Recruitment Prof Srividya Iyengar

Coverage Definition Strategic issues Matching Needs Situational factors impacting recruitment Steps in Recruitment and Selection Effective Recruiting And Measuring Yield Pyramid Internal and External Supply External methods Issues in recruiting Diverse Workforce Temp Agencies and Alternative Staffing Applicants Point of View Realistic Job Preview Samples

Definition Recruitment is the process of locating and encouraging potential applicants to apply for existing or anticipated job openings Certain influences, however, restrain a firm while choosing a recruiting source such as:  Poor image Unattractive job Conservative internal policies Limited budgetary support Restrictive policies of government

Strategic Issues in Recruitment Recruitment Goals Recruitment Philosophy Internal / External Sources Countercyclical Hiring

Recruitment: Matching Needs of Applicant and Organization

Situational factors impacting recruitment The process of recruitment is influenced by a variety of environmental factors. Economic factors Social factors Technological factors Political factors Legal factors (Also ref to the PPT / word Document – Legal frame Work in HRM – Acts) Factories Act, 1948 Apprentice Act, 1961 Employment Exchange Act, 1959 Contract Labour Act, 1970 Bonded Labour System Act, 1976 Child Labour Act, 1980

Steps in Recruitment and Selection Process The recruitment and selection process is a series of hurdles aimed at selecting the best candidate for the job.

Effective Recruiting External factors affecting recruiting: Looming undersupply of workers Lessening of the trend in outsourcing of jobs Increasingly fewer “qualified” candidates Internal factors affecting recruiting: The consistency of the firm’s recruitment efforts with its strategic goals The available resources, types of jobs to be recruited and choice of recruiting methods Non-recruitment HR issues and policies Line and staff coordination and cooperation

Contd.. Advantages of centralizing recruitment Strengthens employment brand Ease in applying strategic principles Reduces duplication of HR activities Reduces the cost of new HR technologies Builds teams of HR experts Provides for better measurement of HR performance Allows for the sharing of applicant pools

Measuring Recruiting Effectiveness What to measure and how to measure How many qualified applicants were attracted from each recruitment source? Assessing both the quantity and the quality of the applicants produced by a source. High performance recruiting Applying best-practices management techniques to recruiting. Using a benchmarks-oriented approach to analyzing and measuring the effectiveness of recruiting efforts such as employee referrals.

Recruiting Yield Pyramid The historical arithmetic relationships between recruitment leads and invitees, invitees and interviews, interviews and offers made, and offers made and offers accepted.

Finding Internal Candidates Job posting Publicizing an open job to employees (often by literally posting it on bulletin boards) and listing its attributes Rehiring former employees Succession planning The process of ensuring a suitable supply of successors for current and future senior or key jobs

External Recruiting Methods Formal Methods Recruitment Advertising Internet Recruiting Employment Agencies Public Job Service Agencies Private, For-Profit Agencies Recruiting Targeted Groups Executive Search Firms Campus Recruiting Recruiting Older Workers Recruiting Disabled Workers Recruiting Disadvantaged Workers Affirmative Action Recruiting Recruiting Passive Job Seekers

External Supply Planning for External Recruiting Informal Methods Calculate yield ratios Determine when to begin and how extensively to recruit Prepare Résumé -Tracking Software Informal Methods Ask employees to refer potential candidates (word-of-mouth) Consider referral bonuses

Outside Sources Executive recruiters (headhunters) Special employment agencies retained by employers to seek out top-management talent for their clients. Contingent-based recruiters collect a fee for their services when a successful hire is completed. Retained executive searchers are paid regardless of the outcome of the recruitment process. Internet technology and specialization trends are changing how candidates are attracted and how searches are conducted. Recruiting via the Internet More firms and applicants are utilizing the Internet in the job search process.

Contd… College recruiting Recruiting goals On-site visits Internships To determine if the candidate is worthy of further consideration To attract good candidates On-site visits Invitation letters Assigned hosts Information package Planned interviews Timely employment offer Follow-up Internships

Contd… Employee referrals Walk-ins Applicants who are referred to the organization by current employees Referring employees become stakeholders. Referral is a cost-effective recruitment program. Referral can speed up diversifying the workforce Walk-ins Direct applicants who seek employment with or without encouragement from other sources. Courteous treatment of any applicant is a good business practice.

Issues in Recruiting a More Diverse Workforce Single parents Providing work schedule flexibility. Older workers Revising polices that make it difficult or unattractive for older workers to remain employed. Recruiting minorities and women Understanding recruitment barriers. Formulating recruitment plans. Instituting specific day-to-day programs. Welfare-to-work Developing pre-training programs to overcome difficulties in hiring and assimilating persons previously on welfare. The disabled Developing resources and policies to recruit and integrate disable persons into the workforce.

Temp Agencies and Alternative Staffing Benefits of Temps Paid only when working More productive No recruitment, screening, and payroll administration costs Costs of Temps Fees paid to temp agencies Lack of commitment to firm

Applicants Point of View

Realist Job Preview Reduces early turnover and dissatisfaction via: Self-Selection out if the job doesn’t fit Increased Commitment to an Informed Decision Lowered Expectations, less gap with reality Improved Coping with job difficulties

Sample Recruiting Source Evaluation Data Selected Recruitment Web Sites Ineffective and Effective Web Ads Help Wanted Ad

Selected Recruitment Web Sites

Ineffective and Effective Web Ads

Recruiting Source Evaluation Data