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Recruitment Chapter Two.

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Presentation on theme: "Recruitment Chapter Two."— Presentation transcript:

1 Recruitment Chapter Two


3 Introduction Of Recruitment
In this chapter we look at the first stage of managing people, attracting and selecting staff. Recruitment and selection are usually considered as one process. However, we will make the distinction here between recruitment and the process of selecting an individual from a pool of applicants. Recruitment needs to be carefully planned in order to attract the right type of applicant. Ultimately, this increases the chances of making a suitable selection and appointment.

4 Definition ’Recruitment is a practice or activity carried on by the organization with the primary purpose of identifying and attracting potential employees.’’ OR “Recruitment is the process of attracting individuals on a timely basis, in sufficient numbers and with appropriate qualifications, and encouraging them to apply for jobs with an organization.”

5 Sources of people Sources of people means the manpower sources from where an organization recruits and selects the required employees. The sources from which an organization recruits employees are a critical aspect of its overall recruitment strategy. Company needs manpower for doing activities. Additional supply of employees as will made if existing employees are not enough. The sources of people can be classified into two categories. (1) Internal/inside sources (2) External/outside sources

6 Source of People Company should first prefer to the inside/internal source and if existing employees’ qualification does not match with the job then company should hire the employees from the outside source. These are discussed as under:

7 Rules of recrutiment and selection
Internal/Inside sources: If a particular job vacancy occurs one way to fill it from within the organization by means of transferring or promoting an existing employee. Filling vacancies from within done by utilizing any of the three procedures including: Informal Search: Rehiring Skill Inventory: Job Posting:

8 Rules of recrutiment and selection
Informal Search: To fill up the vacancy, head of the department will search out that which employees are available and suitable for the vacant post. If the employee qualification matches with the job then he is transferred/promoted to that job. In case of informal search, no documentation is made, no advertisement is published and also no other formalities are made. Suitable employees are normally promoted/transferred to that job to fill the vacancy

9 Rules of recrutiment and selection
Rehiring: Rehiring those who you have fired for current openings. Because these people know better about the organization and its environment. But before hiring them, first they shall be contacted that how they feel about returing. Skill Inventory: Some organizations maintain skill inventory i.e. Profiles are prepared of each employee in the organization which provides detail about the qualifications of every employee. In case of job openings which need to fill from within the organization. So for the filling the positions the inventory/profiles can be searched to supply a list of suitable employees and the complete profile of each employee is studied and suitable employees are selected for those vacancies. So in other words vacancies are filled up through skills inventory profiles

10 Rules of recrutiment and selection
Job Posting: A most open technique is that vacancies are announced internally on the bulletin boards or by putting a notice on the internal board of the organization to the employees. The bulletin gives job title, a brief job description, pay grade and department. The interested employees can apply for the jobs. All the interested employees are required to contact with the personnel office and should make their entry. The concept of equal employment opportunity is well established here.

11 External /Outside Source
External/outside Sources: Management has also an option to recruit and select employees from outside sources for filling vacancies. This includes the following Employment Agencies: Unsolicited Applicants: Schools and Colleges: Advertising: Employee References: Labor Unions: Professional Associations: Internet

12 External /Outside Source
Employment Agencies: An employment agency is an organization which maintains database of potential employees. It may be private or Government funded with branches in different cities. An organization that needs to fill a particular job vacancy contacts the employment agency which provides a list of suitable candidates. These are the public employment agencies and are providing help in filling vacancies. Management contact with such agencies regarding employees and provide the recruitment and his address including phone number, unemployed people register , their names with agency along with paying some fee. agency inform the candidates if there is any job opening in an organization. Company and agency make contact with each other in respect of filling vacancies. Normally low levels of jobs are fulfilled by agency support while for managerial and professional jobs, executive recruitment firms are used instead of agency.

13 External /Outside Source
Unsolicited Applicants: An unsolicited applicant is another outside source of people for the organization. This is something receivable at the gate of the company or the organizations receive many applicants who live in the area and simply walk into the employment office to enquire about job openings. Employers often find it a satisfactory way of meeting their needs for unskilled laborers. In high level of unemployment, organization receives a large number of applications for jobs from outside people with an advertisement from the company side. Oftentimes technical, professional, and managerial type personnel will apply for jobs by sending their resumes ( CVs) to the well known organizations, even though they have not advertised any vacancy.

14 External /Outside Source
Schools and Colleges: Alert employment managers make a practice to contact schools and colleges' principals to recruit graduates for office clerical jobs, store clerks and trainees for variety of industrial jobs. Large firms obtain a major portion of their managerial, professional and technical personnel through direct recruitment at colleges and universities. Business and technical institutes, both public and proprietary, provide training for such occupations as secretariats, junior accountant, computer operators, mechanical and, medical technicians.

15 External /Outside Source
Advertising: Advertising in newspapers, magazines and professional journals is a widely used method of recruitment. In advertisement, employer is required to show his complete address along with contact number (if any). So that applicants can send their applications on that address. It not only informs and attracts those who are currently unemployed but also those holding jobs but seeks better job opportunities. Applicants apply on the blank paper/form for the vacancy announced by company through advertisement.

16 External /Outside Source
Employee References: Sometimes employee reference is used for filling vacancies. A significant percentage of jobs are obtained through recommendations by existing employees and friends. Candidate applies for the post by giving reference of the employee working in the organization. Employee of the company try to hire his own candidate for the vacancy announced .So management contact that employee to bring his candidate for the vacancy.

17 External /Outside Source
Labor Unions: In those occupations and industries where employment is generally of short duration, labor unions typically operate hiring halls. These are common in constructions and maritime’s industries. Professional Associations: Many professional associations in engineering, accounting, healthcare and education field operates placement offices for their members. Furthermore, at their annual conventions they provide services and facilities that enable job seekers and employer.

18 White collar and blue collar workers
A white-collar worker is a person who performs professional, managerial, or administrative work, in contrast with a blue-collar worker, whose job requires manual labor. Typically, white collar work is performed in an office or booth.



21 A blue-collar worker is a working class person who performs manual labor. Blue-collar work may involve skilled or un-skilled, manufacturing, mining, oil field, construction, mechanical, maintenance, technical installation and many other types of physical work.



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