RECRUITMENT• It is one of the ways of meeting the manpower

needs of an organization• It refers to organizational activities that influence

the number and types of applicants who apply for a job and whether the applicants accept the jobs offered.

• It is directly connected to manpower planning and selection

• It represents the first contact between organization and prospective employees

• Create a +ve impression among the job applicants

An approach to recruitment• The recruitment process is affected by various

factors –external and internal environment factors

• External environment factors are

economic conditions/domestic and international

competitiveness

Location of the organization

Govt laws,regulations and requirements

Composition of the labor force

The labour union

RECRUITMENT• The internal environment factors are: Goals of the organization Business strategies organizational culture Nature of the task work group/work culture leadership styles and experienceThe above factors influence the recruitment process-Approach shall be diagnose,prescribe, implement and

evaluateThese factors have an impact on the recruitment process

RECRUITMENT• HR processes are:

1.Acquiring human resources- HR planning,Job analysis and design,recruitment-domestic and international,selection – domestic and international,equal employment opportunity,

These are concerned about people and results.

2.Rewarding human resources-job analysis,design and evaluation,compensation and benefits,performance appraisal

These are also concerned with people and results

RECRUITMENT• It is one of the ways of meeting the manpower

needs of an organization• It refers to organizational activities that influence

the number and types of applicants who apply for a job and whether the applicants accept the jobs offered.

• It is directly connected to manpower planning and selection

• It represents the first contact between organization and prospective employees

• Create a +ve impression among the job applicants

RECRUITMENT• 3.Developing human resources- T&D,Career

planning, Discipline• These are concerned with people and results• 4.Maintaining and protecting human resources-

labour relations and collective bargaining, safety,health and wellness

• All the above processes focus on people and results

• The desirable end results are socially responsible and ethical practices,competitive high quality products or services

RECRUITMENT• The external factors also include • the list of recruiting sources for each job category,• Recruiting advertising• Estimates of the firms employment needs both on the

short and long term• Labour market conditions• Composition of the labour force• The image of the organization in the society• The potential employee’s view of recruiting• The preferences of recruits for organizations and jobs-

choice of occupation is influenced by parents,friends and relatives,career counselors and organization is by the image of the company

RECRUITMENT METHODS After the organization decided the manpower

needs-skillwise, numbers etc then it should look for sources –both internal and external to generate a sufficient number of applicants.If there is inadequate supply of labour and skills internally, then it must effectively get its message across to external candidates.

The organization’s choice of method of recruiting makes all the difference of the recruiting efforts

There are 2 method of recruiting- internal and external

INTERNAL RECRUITMENT• Job posting- make effective use of skill

inventories for identifying the internal applicants for vacancies

• It is difficult for HR manager to know about how many are interested to apply for the vacancy

• Then to solve this problem job posting and bidding can be done

• In the past job posting was done thro’ bulletin boards,house magazines but now advanced methods thro’ innovative recruiting techniques as an integrated of an effective career management system

RECRUITMENT• In National Semiconductor job postings are

computerised and easily accessible to employees• Computer software allows the employees to match the

job requirements and their skills &experience• If there are gaps they are highlighted and enables the

employees whether to apply or not• If there is a short term shortage,the organization uses

inside moonlighting- enabling the employees to take up additional responsibility which is suitably rewarded

• Companies try to ask employees to encourage their friends or relatives to apply-by providing “finders fees”

RECRUITMENT• The employee referrals –Is it not discriminating?

• However the employees referrals should be used cautiously and not to rely on employee referrals

• Employee referrals are to be used as a supplement to other kinds of recruitment

• Any other kind of internal recruitment in the organizations?

RECRUITMENT• External recruitment-

when the company exhausted the internal sources of recruitment external sources are to be tapped for supplementing its workforce

What are the external sources available:

EXTERNAL RECRUITMENT• Walk ins• Media ads• Employment agencies• Search firms/head hunters • Special events recruiting• Internships• Apprenticeship and training schemes• E-recruiting• College recruitment of potential managers and

professionals• Are there any alternative to recruitment?

• Alternatives to recruitment

• Overtime - high wage amount to be paid

• Employee leasing- useful for small and medium enterprises

• Temporary employment

• Deputation from other organizations- easily accessible for experienced persons,low cost etc

• Let us discuss cost- benefit analysis of recruiting-

Cost Benefit analysis of recruitment

• Many aspects of recruiting can be evaluated- the effectiveness of recruiters- organization sets goals to recruiting by types of employees. For ex-a goal to a recruiter may be to hire 350 unskilled and semi skilled employees,or 100 techs,or 100 machinists or 100 managers per year. Then the organization decides who are the best recruiters. They may be those who meet or exceed quotas and those whose recruits who stay with the organization and are evaluated well by their superiors. ???

• Sources of recruits can also be evaluated. For ex in a college campus recruiting the organization can divide the number of job acceptances by the number of campus interviews to compute the cost per hire at each college

• The methods of recruiting that are used by a company can be evaluated along various dimensions.

• In addition the organization can calculate the cost of each method(like advertising) and divide it by the benefits it yields(acceptance of offers).

• The organization can also examine how much accurate job information was provided during the recruitment process

• IS THERE ANY OTHER

• METHOD OF

EVALUATING

THE COST- BENEFIT

RATIO

OF RECRUITMENT?

DISCUSSION

Another aspect of evaluating the recruitment is known as Quality of hire. This measure can provide management with an assessment of the quality of new employees being recruited and hired.

• The quality of hire is calculated as follows:• QH={PR+HP+HR}/N where QH= quality of recruits hired PR= average job performance ratings (20 items

on scale} of new hires( for ex 4 on a 5 point scale or 20 items into 4)

HP=percent of new hires promoted within one year( 35%)

HR= percents retained after one year( 85%) N= number of indicators used (3)

• Therefore QH= (80+35+85) /3= 66.6The 66 percent quality of hire is a relative value.It will

be up to the management to determine whether this represents an excellent,good,fair or poor level

When you are evaluating recruitment strategy in the quality of hire you have to be cautious- performance ratings and promotion rates are beyond the control of the recruiter. A good new employee may leave due to lack of opportunities of promotion,inadequate performance ratings or job market conditions that have nothing to do with the effectiveness of the recruiter.

• Summary

• 1.recruiting is the set of activities an organization uses to attract prospective candidates with needed abilities,aptitudes and attitudes to help the organization to achieve its objectives

• 2.External factors like govt.union restrictions,the state of the labour market,the labour force composition,and the location of the organization.

• 3.factors affecting from the organization’s viewpoint are-recruiting requirements, organizational policies and procedures,and the organization’s image.

• 4. Applicants’ abilities,attitudes,preferences,past work experiences, influences by parents, teachers,friends and others affect on how they set job preferences and how they go about seeking a job

• 5.In larger organizations HR dept does recruiting and in small organizations multipurpose HR people or operating managers recruit and interview applicants

• 6.Two sources of recruits for additional manpower needs –internal and external

internal sources can be thro’ job posting/bidding,moonlighting by present employees, employee references and external walk ins,etc.

• 7.Alternatives to recruiting personnel when work must be completed is by overtime,temporary employees employee leasing

• 8.Advertising,personal recruiting, computerized matching services,special event recruiting,summer internships are some of the methods of external recruitment

• 9.The criteria that characterize a successful college recruiter include –showing a genuine interest in the applicant(s),being enthusiastic.employing a style that is neither too personal nor too stressful,allotting enough time for applicants comments and questions

• 10. A better job of recruiting and matching employees to the job(s) will mean a lower employee turnover and greater employee satisfaction and organizational effectiveness

• 11. The internet has revolutionized the organizational recruitment and become an important job search tool.

RECRUITMENT• It is one of the ways of meeting the manpower

needs of an organization• It refers to organizational activities that influence

the number and types of applicants who apply for a job and whether the applicants accept the jobs offered.

• It is directly connected to manpower planning and selection

• It represents the first contact between organization and prospective employees

• Create a +ve impression among the job applicants