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Human Resource ManagementJanuary March 2013

RECRUITMENT

Dr KSB Nayarksbnayar@gmail.com

Session 6/20022013

mailto:ksbnayar@gmail.commailto:ksbnayar@gmail.com

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YES BANK

STARTED OPERATIONS IN 2004; BY 2008, IT HAD SIGNIFI-CANT PRESENCE IN CORPORATE AND INSTITUTIONALBANKING, FINANCIAL MARKETS, INVESTMENT BANKING,AND WEALTH MANAGEMENT

ATTRIBUTES ITS SUCCESS TO ITS HIGH-QUALITY HUMANCAPITAL BUILT PAINSTAKINGLY WITH HELP OF ITS HR

PRACTICES

THROUGH ITS RECRUITMENT DRIVES

PROMOTERS HAVE VIEWED HUMAN RESOURCE AS ASOURCE OF COMPETITIVE ADVANTAGE AND ENABLER OFOPERATIONAL STRATEGY

COMPANY DEPENDED ON EMPLOYEE REFERRALS, CONSUL-

TANTS & WEB-BASED HIRING TO SOURCE BEST TALENT

WELL-KNOWN HR CONSULTING AGENCIES LIKE ABC,PLANMAN, EMMAY AND KOM/FERRY INTERNATIONALHELPED IN RECRUITMENT CAMPAIGNS TO ATTRACT TOPPERFORMERS

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YES BANK

YES BANK IS STRIVING HARD TO CREATE STRONGEMPLOYER BRAND IN TERMS OF EMPLOYEE VALUEPROPOSITION INTEGRALLY LINKED TO THE COREVALUES AND HR SYSTEMS AND PROCESSES

ESSENCE OF EMPLOYEE VALUE PROPOSITION IS TOENABLE EMPLOYEES TO ABSORB ORGANIZATIONALVALUES AND THEN SHARE THE SAME VALUES WITHITS VALUABLE CUSTOMERS

ULTIMATE AIM OF BRAND CREATION MEASURE ARERETAINING TALENTED EMPLOYEES AND MAKING IT APREFERRED DESTINATION FOR SUPERIOR HUMANRESOURCES

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INTRODUCTION

PRIMARY TASK OF HRM IS TO CHOOSE THE RIGHT KIND OFPERSON FOR THE RIGHT JOB

THIS IS BECAUSE THE ABILITY OF ANORGANIZATION ISDETERMINED BY THE ABILITY OF THE WORKFORCE

OLD BELIEF THAT CAPITAL WAS FUNDAMENTAL TO THEPROGRESS OF THE ORGANIZATION DOES NOT HOLD GOODANY LONGER

EMPLOYERS BEGAN TO BELIEVE THAT SMART WORKFORCEIS THE KEY TO SUCCESS

IT IS WITH THE PEOPLE THAT QUALITY PERFORMANCEBEGINS AND ENDS

MAJOR CHALLENGE OF HR MANAGER LIES NOT INCHOOSING THE RIGHT PEOPLE BUT IN LOCATING ANDREACHING OUT TO THESE PEOPLE & MOTIVATING THEM TOOFFER THEMSELVES AS PROSPECTIVE JOB ASPIRANTS

RECRUITMENT MAY BE DEFINED AS A SEARCH FORPROMISING JOB APPLICANTS TO FILL VACANCIES THATMAY ARISE IN THE ORGANIZATION

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FEATURES OF RECRUITMENT

IT IS A POSITIVE ACT

ENCOURAGE POTENTIAL APPLI-CANTS TO SEEK JOBS IN THE FIRM

INVOLVES A SERIES OF PLANNED ACTIVITIES NOT ASINGLE TASK

IT PROPOSES TO DEVELOP AN APPLICANT POOL IN THEDESIRED HIRING RATIO (NUMBER OF APPLICANTS FOR AJOB) TO ENSURE EFFECTIVE SELECTION PROCEDURE

REPRESENTS THE FIRST CONTACT BETWEEN ORGANI-ZATION AND POTENTIAL EMPLOYEES

INTENDS TO LOCATE AND REACH OUT TO POTENTIALAPPLICANTS

CONTINUED CONTACT BETWEEN ORGANIZATION &COMMUNITY

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FEATURES OF A GOOD RECRUITMENT POLICY

RECRUITMENT POLICY IS THE GUIDING PRINCIPLE THAT GOVERNS THE HRPRACTICES RELATING TO RECRUITMENT

IT PROVIDES A BROAD FRAMEWORK FOR HR DEPARTMENT TO CHOOSEPRIORITIES RELATING TO RECRUITMENT

THESE PRIORITIES MAY INCLUDE GENDER EQUATION, OPTIONS FORSOCIALLY MARGINALIZED, PHYSICALLY CHALLENGED & COMPASSIONATEAPPOINTMENTS FOR DEPENDENTS OF DECEASED & RETIRED EMPLOYEES

A GOOD RECRUITMENT POLICY MUST BE IN CONFORMITY WITH RELEVANTPUBLIC POLICY AND LEGISLATIONS

IT MUST SUPPLEMENT AND NOT CONTRAVENETHE HR POLICIES

IT MUST DISPLAY ENOUGH DYNAMISM AND PROGRESSIVENESS IN ITSAPPROACH TO ATTRACT THE BEST TALENTS

IT MUST CONSTANTLY STRIVE TO MAKE NECESSARY HUMAN RESOURCESAVAILABLE TO MATCH THE SKILLS REQUIREMENT

IT MUST ENSURE EQUAL EMPLOYMENT OPPORTUNITIES FOR ALLSECTIONS OF SOCIETY

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FACTORS OF GOOD RECRUITMENT POLICY

INTERNAL FACTORSwell within control of an organization that influence recruitment

policy

HR POLICY OF THE ORGANIZATION states the intent of theorganization about recruitment, training, promotion, compen-

sation and other aspects of human resource management

NATURE OF THE JOB has a bearing on the recruitment policythat may be different for managerial and non-managerialpositions in the management

REPUTATION OF THE FIRM or goodwill enjoyed by an

organization in the labour market influences its recruitmentpolicy. A positive image among prospective job seekers caneasily attract the required number of candidates

CONVENTIONAL WISDOM ensures consistency in recruitmentpractices for a fairly long time

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FACTORS OF GOOD RECRUITMENT POLICY

EXTERNAL FACTORSbeyond the control of the organization and affect the quantity and

quality of labour available

LABOUR MARKET CONDITIONSdemand and supply of labour

in the market influence the recruitment policy

LEGAL PROVISIONS contribute to the formation of recruitmentpolicy

SOCIOECONOMIC FACTORS like level ofeducation, average

age of people available in the market, economic necessity oflabour force, licensing and certification requirements toperform a job and attitude of society towards the weakersections like women, physically handicapped and availability oftechnology have an effect on the recruitment policy

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RECRUITMENT ORGANIZATION

IN SMALL ORGANIZATIONS, LINE MANAGERS MAY HANDLE ALLASPECTS OF HR WORK ON THEIR OWN

AS ORGANIZATIONS GROW IN SIZE, THEY MAY FIND IT DIFFICULT

TO CARRY OUT PERSONAL DUTIES IN ADDITION TO ROUTINE WORK

LARGE ORGANIZATIONS ESTABLISH SEPARATE HR DEPARTMENTS

AND CENTRALIZE HR ACTIVITIES LIKE RECRUITMENT

CENTRALIZED RECRUITMENT HAS FOLLOWING ADVANTAGES:

ENSURES UNIFORMITY IN RECRUITMENT POLICY

HELPS REDUCE COST SINCE ADMIN COSTS CAN BE KEPT TO A MINIMUM

ENSURES BEST POSSIBLE UTILIZATION OF EXPERTISE OF HR

AVOIDS PERSONAL BIAS & PREJUDICE IN RECRUITMENT & SELECTION

FACILITATES MAINTENANCE OF CENTRALIZED TALENT POOL

ALLOWS LINE MANAGERS TO DEVOTE MORE TIME TO OPERATIONS

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RECRUITMENT PROCESS

THE RECRUITMENT PROCESS IS CONCERNED WITH

THE PROCEDURE FOR IDENTIFICATION AND

CLASSIFICATION OF THE POTENTIAL SOURCE OF

HUMAN RESOURCES SUPPLY AND EFFECTIVELY

UTILIZING THOSE SOURCES IN THE OVERALL PROCESS OF PROCURING AND

INDUCTING HUMAN RESOURCES, RECRUITMENT IS

ONE OF THE CRITICAL SUB-PROCESSES

A WELL-PLANNED AND WELL-MANAGED RECRUITINGPROCESS IS ESSENTIAL FOR ATTRACTING HIGH-

QUALITY APPLICANTS

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STEPS IN RECRUITMENT PROCESS

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STEPS IN RECRUITMENT PROCESS

HUMAN RESOURCES PLANNING

Framing of HR Plans in tune with organizational objectives clearlyestimating levels and kinds of HR required to ensure accomplish-ment of strategic plan of the organization

Estimation of how many qualified persons are necessary to carry

out assigned activities (personnel demand) How many people will be available (internal supply)

What must be done to ensure that the personal supply equalspersonnel demand at appropriate point (reconciliation process)

DETERMINATION OF STRATEGY

for choosing the candidates. It may include

Development of different sources of recruitment

Preferences to be followed

Recruitment method to be used and a series of activities to beundertaken

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STEPS IN RECRUITMENT PROCESS

EVALUATION OF THE SOURCES OF RECRUITMENT

Internal and external

Evaluation refers to assessment of strengths and weaknesses of

sources like How many applicants did we generate through each of

our recruitment processes

IMPLEMENTATION OF RECRUITMENT METHODS AND

STRATEGIES

Regardless of whether the organization decides to recruit from

internal or external sources, recruitment method and strategy must

be in accordance with relevant laws and regulations

FEEDBACK AND CONTROL

To enhance its effectiveness

Quality of applicant pool is an indicator of efficiency of recruitment

process

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SOURCES OF RECRUITMENT

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EVALUATION OF INTERNAL RESOURCES

MERITS Helps Career Development Plans

Requires Less Orientation & Training

Can act as a good motivator and morale booster

Better Utilization of Skills, Experience and Qualification

Easy to Induct Employees into work environment

It is economical and less time-consuming compared with externalsources

Enhance Loyalty among employees

LIMITATIONS

Restricts the option of recruiting a more diverse workforce

Provide with better applicants but not necessarily the best

May result in in-breeding

Can affect unity and integrity selection procedure as unfair

Difficult to infuse with fresh talent and creativity

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SOURCES OF RECRUITMENT

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EVALUATION OF EXTERNAL RESOURCES

MERITS Enable generate a large applicants pool

Can adopt a rigorous, competitive and uncompromising selectionprocedure

Applicants pool is broad-based and representative of the real labormarket

Allows to bring fresh talents, adopt innovations and modify existingwork culture

Enable exploit labor market conditions (changes in demand & supply)

LIMITATIONS

Inadequate opportunities for promotion

These resources are costly and time-consuming

Induction and socialization may not be smooth for new employees

Outside candidates may be susceptible to poaching and raiding byrival concern

Greater possibility of hiring a wrong person from external sources

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CATEGORIZATION OF

SOURCES OF RECRUITMENT

LOOSE (VAST SURPLUS OF REQUIRED SKILLS IN THELABOUR MARKET) DIRECT AND IMMEDIATERECRUITMENT SUCH AS WALK-INS AND WRITE-INS

INTERMEDIATE (REASONABLE SURPLUS)

EMPLOYEEAND UNION REFERRALS AND EMPLOYMENT EXCHANGE

TIGHT (REASONABLE SHORTAGE) WIDE PUBLICITYTHROUGH ADVERTISING

VERY TIGHT (ACUTE SHORTAGE)

HEAD-HUNTING LIKERAIDING AND POACHING

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RECRUITMENT PRACTICES IN INDIA

BUSINESS ENVIRONMENT IN INDIA HAS BEEN DYNAMIC ANDCONTINUOUSLY CHANGING

ORGANIZATIONS ARE NOW LOOKING FOR GLOBALLY COMPETITIVEWORKFORCE

THESE REQUIREMENTS HAVE COMPELLED INDUSTRY TO INTRODUCECHANGES IN EVERY SPHARE OF HR ACTIVITY INCLUDING RECRUITMENT

COMPANIES JUDICIOUSLY COMBINE TRADITIONAL RECRUITMENT SOURCESAND MODERN ONES TO PROCURE BEST-OF-THE-BREED LABOUR FORCE

SEARCH FOR BEST SUITED HR TO ACHIEVING LONG-TERM OBJECTIVES

MAJOR SOURCES OF RECRUITMENT IN INDIA ARE:

EXISTING EMPLOYEES INDIAN COMPANIES ARE FOCUSED MORE ONTRAINING EMPLOYEES TO MAKE THEM FIT THROUGH PROMOTIONS AND

TRANSFERS EMPLOYEE REFERRALS ENTRY-LEVEL RECRUITMENT COSTS ARE

SUBSTANTIAL

ADVERTISING IN PRINT MEDIA LIKE MAGAZINES, NEWSPAPERS / JOURNALS

PRIVATE EMPLOYMENT AGENCIES REALIZING THEIR UTILITY

INTERNET RECRUITING THROUGH THEIR OWN DEDICATED RECRUITING SITESWHILE OTHERS EMPLOY SERVICES OF PROFESSIONAL JOB SITES