1. Recruitment-
techniques
sources,
process

2. RECRUITMENT
Recruitment is the process of locating and encouraging potential applicants to apply for existing or anticipated job openings.
Is the process of finding & attracting capable applicants for employment.
The process begins when new recruits sought & ends when their applications are submitted.
The result is a pool of applicants from which new employees are selected.

3. Is stimulating them to apply for jobs in the org
Is stimulating them to apply for jobs in the org. It makes possible to acquire the no. & types of people necessary to ensure the continued operation of the org.
It is the linking activity to bring together those with jobs & those seeking jobs.
A process to discover the sources of manpower to meet the requirements of the staffing schedule & to employ effective measures for attracting that manpower in adequate nos. to facilitate effective selection of an efficient workforce.

4. Recruitment: matching the needs of applications and organisations

5. factors governing recruitment
The process of recruitment is influenced by a variety of environmental factors.
supply & demand
unemployment rate
labour mkt.
Politico-social factors
sons of soil
image of the co.
recruitment policy
HRP
Size of the firm
cost
Growth & expansion
recruitment
The Factories Act, The Apprentices Act, The Employment Exchanges Act, The Contract Labour Act,Bonded Labour System Act,The Child Labour(prohibition & regulation) Act ,inter state migrant workmen (regulation of employement & conditions of service) Act

6. RECRUITMENT PROCESS HR policy Job analysis Employee requisition
To selection
Job
vacancies
Recruitment
Planning
-nos.
-types
Searching
Activation
“selling”
--message
--media
Applicant
pool
Potential
hires
screening
Strategy
Development
--where
--how
--when
Applicant
population
Evaluation
& control

7. Recruitment planning
of applicants to be contacted
Number
Org.s. plan to attract more applicants than they will need
Types
Depends on tasks & responsibilities involved & qualification & experience expected---
Available through job description & job specification

8. Strategy Development
make or buy employees
Thru trg. from within or take less qualifies & train accordingly
Hire professionals / trained people
technological sophistication
--- methods used in recruitment/selection
--- use of computers—can scan national / international applicants
where to look—local mkt/national level/international level

9. Methods or Sources of Recruitment
How to look
Methods or Sources of Recruitment
internal sources
external sources.

10. Internal
Present employees
Promotions and transfers
Job posting: It is a method of publicizing job openings on bulletin boards, electronic media and similar outlets by a company

11. .
Employee referrals: It is a kind of recommendation from a current employee regarding a job applicant.
Former employees
Dependents of deceased/disabled employees
retrenched/ retired employee
Casual/ temporary employee

12. Recruiting Talent Internally
Advantages of a promotion-from-within policy:
Capitalizes on past investments (recruiting, selecting, training, and developing) in current employees.
Rewards past performance and encourages continued commitment to the organization.
Signals to employees that similar efforts by them will lead to promotion.
Fosters advancement of members of protected classes within an organization.

13. Limitations of a promotion-from-within policy:
Current employees may lack the knowledge, experience or skills needed for placement in the vacant/new position.
The hazards of inbreeding of ideas and attitudes (“employee cloning”) increase when no outsiders are considered for hiring.
The organization has exhausted its supply of viable internal candidates and must seek additional employees in the external job market.

14. Recruiting Talent Externally
Labor Market
Area from which applicants are to be recruited.
Tight market: high employment, few available workers
Loose market: low employment, many available workers
Factors determining the relevant labor market:
Skills and knowledge required for a job
Level of compensation offered for a job
Reluctance of job seekers to relocate
Ease of commuting to workplace
Location of job (urban or nonurban)

15. -professional or trade association -placement agencies
External Sources
-professional or trade association
-placement agencies
these publish trade journals/ magazines
-advertisements
-Employee exchange
-campus recruitment
-walk ins, write ins, talk ins job aspirants to meet
the recruiter for detailed talks
send written enquiries
Want ads—describe the job/ benefit/ employer
Blind ad—no identification of org.s.
post box no.

16. -consultants
-contractors
-displaced persons
rehabilitating the displaced people is a social responsibility of business.
-acquisitions & mergers
when org.s combine ,they have to handle a pool of employees
-competitors--rival firms can be a source of recruitment
Also called poaching/raiding—identifying the rt.

17. people in co.s. & offering them better terms & luring them away.
-computer data bank
-casual applicants—depending upon the image of the org, candidates hand over applications or just send an
-trade unions
TU leaders being close to mgmt People come & meet them

18. -scouting
sending representative of the org.s to various sources to stimulate them to apply .
Representatives provide information about the co. etc
--e-recruitment
--body shopping—hi-tech training institutes dev. their pool of HR . Employers contact them or they themselves contact the employers.Mostly for computer professionals.They get commission in return.

19. Top Internet Recruiting Sites

20. Improving the Effectiveness of External Recruitment
Calculate Yield Ratios
Training Recruiters
External Recruitment
Realistic Job Previews

21. External Recruitment Considerations
Yield Ratio
Percentage of applicants from a recruitment source that make it to the next stage of the selection process.
100 resumes received, 50 found acceptable = 50% yield.
Cost of Recruitment (per employee hired)
SC = source cost
AC = advertising costs, total monthly expenditure (example: Rs28,000)
AF = agency fees, total for the month (example: Rs19,000)
RB = referral bonuses, total paid (example: Rs2,300)
NC = no-cost hires, walk-ins, nonprofit agencies, etc. (example: Rs0)
H = total hires (example: 119) Cost to hire one employee = Rs.414

22. External Recruitment Considerations
Sources of Organizational Recruiters
Professional HR recruiters
HR generalists
Work team members
Requirements for Effective Recruiters
Knowledge of the recruited job’s requirements and of the organization
Training as an interviewer
Personable and competent to represent the organization

23. Realistic Job Previews (RJP)
Informing applicants about all aspects of the job, including both its desirable and undesirable facets.
Positive benefits of RJP
Improved employee job satisfaction
Reduced voluntary turnover
Enhanced communication through honesty and openness
Realistic job expectations

24. Methods for Identifying Qualified Candidates
Human Resources Information Systems (HRIS)
Database systems containing the records and qualifications of each employee that can be accessed to identify and screen candidates for an internal job opening.
Job Posting
Posting vacancy notices and maintaining lists of employees looking for upgraded positions.

25. Warning Signs of a Weak Talent “Bench”
1. It takes a long time to fill key positions
2. Key positions can be filled only by hiring from the outside.
3. Vacancies in key positions cannot be filled with confidence in the abilities of those chosen for them.
4. Replacements for positions often are unsuccessful in performing their new duties.
5. Promotions are made on the basis of favoritism, or nepotism.

26. Source activation—issuance of employee requisition
When to look
How much in advance
SEARCHING
Source activation—issuance of employee requisition
No actual recruiting takes place until line mgrs. have verified that a vacancy does exist or will exist.
Selling– communicating thru
source activation
selling
Message--advertisement
Media—employment exchange, advertisements in business magazines

27. Evaluation & control—It includes
SCREENING (some consider it under selection but selection starts after applications are scrutinized & short listed)
Purpose is to remove those applications that are unqualified
Reference checks
Evaluation & control—It includes
Time lapse data: they show the time lag between the date of requisition for manpower supply from a department to the actual date of filling the vacancies in that department

28. Surveys and studies: they could be carried out to find out the
Surveys and studies: they could be carried out to find out the suitability of a particular source for certain positions.
Comments on image projected
cost

29. return rate of applications
No. of initial inquiries
No. of candidates at various stages
No. of candidates recruited
No. retained after six months
Evaluation & control necessary as it involves cost
cost of advertisement
salaries of recruiters
time spent
overtime

30. Methods
means by which org. establishes contact with potential candidates ,provides them necessary information & encourages them to apply for jobs
Sources—locations where prospective employees are available
Methods– ways of establishing links with the prospective employees.

31. DIRECT METHODS
Scouting
employee contacts,
waiting lists
manned exhibits (sending recruiters to seminars ,conventions, fairs , using mobile offices)
Campus recruitment

32. INDIRECT METHODS
Newspaper advertisements
television and radio advertisements,
in journals,
magazines,
brochures

33. Third party methods –agencies used to recruit HR
Private employment search firms
Employment exchanges
Gate hiring and contractors
Unsolicited applicants/walk-ins
Internet recruiting
Friends & relatives of existing staff
Trade unions

34. Alternatives to recruiting
Overtime
Temporary employees
Employee leasing: Hiring permanent employees of another company who possess certain specialised skills on lease basis to meet short-term requirements

35. Outsourcing:. Many businesses have started looking at outsourcing activities relating to recruitment, training, payroll processing, surveys, benchmark studies, statutory compliance etc., more closely, because they do not have the time or expertise to deal with the situation.
HR heads are no longer keeping activities like resume management and candidate sourcing in their daily scrutiny.
This function is more commonly outsourced when firms are in seasonal business and have cyclical stuffing needs.

36. Skills recruiters want in India
Recruiters these days expect B-school graduates to possess certain skills
Skills recruiters want in India
1. Ability to work in a team
2. Analytical and problem solving skills
3. Communication and other soft skills
4. Creativity and resourcefulness
5. Leadership potential
6. General Managerial skills
7. Entrepreneurial skills