people who are smaller than we are,

8/14/2019 People Who Are Smaller Than We Are,

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people who are smaller thanwe are, we shall become acompany of dwarfs, but if each of us recruits people

who are bigger than we are,we shall become a company of giants."

- David Ogilvy


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a

$500 piece of equipment than they

do a $50,000 a year person .

- Anonymous


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RECRUITMENTECRUITMENT

D. NishaUjjawal Bagaria

Welcome To

the indispensable HRprocess


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Recruitment is defined

as. he process of searching

he candidates for employment and t imulating them to apply for jobs

.n the organisat ion

- .dwin B Flippo


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Types of Recruitment

NeedsPLANNED

i.e. the needs arising from changes in

organization and retirement policy.ANTICIPATED Anticipated needs are those movements inpersonnel, which an organization can predict

by studying trends in internal and externalenvironment.UNEXPECTED

Resignation, deaths, accidents, illness give

rise to unexpected needs.


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Purpose of RecruitmentAttract and encourage more and morecandidates to apply in the organisation.

Create a talent pool of candidates to enablethe selection of best candidates for theorganisation.

Determine present and future requirements of the organization in conjunction with itspersonnel planning and job analysis activities.

Recruitment is the process which links theemployers with the employees.

Increase the pool of job candidates atminimum cost.


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Importance of Recruitment

Help increase the success rate of selection processby decreasing number of visibly under qualifiedor overqualified job applicants.

Help reduce the probability that job applicantsonce recruited and selected will leave theorganization only after a short period of time.

Meet the organizations legal and social obligationsregarding the composition of its workforce.

Begin identifying and preparing potential jobapplicants who will be appropriate candidates.

Increase organization and individual effectivenessof various recruiting techniques and sources forall types of job applicants


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Sources of Recruitment


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SOURCES OF RECRUITMENT

nternal Search

HRIS Jobportalsotice

boards Circulars


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SOURCES OF RECRUITMENT

xternal Search

-Advertisements

Employeereferrals

ducationalinsti tutions

nterestedapplications

mploymentagencies


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Recruitment Process Identify Vacancy

Prepare job description

& personspecification

Advertisin

g thevacancy

Managing theresponse

Short Listing

ArrangeInterviews

Conducting Interview& Decision Making


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Our recruitment process is aligned to

business requirements. One of the key factorswe look for in a prospective employee is what we refer to as learn ability the ability toderive generic knowledge from specificexperiences and apply the learning to new

situations. Some of the other qualities we look for include analytical ability, teamwork and leadership potential, communication and innovation skills with a practical and structured approach to problem solving. We also placeimportance on professional competence and academic excellence.

- Ms HEMA RAVICHANDAR, Senior VP (HR), Infosys Technologies


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Recruitment Strategies


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Elements of StrategyIdentifying and prioritizing jobsCandidates to targetPerformance level requiredExperience level requiredCategory of the candidate

Types of Strategy H ea d H u n tin g

E m p loye r B ran d in g


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Head Hunting

N

Y

Y

N


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Employer Branding The image projected by the employer through

his behaviours, attitudes and actions.


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Recruitment Policy


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Components: -Recruitment services of consultantsRecruitment of temporary employees

The job descriptions The terms and conditions of the employment To aid and encourage employees in realizing

their full potential.

Transparent, task oriented and merit basedselection.Weight age during selection given to factors

that suit organization needs.


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Factors which affect: -Organizational objectivesPersonnel policies of the organization and its

competitors.Government policies on reservations.Preferred sources of recruitment.Need of the organization.Recruitment costs and financial implications.


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E - Recruitment


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According to a study by NASSCOM Jobs isamong the top reasons why new users willcome on to the internet, besides e-mail.

There are more than 18 million rsums

floating online across the world.By 2010, expenditure on Internet-basedrecruiting will be $ 16 billion - ForresterResearch Institute.

96% of all companies will use the Internet fortheir recruitment needs.In the U.S., some companies claim 30% of new

hires are from the Internet and 77% of

Internet users who are seeking a change, usethe Net to do so.


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AdvantagesLower costs to the organisation. Also, posting jobs online is cheaper than advertising in thenewspapers.

No intermediaries.Reduction in the time for recruitment (over 65

percent of the hiring time).Facilitates the recruitment of right type of

people with the required skills.Improved efficiency of recruitment process.Gives a 24*7 access to an online collection of

resumes.


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DisadvantagesScreening and checking the skill mapping and

authenticity of million of resumes is aproblem and time consuming exercise fororganisations.

There is low Internet penetration and no accessand lack of awareness of internet in manylocations across India.

Organisations cannot be dependant solely andtotally on the online recruitment methods.

In India, the employers and the employees stillprefer a face-to-face interaction rather thansending e-mails.


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Recruitment v/s SelectionPositive Process.Basic Purpose To

create a talent poolof candidates.

Concerned withtapping HumanResource.

No contractestablished.

.N eg a tive Proce ss

B asic Pu rp ose To ch oose th e rig h t

.can d id a te s

C on ce rn ed w ith se le ctin g m ost

.su itab le ca n d id a te

C on tract.e stab lish e d


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Types of Job SeekersQuid Pro QueI will be with you

I will do you what you

want

Where do you want me

to come


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Recruitment ManagementSystems


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Features & BenefitsStructure and systematically organize the

entire recruitment processes.Recruitment management system facilitates

faster, unbiased, accurate and reliableprocessing of applications from variousapplications.

Helps to reduce the time-per-hire and cost-per-hire.

Offers tolls and support to enhanceproductivity, solutions and optimizing therecruitment processes to ensure improvedROI.


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ContinuedRecruitment management system maintains an

automated active database of the applicantsfacilitating the talent management and

increasing the efficiency of the recruitmentprocesses.Recruitment management system provides and

a flexible, automated and interactiveinterface between the online applicationsystem, the recruitment department of thecompany and the job seeker.

Recruitment management system helps toincorporate and integrate the various links

like the application system on the official

E R tO


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Examp e Recru tO ceDB


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Specifications of RMSApplicant ProfilesApplicant Status

HistoryWeb-based

Reference andBackgroundChecks

MultipleRequisitions perApplicant

Job Descriptions

A ctivity S ta tistics

R e cru ite r S ta tistics

S ou rce S ta tistics

R e q u isition A n a lysis

C ost A n a lysis,Routing Status

and Reject Tracking

Custom Reports


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ROI on Recruitment


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To get Max. ROI.Clear definition of the results to be achieved from

recruitment.Developing methods and ways measuring the

results like the time to hire, cost-Per-Hire andeffectiveness of the recruitment source etc.Estimating the costs associated with the

recruitment projectEstimating the tangible and intangible benefits to

the organization including the payback period of the recruitments.

Providing and ensuring proper training anddevelopment of the recruitment professionals.


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Recruitment ProcessOutsourcing


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"Recruitment Process Outsourcing is when a

provider acts as a company's internalrecruitment function for a portion or all of its jobs. RPO providers manage the entirerecruiting/hiring process from job profilingthrough the on-boarding of the new hire,including staff, technology, method andreporting. A properly managed RPO willimprove a company's time to hire, increasethe quality of the candidate pool, provideverifiable metrics, reduce cost and improvegovernmental compliance.- Recruitment Process Outsourcing Association


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Advantages:


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RPO

Flowchart YN

Y

N

R i T d i


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Recruitment Trends inKPO

By 2010, Indian KPO sector is estimated tohave 71 percent share of the global KPOsector.

The industry currently employees more than1,60,000 employees and are expected togrow to 250,000 employees by 2010 (asestimated by NASSCOM).

The qualities looked for in candidates are:Business acumen , Strong analytical andquantitative skills, Flair for research, eye fordetail etc.

The final rounds consists of: Aptitude tests,


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HR Challenges in

RecruitmentAdaptability to globalizationLack of motivation

Process analysis

Strategic prioritization


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She met the Devil who was actually a really nice guy (kindof cute) and she had a great time telling jokes and

dancing. She was having such a good time that beforeshe knew it, it was time to leave. Everybody shook herhand and waved goodbye as she got on the elevator.

The elevator went up-up-up and opened back up at thePearly Gates and found St. Peter waiting for her.

"Now it's time to spend a day in heaven," he said. So shespent the next 24 hours lounging around on clouds andplaying the harp and singing. She had great time andbefore she knew it her 24 hours were up and St. Petercame and got her.

"So, you've spent a day in hell and you've spent a day inheaven. Now you must choose your eternity,"

The woman paused for a second and then replied, "Well, Inever thought I'd say this, I mean, Heaven has beenreally great and all, but I think I had a better time inHell."

So St. Peter escorted her to the elevator and again she

went down-down-down back to Hell.


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"Yesterday we wererecruiting you, todayyou're an Employee


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Love Your Job but

never fall in lovewith your company,because you never know when the

company stopsloving you. - Mr. Narayana

Murthy, Ex CEO &

Chairman, Infosys Ltd.

Thank You

people who are smaller than we are,

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