By abha sethiRoll no - 5145

INTRODUCTION

Topic : RECRUITMENT

DEFINITION

According to Flippo, “Recruitment is the process of searching for prospective employees & stimulating & encouraging them to apply for jobs in an organisation.”

WHY RECRUITMENT ???

For deciding about the number both present & future requirements

In today’s competitive environment - choice of the right employees.

When recruitment is not done properly – organisation has to suffer heavily.

RECRUITMENT NEVER DONE IN ISOLATION

Recruitment is a positive process. Concerned with inviting more candidates. Organisation can select best talent.

RECRUITMENT VS EMPLOYMENT

Recruitment is only just one step in the process of employment.

RECRUITMENT PROCESS

Personnelplanning

Job vacancies

Job analysis

Recruitment

Planning Numbers

Types

StrategyDevelopme

ntWhere? When?

Employer requisitio

n

SearchingActivation

Selling-message-media

Applicants

population

Evaluation &

Control

Recruitment process beings when personnel department receives requisitions for recruitment.

Determining no. & type of employees needed.

Identifying the employees with required characteristics.

Developing & employing to attract candidates.

Stimulate candidates to apply for jobs. Evaluating effectiveness of recruitment .

TOPIC•RECRUITMENT POLICY•SITUATIONAL FACTORS AFFECTING RECRUITMENT•RECRUITMENT ORGANISATION

RECRUITMENT POLICYRecruitment policy specifies the objectives of recruitment and provides a framework for the implementation of recruitment programme. A recruitment policy may involve commitment to broad principles such as filling vacancies with best qualified

individuals.

Elements of Good Recruitment Policy

Organizational objectivesIdentification of the recruitment needsPreferred sources of recruitmentCriteria of Selection and PreferencesMonetary Aspects

PRE REQUISITES Conformity with good general policies.Flexible to meet changes.Provide job security and continuous employment.Integrate organizational and employee needs.Right person at right job.Highlight the necessity of establishing job analysis.Jobs to handicapped, women and minority groups.“Policy is concerned with quantity and quality of manpower.”

Situational factors affecting recruitment

ECONOMICAL FACTORSSOCIAL FACTORSTECHNOLOGICAL FACTORSPOLITICAL FACTORSLEGAL FACTORS

RECRUITMENT ORGANISATION

CENTRALISED RECRUITMENTDECENTRALISED RECRUITMENT

MERITS OF CENTRALISED RECRUITMENT

Lower costs.Promotion and transfer procedure.Experts will be available.Uniformity in recruited persons.Effective and suitable placement.Line managers are free from botheration of recruitment.

Merits of decentralised recruitment

Possible to recruit most suitable candidates.Where there is need ,recruitment is there.Full information about recruitment processes.Free to use different methods.Better control over the persons.

SOURCES OF RECRUITMENT

INTERNAL SOURCESpresent employees

promotions transfers

Seniority v/s merit

Employees referrals

Former employees

Previous applicants

EXTERNAL SOURCES

Advertisement Employment exchange Unsolicited applicants Professional organisations Data banks Similar organisations Casual callers

Labour contractors Trade unions Gate recruitment Campus placement Recruiting agencies Competitors

METHODS OF RECRUITMENT

DIRECT METHOD

INDIRECT

METHOD

THIRD PARTY

METHOD

CONSTRAINTS & CHALLENGES

OF RECRUITMENT

1. IMAGE OF THE ORGANISATION

2. UNATTRACTIVE JOB

3. INTERNAL POLICIES OF THE

ORGANISATION

4. BUDGETORY SUPPORT

5. GOVERNMENT INTERFERENCE

PHILOSOPHIES OF RECRUITMENT

TRADITIONAL PHILOSOPHY

REALISTIC PHILOSOPHY

REALISTIC JOB PREVIEW

JOB COMPATIBILITY QUESTIONNAIRE

differenceTRADITIONAL High job expectation. Job viewed as

attractive by potential job seekers.

High job offer acceptance.

Actual work experience belies the expectation.

REALISTIC Realistic job

expectation. May or may not be

attractive. May accept or may

reject. Actual work

experience confirms the expectations.

RECRUITMENT PRACTICES IN INDIA

RECRUITMENT PRACTICES FOLLOWED BY INDIAN INDUSTRIES:

1.INTERNAL SOURCES2.PUBLIC EMPLOYMENT EXCHANGES3.LABOUR CONTRACT4.CANDIDATES BROUGHT BY FRIENDS AND

RELATIVES OR INTRODUCED BY PRESENT EMPLOYEES

5.CASUAL LABOURERS6.PRIVATE EMPLOYMENT

AGENCIES/CONSULTANTS

7.CAMPUS RECRUITMENT8.SON OF SOIL9.RESERVATIONS

RECENT TRENDS IN RECRUITMENT

Outsourcing Poaching/raiding E-recruitment

POACHING

• ALSO KNOWN AS RAIDING• MEANS EMPLOYING A COMPETENT AND

EXPERIENCED PERSON ALREADY WORKING WITH ANOTHER REPUTED FIRM IN THE SAME OR DIFFERENT INDUSTRY

BUT HOW POACHING IS DONE?

A COMPANY ATTRACT TALENT FROM ANOTHER FIRM BY OFFERING AATTRACTIVE PAY PACKAGES AND OTHER TERMS AND CONDITIONS WHICH ARE BETTER THAN THE CURRENT EMPLOYER OF THE CANDIDATES

POACHING IS SEEN AS UNETHICAL PRACTICE AND NOT OPENLY TALKED ABOUT .INDIAN COMPANIES ESPECIALLY IN SOFTWARE AND RETAIL SECTOR FACE MOST SEVERE BRUNT OF POACHING TODAY .IT HAS BECOME A CHALLENGE FOR HR MANAGERS TO FACE AND TACLE POACHING AS IT WEAKENS COMPETITIVE STRENGHTH OF THE FIRM

E –RECRUITMENT

Organisations advertise job vacancies trough worldwide web THE JOB SEEKERS SEND THEIR APPLICATIONS OR CURRICULUM VITAE i.e.CV THROUGH E-MAIL USING THE INTERNET ALTERNATIVELY JOB SEEKERS PLACE THEIR CV’S IN WORLDWIDE WEB,WHICH CAN BE DRAWN BY PROSPECTIVE EMPLOYEES DEPENDING UPON THEIR REQUIREMENTS

E-RECRUITMENT IS THE USE OFTECHNOLOGY TO ASSIST THE RECRUITMENT PROCESS

ADVANTAGES OF E-RECRUITMENT

1.LOW COST2.NO INTERMEDIARIES3.REDUCTION IN TIME OF RECRUITMENT4.RECRUITMENT OF RIGHT TYPE OF PEOPLE 5. EFFICIENCY OF RECRUITMENT PROCESS

OUTSOURCING

OUTSOURCING

The outsourcing firm help the organisation by the initial screening of the candidates according to the needs of the organisation and creating a suitable pool of talent for the final selection by the organisation

WHY DO WE NEED OUTSOURCING??????????

ADVANTAGES OF OUTSOURCING:

1.COMPANY NEED NOT PLAN FOR HUMAN RESOUCES MUCH IN ADVANCE2.VALUE CREATION ,OPERATIONAL FLEXIBILITY AND COMPETITIVE ADVANTAGE3.TURNING THE MANAGEMENT’S FOCUS TO STRATEGIC LEVEL PROCESSES OF HRM4.COMPANY IS FREE FROM SALARY NEGOTIATIONS ,WEEDING THE UNSUITABLE RESUMES/CANDIDATES5.COMPANY CAN SAVE A LOT OF ITS RESOURCES AND TIME

HR CHALLENGES IN RECRUITMENT

MAJOR CHALLENGES IN RECRUITMENT:

Adaptability to globalization Lack of motivation Process analysis Strategic prioritization

Thank You