After studying this lesson successfully, you should be able to  Define what Recruitment means  Explain the significant of Recruitment  Detail recruitment process  Differentiate between internal recruitment policy and external recruitment policy and point out major advantages and disadvantages  Understand various methods of Recruitment

Recruitment is the process of finding qualified people and encouraging them to apply for work with the firm. Wendell French

HRP Determining needed type and number of Employees Job Analysis Providing JD & JS Selection Determining the most appropriate person to fill the vacancies Reward Management Deciding competitive salaries/wages, incentives and benefits used to attract job applicants Recruitment

A Model for Recruitment Process Ascertain Job requirements Identify job vacancies Consider factors affecting recruitment Prepare job application Select the method (s) of recruitment Implementation Evaluation of recruitment process

1.Identify job vacancies It is possible to know the number of vacancies with regard to a certain job through Human Resource Plan. 2.Ascertain Job requirements Having identified job vacancies, HR manager or Relevant manger who is in charge of requirement should ascertain job requirements (special job characteristics and qualifications and qualities to be possessed by the needed person to perform the job)

3.Consider factors affecting recruitment Its is very important to consider that factors affect the requirement effort.  Organization requirement policy  Internal requirement policy  External requirement policy  Cost  Employee market condition  Type of needed employees  Time

4.Prepare job application Job application form can alternatively be called Employment Application Form. Specially job application form prepared by the organization is used to collect information about job applicants in uniform way. But this step may not be applicable to all the jobs. When accepting job application forms prepared by the applicants themselves there is no need of a specially prepared job application form.

5.Select the method (s) of recruitment It is essential to know where to recruit in order to find out suitably qualified applicants. There are two major types of methods of requirements 1.Internal – These methods are used when recruiting applicants within the organization 2.External- These methods are used to recruit job seekers outside the organization. These job seekers are employees who are working for other organizations and people who are not currently employed but are seeking jobs.

1.Simple word of mouth This means that the management informs internal relevant employees verbally about the job vacancies and request them verbally to apply for. 2.Job posting and bidding This means notifying job vacancy or vacancies on organizational notice boards or in organizational magazines or booklets or newsletters and calling for applications.

3.Skills inventories and Management inventories A skills inventory refers to a document that specifies competencies of a current non managerial employees in the organization while a management inventory refers to a document that catalogues technical competencies, human relation competencies, and other competencies of a current manager in the organization. 4. Intranet Using computers job vacancies can be advertised among current employees within the organization.

5. Succession Plans Succession plans are kind of human resource plans and they show future replacements when relevant job vacancies occur.

External Methods 1.Employee Referrals( Internal) This method involves requesting current employees who are working for the organization concerned to send suitable job applicants for the job vacancies. 2.Employee Referrals ( External) This method involves informing present employees who are working in other organizations about job vacancies and requesting them to recommend their friends or relatives or other qualified persons seeking jobs. 3. Pre –Applicants ( walk-ins and write-ins) walk- ins are job seekers who come to the organization in search of jobs while write-ins are job seekers who write to the organization by sending their applications.

4.Past employees Past employees are the people who have previously worked for the organization that wants to recruit. 5.Educational Institutions Educational institutions refer to schools, colleges, and universities 6.Employment Agencies An organization can delegate the work of recruitment to an employment agency which is a business organization specializing in recruitment

7.Executive and professional search firms These are also a type of employment agencies but they differ from them in terms of recruitment approach. Agencies recruit people through advertising while executive and professional search people through personal contacting 8.Employee organizations/ Trade unions People for employment can be recruited from employee organizations such as trade unions. 9.Professional Institutions Professional institutes such as chartered Institute of Accountants of Sri Lanka, IPM Sri Lanka, Sri Lankan Institute of Marketing etc., can be contracted in order to find people suitable for relevant professional jobs.

10.Job/ Career Fairs A job or career fair is a special event organized by a group of organizations or employers for the purpose of recruitment. It involves many different employers gathering at one location to recruit job seekers who come from all the areas of the country. 11.Internet Job- posting sites Using Internet, qualified job seekers can be recruited. There is a separate site for notifying all the details of job vacancies

12.Advertising This is the most popular method of seeking recruits. An organization may publicize its job vacancies through modes such a s televisions, radio, banners, posters and newspapers Open Advertisement Gives the name of the organization which wants to recruit and address of the organization Blind Advertisement Does not reveal the name and address of the organization. Applicants are requested to submit their applications to a post box or to the advertiser

Advantages and Disadvantages of internal recruitment policy Advantages Creates employee moral Possible to attract people who expect career development Possible to retain current appropriate employees Motivates employees Cheaper/Lesser cost Encourage sound labor- management relationship Lesser orientation time or need of induction Disadvantages Prevent from flowing inside of new knowledge and skills No opportunity of having the most appropriate man from a large number of recruits Avoids new blood. Retains old blood. Inbreeding occurs Higher cost in procuring professional Employees promoted beyond his/her competence

Advantages and Disadvantages of External recruitment policy Advantages Opportunity get people with new knowledge and skills Possible to employ more active and young executives and specialist Lower cost for training and development Disadvantages Demotivate internal/current employees Attraction efforts (comparatively higher cost for attraction effort) Leads to bad/negative labor and industrial relations

6.Implementation Under this step, decisions taken in the above steps are implemented. Performance of the above steps results in development of recruitment plan really. To implement this plan occurs in this step. It involves that individuals apply for job vacancies and the organization receives the applications from those individuals.

7. Evaluation of recruitment process Ratios of Evaluating Success of Recruitment 1.No of applicants attracts 2.No of applicants attracted in specific time duration 3.Recruitment cost per head RCH= Total recruitment cost No of applicants attracted 4. Ratio of suitable to not suitable 5. Ratios of job performance of attracted people to their service time

Ways of increasing number of applicants  Communicate necessary and adequate information about the job and the organization  Give realistic information about the job  Expand opportunities for career development  Reduced the political interference  Expand welfare facilities