RECRUITMENT

The development of a pool of job candidates in

accordance with a human resource plan.
JOBS AND POSITION DESCRIPTION
A written description of a management job, covering
titles, duties and responsibilities and including its
location on the organization chart.
Once a specific job has been analyzed, a written
statement of its content and location is incorporated into
the organizational chart. This is job description or
position description.

 Each box on the organization chart is linked to

a description that lists the title, duties, and
responsibilities for that position.
HIRING SPECIFICATIONS :
Once the position description has been
determined, an accompanying hiring or job
specification is developed.
A written description of the education,
experience and skills needed to perform a job
or fill a position effectively.

SOURCES FOR RECRUITMENT

Labor Market- Its from here the recruitment takes
place. Here we have the pool of people who have
the skills to fill open positions.
It depends on the availability of right persons in
the labor pools and the nature of the positions to
be filled.
Ability of the organization to recruit depends on
the organizations reputation, attractiveness of the
specific job offer and also on the location.
For interview, often a peer- recruiter is used.

OUTSIDE RECRUITMENT FOR

MANAGERS AND PROFESSIONALS

Large companies use various outside recruitment

sources to fill vacancies at different levels.
Recruitment to entry level and new managerial
help done through college and graduate schools.
Recruiters adopt costlier and more competitive
strategy to fill middle and top level positions.
When top quality ability is short in supply to fill
middle level positions they seek help of agencies,
expensive advertisements.
Next they will look to fill top level positions, this
is termed as executive search.

GETTING THE RIGHT PEOPLE THE FIRST

TIME
Its very much important that the recruiters gets
the right people at the first time itself.
Otherwise, recruitment being an expensive
process is a waste in terms of both money and
time.

Recruitment From Within :

Many firms still have the policy of recruiting and
promoting from within the organization.
The advantages of doing so are:
-These people are familiar to the organization.
-Promotions from within policy fosters loyalty
and inspires greater effort among organization.
- Less expensive.
The disadvantages are :
- It limits the pool of available talents.
- Limits the arrival of fresh viewpoints and can
also creates complacency among employees.

LEGAL CONSIDERATIONS
Discrimination and inequality during the early
60s leads to The Equal pay act of 1963 and
Civil Rights Act of 1964 .
The Laws :
-EEOC-Equal employment opportunity
commission.
- Requirements of nondiscriminatory treatment
is called Equal Employment Opportunity.
- Formation of Affirmative Action.

 Rehabilitation Act of 1973-Protection for

physically and mentally disabled.
The Veterans Readjustments Act 1974Affirmative actions for the disabled veterans
of Vietnam war.

IMPLICATIONS FOR MANAGERS

ACCESS DISCRIMINATION:
-It refers to hiring considerations and practices.
e.g. different qualifying tests, lower starting salaries.
TREATMENT DISCRIMINATION:
-It refers to practices unrelated to job performance that
treat subgroup members differently from others once they
are in the workforce.
e.g. less favorable work assignments, slower promotion
rates.