one hundred employees. Cost Eg. Recruiting costs are calculated per new hire and the figure is considerably high. Thus the need to operate within the budgets and at the same time ensure efficient and cost effective recruitment by evaluating the quality, quantity and costs of recruitment.

INTERNAL FACTORS GOVERNING RECRUITMENT

An organization registering growth and expansion will have more recruiting on hand than the one which finds its fortunes declining. ------------------

Planning Feedback & Follow up Strategy Development

Recruitment Process
Evaluation & Control Screening

Searching

Prentice Hall, 2001

Chapter 18

15

Internal and external recruitment: Pros and cons

CURRENT CHALLENGES TO RECRUITMENT & SELECTION

Shortage of efficient senior level personnel Equity in Placements- tackling the prevalence of glass ceiling Faking of cvs, hitting the Indian Corporates in March 2006. High attrition rate and shorter job tenures Scattered and vague future goals of the incoming employees Over emphasis on the salary packages and the brand than the job profile / job responsibilities. Paradigm shifts in work culture of various organizations

SELECTION
Definition

and

Purpose Selection process Factors affecting selection

Definition of Selection
Selection is the process of choosing individuals who have relevant qualifications to fill existing or projected job openings.

Purpose of Selection
To hire and maintain a quality workforce that reflects the diversity of the community and works well within our values based organization, which promotes and supports core values of trust, effective communication, teamwork, professionalism, and quality of life.

Completion of Application

Hiring Decision

Initial HR Interview

Selection Process
Medical Examination Supervisor or Team Interview
Prentice Hall, 2001 Chapter 18 22

Background Investigation

Factors affecting selection

Perception Fairness Validity Reliability Pressure **********