unit 4- recruitment

7/28/2019 Unit 4- Recruitment

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Prof. Preeti Bhaskar

Symbiosis Centre for Management Studies,Noida

RECRUITMENT


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CHAPTER OUTLINE

Meaning and def ini tion

Importance of recrui tment

Factors affecting recrui tment

Recrui tment process

Sources of recruitment


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SHRM 2008 3

Hiring the Right Person: Recruitment

RECRUITMENT

The process of attracting individuals in sufficientnumbers with the right skills and at appropriatetimes to apply for open positions within theorganization.


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Recruitment

According to Flippo

Recruitment is the process of attracting potential

employees and stimulating them to apply for thejobs in the organization.

RECRUITMENT


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1. Determine the present and future requirements of the organisation 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.

4. Help reduce the probability that job applicants, once recruited and

selected, will leave the organisation only after a short period of time.

5. Meet the organisations legal and social obligations regarding the

composition of its

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Recruitment has several benefits for a firm:


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6. Begin identifying and preparing potential job applicants who will be

appropriate candidates.

7. Increase organisational and individual effectiveness in the short term

and long term.

8. Evaluate the effectiveness of various recruiting techniques andsources for all types of job applicants.

7

Cont.


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INTERNAL FACTORS

Size of the organization

Recruiting policy

Image of the organization

Image of the job Recruiting policy

Temporary and part-time employee

Recruitment of local citizens Engagement of the company in HRPCompanys size Cost of recruitmentCompanys growth and expansion


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EXTERNAL FACTORS

Demographic factors Labor market

Unemployment situation

Labor laws Legal consideration

Supply and Demand factors UnemploymentRate

Labor-market conditions Political and legal considerations

Social factors Economic factors

Technological factors


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Organizational Factors

A major factor that determines the process of a recruitment program isthe reputation of the organization. An organizations reputation isdepends on its size, area of business, profitability, management etc.

The organizational culture and the attitude of its management towardsemployees also influence a candidates decision to apply to anorganization.

Recruitment program is the geographical location of the vacantposition.

The amount of resources allocated also determines the success of arecruitment drive.

The channels and methods used to advertise the vacancy also determinerecruitment program.

The emoluments that the company offers also influence the decision ofa candidate and thereby the success of the recruitment program.


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Environmental Factors

The situation in the labor market, the demand formanpower, the demographics, the knowledge and skillsset available.

The stage of development of the industry to which theorganization belongs also influence the results of arecruitment.

Culture, social attitude and belief also impact theeffectiveness of a recruitment program.

The law of the land and the legal implications involvedalso play a role in designing a recruitment program andits effectiveness.


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Recruitment process

Recruitment process involves a systematicprocedure from sourcing the candidates toarranging and conducting the interviews and

requires many resources and time


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Recruitment process

Identifyingthe vacancy

Prepare jobdescriptionand personspecification

Advertising

the vacancy

Managingthe response

Short-listing

Arrangeinterviews

Conductinginterview anddecisionmaking


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Identifying the vacancy-

This recruitment process begins with the human resourcedepartment receiving requisitions for recruitment fromany department of the company.

Number of persons Duties to be performed

Posts to be filled

Qualifications required

Preparing the job description and person specification. Locating and developing the sources of required number and type of

employees (Advertising etc).

Short-listing and identifying the prospective employee with requiredcharacteristics.


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JOB ANALYSIS

(A Process of obtaining all pertinent Jobfacts )

Job Description

(Job- Oriented)

A statement containing items such as :

Job title

Location

Job duties

Job summary

Job duties

Machines, tools, and equipment

Conditions of work, location of work,

Hazards(Accident Hazards)

Job Specification

(Employee- Oriented)

A statement of human qualificationnecessary to do the job:

Education

Experience

Training

Physical efforts

Communication Skills

Emotional characteristics

Unusual sensory demands such asvision, smell, hearing etc.


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Advertising the vacancy

External

Sources

Internal

Sources

Sources

of

Recruitment

I l E l S


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Internal sources External Sources

Transfers Factory gate hiring

Promotions Unsolicited applicants

Employee referrals Job portals (monster.com, naukri.com)

Lay-off University or institute campus

Circulars Public Employment exchange

Notification Labour contractors

Extension of services Head hunters

Informal Search Internships

Employment Agencies/ Consultancies

Poaching / Raiding

E-Recruitment

Internships

Outsourcing

Walk-in Interviews

Advertisement

Tele recruiting


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Recruitment: Indian Experiences

Pepsi:

Pepsi is a flat organisation. There are a maximum of fourreporting levels. Executives here emphasise achievement,

motivation, the ability to deliver come what may. As thePersonnel Manager of Pepsi Foods remarked we hire peoplewho are capable of growing the business rather than justgrowing with the business.

Recruitees must be capable of thinking outside the box, cutting

the cake of conventional barriers whenever and wherevernecessary. They must have a winners mindset and a passionfor creating a dynamic change. They must have the ability todeal with ambiguity and informality.


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Reebok:

As Reeboks customers are young, the company places emphasis on youth. Theaverage age at Reebok is 26 years. Employees are expected to have a passion forthe fitness business and reflect the companys aspirations. Recruitees should bewilling to do all kinds of job operations. The willingness to get ones hands dirty isimportant. They must also have an ability to cope with informality, a flatorganisation and be able to take decisions independently and perform consistentlywith their clearly defined goals.

Indian Hotels

The Taj group expects the job aspirants to stay with the organisation patiently andrise with the company. Employees must be willing to say yessir to anybody. Othercriteria include: communication skills, the ability to work long and stressful hours,mobility, attention to personal appearance and assertiveness without aggression.


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The recruitment process is immediatelyfollowed by the selection process i.e. the

final interviews and the decision making,conveying the decision and theappointment formalities


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Alternatives to recruiting

Overtime

Subcontracting Temporary employees

Employee leasing

Outsourcing


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Overtime: Short term fluctuations in work volume could best be solved through overtime. The employer

benefits because the costs of recruitment, selection and training could be avoided. The employee benefits

in the form of higher pay. However, an overworked employee may prove to be less productive and turn

out less than optimal performance. Employees may slow down their pace of work during normal working

hours in order to earn overtime daily. In course of time, overtime payments become quite routine and if,

for any reason, these payments do not accrue regularly, employees become resentful and disgruntled.

Subcontracting: To meet a sudden increase in demand for its products and services, the firm may

sometimes go for subcontracting instead of expanding capacities immediately. Expansion becomes a

reality only when the firm experiences increased demand for its products for a specified period of time.

Meanwhile, the firm can meet increased demand by allowing an outside specialist agency to undertake

part of the work, to mutual advantage.

Temporary employees: Employees hired for a limited time to perform a specific job are called

temporary employees. They are particularly useful in meeting short term human resource

needs. A short term increase in demand could be met by hiring temporary hands from agencies

specialising in providing such services. Its a big business idea in United States these days ($3-

$4 billion industry). In this case the firm can avoid the expenses of recruitment and the painful

effects of absenteeism, labour turnover, etc. It can also avoid fringe benefits associated with

regular employment. However, temporary workers do not remain loyal to the company; they

may take more time to adjust and their inexperience may come in the way of maintaining high

quality.


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Employee leasing: Hiring permanent employees of another company whopossess certain specialized skills on lease basis to meet short-termrequirementsalthough not popular in Indiais another recruiting practice

followed by firms in developed countries. In this case, individuals work forthe leasing firm as per the leasing agreement/arrangement. Such anarrangement is beneficial to small firms because it avoids expense and

problems of personnel administration.

Outsourcing: Any activity in which a firm lacks internal expertise andrequires on unbiased opinion can be outsourced. Many businesses havestarted looking at outsourcing activities relating to recruitment, training,

payroll processing, surveys, benchmark studies, statutory compliance etc.,

more closely, because they do not have the time or expertise to deal with thesituation. HR heads are no longer keeping activities like resumemanagement and candidate sourcing in their daily scrutiny. This function ismore commonly outsourced when firms are in seasonal business and havecyclical stuffing needs


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Evaluation of a Recruitment program

The success of the recruitment program can bejudged based on a number of criteria :

The number of successful placements.The number of hiring.

The number of offers made.

The number of applicants.

The cost involved.

The time taken for filling up the position.


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Recruitment Policies And Procedures

A recruitment policy indicates the organisations code of conduct in a

specific area.

Recruitment policy statementIn its recruitment activities, the company will:

Advertise all vacancies internally

Reply to every job applicant promptly Inform job applicants the basic details and job conditions of every job advertised

Process all applications with efficiency and courtesy

Seek candidates on the basis of their qualifications

Aim to ensure that every person invited for interview will be given a fair and thorough hearing

The company will not:

Discriminate unfairly against potential applicants on the basis of sex, race, religion, caste,etc.;

Knowingly make any false or exaggerated claims in its recruitment iterature or jobadvertisements


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Recruitment Policy

A good recruitment policy :-

compiles with government policies on luring. Provides optimum employment security and avoids

frequent lay-offs or lost-time.

Assures the candidate of the managements interest intheir development.

Reflect the social commitment of the company. Is in alignment with the objectives and people-policies of

the organization. Is flexible enough to accommodate changes in the org. Stressed and reflects the importance of job analysis. Is cost effective for the org.


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unit 4- recruitment

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