1. Recruitment
Prof Srividya Iyengar

2. 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

3. 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

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

5. Recruitment: Matching Needs of Applicant and Organization

6. 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

7. 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.

8. 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

9. 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

10. 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.

11. 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.

12. 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

13. 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

14. 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

15. 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.

16. 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

17. 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.

18. 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.

19. 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

20. Applicants Point of View

21. 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

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

24. Selected Recruitment Web Sites

25. Ineffective and Effective Web Ads

26. Recruiting Source Evaluation Data