MODERN METHODS OF RECRUITMENT

Presented By:Chhatrapal Surve(160)

S.Y.BBA

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INDEX

SR.NO DESCRIPTION PAGE NUMBER1) WHAT IS RECRUITMENT? 32) TYPES OF RECRUITMENT 4-103) INNOVATIVE METHODS OF

RECRUITMENT11-12

4) CASE STYDY ON BHEL 13-15

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What is recruitment?

Recruitment is the process of attracting qualified applicants for a specific job. The process begins when applications are brought in and ends when the same is finished. The result is a pool of applicants, from where the appropriate candidate can be selected.

Human resources recruitment methods vary according to staffing needs, company size, recruiting staff expertise and budget for advertising, cost-per-hire and other employment expenses. Depending on the jobs for which your company is recruiting workers, some methods are more effective than others. Often, the way to determine the most effective recruitment method is by experimenting with several methods until you find one that uses your company's resources and time wisely.

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Types of recruitment

There are types of recruiting methods:1) Internal methods2) Extrenal methods

The internal recruitment sources are very important, but they cannot be used to fill every vacancy in the organization. It is very important to realize, that in many organization, the internal recruitment is divided into two separate processes: 1) Internal recruitment and 2) Promotions: The promotion is the move of the employee when the organization initiates the whole process. The real internal recruitment is than a move of the employee initiated by the employee him or herself.

The external recruitment sources bring job candidates from the external environment using different techniques. The oldest, but still pretty efficient is a newspaper job advertisement.

The other external recruitment sources are the recruitment agencies and executive search companies. Their services are not cheap, but the organization does not have to handle all that job resumes and the good agency also makes follow ups of the job candidates in the recruitment process.

They are discussed in detail in the following pages.

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1) Employee Referrals:

Present employees are well aware of the qualifications, attitudes, experience and emotions of their friends and relatives. They are also aware of the job requirements and organizational culture of their company. As such they can make preliminary judgment regarding the match between the job and their friends and relatives.

A very special kind of the recruitment source is the referral recruitment, when the employees are paid to provide the organization with their friends as potential employees. This can look strange, but it can provide the organization with many interesting candidates, who are not reachable via any other recruitment source. Many employers realize the value of recruiting via employee referrals, and even offer referral bonuses to encourage employees to recommend friends, colleagues and family members for jobs.

If your company has a high-performing work force, this could be a very effective recruiting method. Employees who are conscientious about their job duties and responsibilities generally know other people who demonstrate the same work ethic. Using this type of recruitment method minimizes the expense of online advertising and recruiters' time expended sourcing qualified applicants.

2) Campus Recruitment:

These candidates are directly recruited by the Co; from their college/educational institution. They are inexperienced as far as work experience is concerned. Large organizations seeking new entrants to the work force have recruiters who travel to college and university campuses looking for graduating students.

This recruiting method serves the interests of future employees and the employer. Campus recruiting enables companies to attract students with impressive academic credentials and train them to model the employer's philosophy and practices. In addition, the company's presence on campus demonstrates a willingness to invest in young professionals through mentoring and professional development.

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3) Private Employment Agencies/Consultants:

Public employment agencies or consultants perform recruitment functions on behalf of a client company by charging fees. Line managers are relieved from recruitment functions and can concentrate on operational activities.

4) Public Employment Exchanges:

The Government set up Public Employment Exchanges in the country to provide information about vacancies to the candidates and to help the organization in finding out suitable candidates. As per the Employment Exchange act 1959, makes it obligatory for public sector and private sector enterprises in India to fill certain types of vacancies through public employment exchanges.

5) Professional Organizations:

Professional organizations or associations maintain complete bio-data of their members and provide the same to various organizations on requisition. They act as an exchange between their members and recruiting firm.

6) Data Banks:

The management can collect the bio-data of the candidates from different sources like Employment Exchange, Educational Training Institutes, candidates etc and feed them in the computer. It will become another source and the company can get the particulars as and when required.

7) Casual Applicants:

Depending on the image of the organization its prompt response participation of the organization in the local activities, level of unemployment, candidates apply casually for jobs through mail or handover the application in the Personnel dept. This would be a suitable source for temporary and lower level jobs.

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9) Trade Unions:

Generally unemployed or underemployed persons or employees seeking change in employment put a word to the trade union leaders with a view to getting suitable employment due to latter rapport with the management.

10) Body Shopping:

Professional organizations and the hi-tech training develop the pool of human resource for the possible employment. The prospective employers contact these organizations to recruit the candidates. Otherwise the organizations themselves approach the prospective employers to place their human resources.

These professional and training institutions are called body shoppers and these activities are known as body shopping. The body shopping is used mostly for computer professionals. Body shopping is also known as employee leasing activity.

11) E-recruitment:

The technological revolution in telecommunications helped the organizations to use internet as a source of recruitment. Organizations advertise the job vacancies through the world wide wed (www). The job seekers send their applications through e-mail using the internet.

12) Internet Job Boards

Internet job boards that direct applicants to a company's website are a popular recruitment method. Online job boards reach a wide audience and the company's applicant tracking system makes recruiting a fast and efficient process. When an applicant spots a job posting in which he is interested, the job board redirects him to the company's website where he completes an online application.

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15) Outsourcing:

Some organizations recently started developing human resource pool by employing the candidates for them. These organizations do not utilize the human resources; instead they supply HRs to various companies based on their needs on temporary or ad-hoc basis.

16)Job Fairs:

Job fairs can be conducted by one employer seeking applicants for a variety of positions, or a group of employers who want to attract large numbers of qualified applicants. Some job fairs provide on-the-spot interviews, which encourages prospective candidates to come prepared to spend the day exploring employment opportunities with several employers.

Job fairs are an effective recruiting method, particularly for new companies that need to staff their organization quickly or employers who want to expedite the recruitment and selection process by offering same-day interviews.

17) Professional Associations and Networking:

Recruiters and other human resources staff who belong to professional associations use seminars, luncheon meetings and similar networking opportunities to attract applicants. Industry-specific organizations and trade associations use online job postings, newsletters and simple word-of-mouth advertising to publicize openings.

For instance, the Society for Human Resource Management has a national database for job seekers who are interested in HR positions. Likewise, professional associations for engineers, accountants and lawyers also have listings for employment opportunities within certain regions as well as jobs across the country.

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18) Headhunting:

  Headhunting is recruiting the top management executives, who are highly skilled and resourceful and whose contribution to the organization leads to success or these employees are the competitive advantage of the organization.eg, those employees who are competitive advantage of some company is offered the fancy designations and high salary package and made to join their company this process is called headhunting. Headhunting can be done via ads, job portals referrals etcetera are three types these are direct, indirect and third party recruitment

A headhunter is a job recruiter who specializes in matching highly skilled professionals with corporate clients. A headhunter might be an independent contractor or work through an agency of headhunters where each agent specializes in particular areas of employment and possibly also in geographic areas.

Corporations benefit from using a headhunter or a headhunting service in two ways. Using a headhunter eliminates the need to place an advertisement for the open position and then address the inevitable list of applicants, most of which will be unfit for various reasons. A headhunter does the tedious work of finding good candidates, providing an initial screening mechanism, which saves the corporation valuable time. In turn the headhunter is paid a fee if he or she is able to find the right candidate, typically a small percentage of the annual starting salary of the filled position.

This payment arrangement encourages headhunters to build lasting, tight relationships with corporate clients. The more successful a headhunter is in filling recruitment positions, the more likely the client company will look to the headhunter for other job placement opportunities. Both parties benefit mutually from this relationship, as do those seeking gainful employment.

The Executive search firms as well as the blog recruitments are generally used to hire top level executives.However it is imp. to note that it is used in conjunction with other methods of recruitment to arrive at a more precise assessment.Web based recruitments are also becoming very popular these days.

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It is also imp. to mention here about the latest or new hiring model which many may not know about , the HMS or Hiring gateway system or Hiring mgt. system.This again is web based recruitment & completely replaces the manual system with a software that allows mgrs. to locate requisitions as well as automatically upload resumes.This software also allows recruiters to use knowledge based technologies to create statements of qualifications required or that which individuals have ......and which could be matched to job openings for suitability , in addition to screening Q's that are to be asked to prospectives etc. and many other new characterstics.It is a highly advanced system in efficiency ,it is said to be developed over a period of 15 years with several thousands of competencies to back it.With this, recruiters can distinguish qualitative differences as also draw logical inferences and understand resume's as they exactly mean.It is expensive but over a long period proves cost-effective and reduces the hiring cycle short by 48% there by saving a lot of time

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Innovative Recruitment Practices

Maybe if you can think away from these traditional ways of recruiting and be creative in attracting candidates, you have a wide chance of getting the most suitable candidates.

1) Sending of SMS Eg: Convergys provide individuals an easy option to send their application by simply texting the word “APPLY” to a specific number and in turn receives a reply from the organization to proceed with the application process.

2) Blogging on Social Networking Sites Eg: Twitter, Facebook, HRLink , CiteHR, Linked in , Orkut

3) Job Fairs , Job Application Banners, Pamplets, Hoardings, Advertisement in Public transport by using visual and audio aids. Advertisement through public address system : Radio , Television.

4) Event Recruiting –

Sponsoring events where the candidates you are seeking attend to. By giving a presentation and advertising your company in a way which will attract the candidates and letting them know that your company knows what the participants are looking for, you can bring in the most suitable candidates which you might consider hiring.

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5) Re-Recruiting –

When you’re most qualified or experienced staff leave the company let them know that they’re welcome back. The reasons they leave maybe for a change of location, a new challenge or higher pay which you can’t afford at the moment. But if they are not satisfied at the new place, they’ll always appreciate the old one. This can also reduce on training cost and time which you might have to spend for a newly hired employee. This of course cannot be applied to all employees.

6) Make Every Employee A Recruiter –

This does not mean asking employees to refer their friends and family to the company. This also can be a way of advertising. Equip every employee with a company card stating the company contact details and an attractive “we are always looking out for dynamic individuals…..” This can be very useful when employees know how to effectively hand out these cards to the most eligible individuals.

7) Cast A Wider Net -

Expand your recruiting to include some people who do not have all the skills you would like, but who have potential to contribute if they are trained.

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Recruitment methods used by BHEL:A CASE STUDY

The two categories of internal sources including a review of the present employees and nomination of the candidates by employees.

Internal sources

The company suggests that the effective utilization of internal sources necessitates an understanding of their skills and information regarding relationships of jobs. This will provide possibilities for horizontal and vertical transfers within the enterprise eliminating simultaneous attempts to lay off employees in one department and recruitment of employees with similar qualification for another department in the company.

Promotions and Transfers within the plant where an employee is best suitable improves the morale along with solving recruitment problems. These measures can be taken effectively if we established job families through job analysis programmes combining together similar jobs demanding similar employee characteristics.

Again, employee can be requested to suggest promising candidates. Sometimes in a company the employees are given prizes for recommending a candidate who has been recruited. The usefulness of this system in the form of loyalty and its wide practice, it has been pointed that it gives rise to cliques posing difficulty to management.

Therefore, in this company before utilizing the system attempts should be made to determine through research whether or not employees thus recruited are effective on particular jobs. Usually, internal

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sources can be used effectively if the number of vacancies are not very large, adequate, employee records are maintained, jobs do not demand originality lacking in the internal sources, and employees have prepared themselves for promotion.

EXTERNAL SOURCES OF RECRUITMENT

An external source of Recruitment is considered from the combination of the following options:CONSULTANT

Consultant are given the requirement specifying qualifications, experience and all other necessary details. In consultant they consider the employment agencies, educational and technical institute, casual, labor and mail applicants, trade unions and other sources. The company has developed in large cities in the form of consultancy services.  Usually this company facilitate recruitment of technical and professional personnel. Because of their specialization, they effectively assess the needs of their clients and aptitude and skills of the specialized personnel. They do not merely bring an employer and an employee together but computerize lists of available talents, utilizing testing to classify and used advanced techniques of vocational guidance for effective placement purposes. Educational and technical institutes also forms an effective source of manpower supply.There is an increasing emphasis on recruiting students from different management institutes and universities'commerce and management departments by recruiters for positions in sales, accounting, finance, personnel and production. These students are recruited as management trainees and then placed inspecial company training programmes. They are not recruited for particular positions but

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for development as future supervisors and executive.Indeed , this source provides a constant flow of new personnel with leadership personalities. Vocational schools and industrial training institutes provides specialized employees, apprentices, and trainees for semiskilled and skilled jobs. Persons trained in these schools and institutes can be placed on operative and similar jobs with a minimum of in plant training. However, recruitment of these candidates must be based on realistic and differential standards established through research reducing turnover and enhancing productivity.

The enterprise depends to some extent upon casual labour or"applicant at the gate" and mail applicants. The candidates may appear personally at the company's employment office or send their applications for possible vacancies. According to company the quality and quantity of such candidates depend on the image of the company in community. Prompt response to these applicants proves very useful for the company. The company finds that this source is uncertain, and applicants reveal a wide range of abilities necessitating a careful screening. Despite these limitations, it forms a highly inexpensive source as the candidates themselves come to the gate of the company. It also provides measures for a good public relations and accordingly , the candidates visiting the company must be received cordially.

In several trades, they supply skilled labour in sufficient numbers. They also determine the order in which employees are to be recruited in the organization. In industries where they do not take active part in recruitment, they make it a point the employees laid off are given preference in recruitment.

All recruitment advertisements are placed centrally by the HRD Department. The advertisement is drafted by HRD Department in consultation with the concerned Department. All related documents of Advertisements released are maintained in the"Advertisement" file. In addition to the above sources, several organizations develop sources through voluntary organizations such as clubs, attracts employees of competitors looking for a change or good prospectus for employment, utilize women, older workers and physically handicapped for specific positions where they

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are best suitable, and use the "situation wanted" advertisement in newspapers

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