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RECRUITMENT
MEANING
Recruitment is the activity that links the employers and the job
seekers.
RECRUITMENT NEEDS
FEATURES
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OBJECTIVES
RECRUITMENT PROCESS
SOURCES OF RECRUITMENT
Every organization has the option of choosing the candidates for its
recruitment processes from two kinds of sources: internal and external
sources. The sources within the organization itself (like transfer of
employees from one department to other, promotions) to fill a position
are known as the internal sources of recruitment. Recruitment
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candidates from all the other sources (like outsourcing agencies etc.)
are known as the external sources of recruitment.
SOURCES OF RECRUITMENT
1. TRANSFERS
The employees are transferred from one department to another
according to their efficiency and experience.
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2. PROMOTIONS
The employees are promoted from one department to another
with more benefits and greater responsibility based on efficiency
and experience.
3. Others are Upgrading and Demotion of present employees
according to their performance.
4. Retired and Retrenched employees may also be recruited once
again in case of shortage of qualified personnel or increase in
load of work. Recruitment such people save time and costs of the
organizations as the people are already aware of the
organizational culture and the policies and procedures.
5. The dependents and relatives of Deceased employees and
Disabled employees are also done by many companies so that
the members of the family do not become dependent on the
mercy of others.
Advantages: -
1. Motivated employees and Higher morale
2. Employees familiar with the organization
3. Higher probability of success
4. Industrial Peace
5. Relatively inexpensive
6. Training and skill enhancement
7. Overcoming surpluses and shortages
Disadvantages: -
1. Reduced scope for fresh talent.
2. Employees may become lethargic if they are sure of time bound
promotions
3. Spirit of competition may be hampered
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Advantages: -
1. Qualified Personnel
2. Wider Choice
3. Fresh Talent
4. Competitive Spirit
Disadvantages: -
1. Dissatisfaction amongst existing staff
2. Lengthy process (Increased adjustment period)
3. Costly Process
4. Uncertain Process
1. RECRUITMENT POLICY
The recruitment policy of an organization specifies the objectives of
recruitment and provides a framework for implementation of
recruitment programme. It may involve organizational system to be
developed for implementing recruitment programmes and procedures
by filling up vacancies with best qualified people.
4. COST
Recruitment incur cost to the employer, therefore, organizations try to
employ that source of recruitment which will bear a lower cost of
recruitment to the organization for each candidate.
2. LABOUR MARKET
Employment conditions in the community where the organization is
located will influence the recruiting efforts of the organization. If there
is surplus of manpower at the time of recruitment, even informal
attempts at the time of recruiting like notice boards display of the
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3. IMAGE / GOODWILL
Image of the employer can work as a potential constraint for
recruitment. An organization with positive image and goodwill as an
employer finds it easier to attract and retain employees than an
organization with negative image. Image of a company is based on
what organization does and affected by industry. For example finance
was taken up by fresher MBA’s when many finance companies were
coming up.
5. UNEMPLOYMENT RATE
One of the factors that influence the availability of applicants is the
growth of the economy (whether economy is growing or not and its
rate). When the company is not creating new jobs, there is often
oversupply of qualified labor which in turn leads to unemployment.
6. COMPETITORS
The recruitment policies of the competitors also affect the recruitment
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HEAD HUNTING
Headhunting Process
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1. OUTSOURCING
In India, the HR processes are being outsourced from more than
a decade now. A company may draw required personnel from
outsourcing firms. The outsourcing firms help the organization by
the initial screening of the candidates according to the needs of
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process.
Outsourcing Process
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2. POACHING/RAIDING
“Buying talent” (rather than developing it) is the latest mantra
being followed by the organizations today. Poaching means
employing a competent and experienced person already
working with another reputed company in the same or
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3. E-RECRUITMENT
Many big organizations use Internet as a source of
recruitment. E- recruitment is the use of technology to assist
the recruitment process. They advertise job vacancies
through worldwide web. The job seekers send their
applications or curriculum vitae i.e. CV through e mail using
the Internet. Alternatively job seekers place their CV’s in
worldwide web, which can be drawn by prospective
employees depending upon their requirements.
The two kinds of e- recruitment that an organization can use
is –
Job portals – i.e. posting the position with the job
description and the job specification on the job portal and
also searching for the suitable resumes posted on the site
corresponding to the opening in the organization.
Creating a complete online recruitment/application section
in the companies own website. - Companies have added an
application system to its website, where the ‘passive’ job
seekers can submit their resumes into the database of the
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FORMS OF RECRUITMENT
Centralized Recruitment
Interchangeability of staff
Reduces favoritism
Every department sends requisitions for recruitment to their central
office
Decentralized Recruitment
HR CHALLENGES IN RECRUITMENT
In the last few years, the job market has undergone some fundamental
changes in terms of technologies, sources of recruitment, competition
in the market etc. In an already saturated job market, where the
practices like poaching and raiding are gaining momentum, HR
professionals are constantly facing new challenges in one of their most
important function- recruitment. They have to face and conquer
various challenges to find the best candidates for their organizations.
These are the people who say that “ I can do this for you, what can you
give me” These people value high responsibilities, higher risks, and
expect higher rewards, personal development and company profiles
doesn’t matter to them.
RECRUITMENT STRATEGIES
That said, some companies will have turnover at levels they have
never seen, let alone prepared for. The depth and scope of job cuts
during the last 18 months means that the spike in turnover will be
higher than other recent downturns. Forecasting when the turnover will
peak is difficult, which means that employers should look at how to
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retain key staff – the ones holding the company together – so they
have their strongest employee base when the recession is truly over.
The good people are the first to move when times are tough.
Just because you’re sick of hearing about social media doesn’t mean
you can ignore it. Twitter has already become a great way to find
positions. The traditional post-and-pray tactic – post the job and hope
the right person finds it – is more and more replaced by the prey-and-
sell method of headhunters. Recruiters have recognized the power new
online tools give them to reach a wider talent pool of candidates who
are not actively looking. In 2010, more employers will catch on to
social media’s greatest contribution: building relationships with
candidates. Job seekers, meanwhile, will need to make it part of their
search strategy. Some fields such as marketing and communications,
for instance, may require you to master social media platforms to
position yourself as an expert in your field.
employment office a decade ago. While general online job boards may
become extinct, niche job boards aren’t going anywhere.
Like job seekers, the next step for recruiters is to adapt to new tools.
These new tools will need to include ways to track not only candidates
who have are actively seeking work and have, but potential candidates
who may not even know they are being targeted. Recruiters will need
to become part-time sleuthes, often working with little upfront
information about people who aren’t actively looking for a new job.