Human Resource Management Course No. MBA 609 Part-4 Recruitment Atanu Gupta Adjunct Faculty MBA program, East Delta University atanu.gupta@yahoo.com

Contents Define recruitment Discuss job analysis, human resource planning, and recruitment Explain the purpose of a personnel requisition form Describe the advantages and disadvantages of using internal methods of recruitment Discuss job posting and bidding Describe the advantages and disadvantages of using external methods of recruitment Define realistic job previews atanu.gupta@yahoo.com

Recruitment Recruitment The process of locating, identifying, and attracting capable applicants. So recruitment is the process of finding qualified people and encouraging them to apply for work with the firm because the employer needs to attract qualified applicants, not just applicants. atanu.gupta@yahoo.com

Relationships among Job Analysis, Human Resource Planning, Recruitment, and Selection atanu.gupta@yahoo.com

Personnel Requisition Form atanu.gupta@yahoo.com

Factors Governing Recruitment atanu.gupta@yahoo.com

Purposes & Importance Determine the present & future requirements of the firm in conjunction with its personnel-planning & job-analysis activities. Increase the pool of job candidates at minimum cost. Help increase the success rate of the selection process. Meet the organization’s legal & social obligations. Increase individual & organizational effectiveness. Evaluate the effectiveness of various recruitment techniques. atanu.gupta@yahoo.com

Sources of Recruitment Internal Sources External Sources Present Employees Advertising Employee Referrals Employment Agencies Former Employees Executive Recruiters (Headhunters) Previous Applicants College Recruiting Walk-ins Internet Recruiting atanu.gupta@yahoo.com

Finding Internal Candidates Present Employees Promotion & transfer from among the present employees can be a good source of recruitment. Rehiring former employees Advantages: They are known quantities. They know the firm and its culture. Disadvantages: They may have less-than positive attitudes. Rehiring may sent the wrong message to current employees about how to get ahead. atanu.gupta@yahoo.com

Finding Internal Candidates (cont’d) Employee Referrals Employee referrals can be a good source of recruitment. When employees recommend successful referrals, (the former) are paid monetary incentives which are called “finders fees” Previous Applicants Although not truly an internal source, those who have previously applied for job can be contacted by mail, a quick & inexpensive way to fill an unexpected opening. atanu.gupta@yahoo.com

Outside Sources of Candidates Advertising Newspapers Trade and professional journals Internet job sites Marketing programs Employment agencies Public agencies operated by state or local governments Agencies associated with nonprofit organizations Privately owned agencies atanu.gupta@yahoo.com

Outside Sources of Candidates (cont’d) 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. atanu.gupta@yahoo.com

Outside Sources of Candidates (cont’d) College recruiting Recruiting goals 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 atanu.gupta@yahoo.com

Outside Sources of Candidates (cont’d) Walk-ins Direct applicants who seek employment with or without encouragement from other sources. Courteous treatment of any applicant is a good business practice. Internet Recruiting Continues to be popular and rapidly growing means of recruiting. Examples of recruiting on the Internet: (www.bdjobs.com) (www.aiminlife.com) (www.mychakri.com) (www.jobstreet.com) (www.prothomalojobs.com) atanu.gupta@yahoo.com

Selected Recruitment Web Sites atanu.gupta@yahoo.com

Advantages and Disadvantages of Internal and External Recruiting atanu.gupta@yahoo.com

Realistic Job Previews Method of providing complete information, both positive and negative, to job applicant Traditional methods of presenting the organization and the job to obtain a favorable selection ratio Sets very high initial job expectations, resulting in dissatisfaction and high turnover Favorable selection ratio – A large number of applicants in relation to number of job openings RJP enables job candidates to self-select out of jobs that do not meet their expectations Usually, job applicants recruited using RJP, who accepted the job, have more job satisfaction atanu.gupta@yahoo.com

Typical Consequences of Job Preview Procedures atanu.gupta@yahoo.com