Vous êtes sur la page 1sur 15

Recruitment

Process

Recruiting is the discovering


of potential applicants for
actual or anticipated
organizational vacancies.
Clip

ravi.mp4
Factors affecting
recruitment
• Size of organization
• Employment conditions in locality of
organization
• Working conditions, salary, benefits
and other packages
• Rate of organizational growth
• Future expansion and production
programmes
• Cultural, economic, legal factors
Governing factors
• Internal factors : Recruiting policy, HR
planning, size of organization, cost
involved in recruiting, growth and
expansion plans
• External factors :Supply & demand,
Political and legal, Company Image
• Objective factor theory
• Critical contact theory
• Subjective factor theory
CONSTRAINTS OF A MANAGER
TO RECRUIT

• The image of the organization


• The unattractive job
• Internal organizational policies
• Union requirements
• Government influence
Recruitment policies
• Organization objective

• Identification of recruitment

• Preferred sources of recruitment

• Criteria of selection and preferences


Factors involved in recruitment
policies
• Letter and spirit of relevant public policy
• Employee security
• Talent and skills engagement
• Fair promotion and transfer policies
• To avoid cliques
• Opportunities for handicapped and
minority
• To encourage strong trade union among
employees
Prerequisites of a good
recruitment policies
• Should conform with its general personal
policies
• Should be flexible
• Should be designed to ensure long term
employment opportunities
• Should match the qualities of employees
with the requirements of work
• Should highlight necessity of establishing
job analysis
Recruitment Organization
• Centralized recruitment and its
advantages
• Saves admin cost, line officers are
relieved from details involved in
hiring, selection of workers is
scientific, reduces favoritism
• Recruitment section : Roomy, Clean,
Ventilated, Drinking, Clean, Toilet
facility
Sources of recruitment
• Internal sources :

• Merits : Improves employee morale, employer is in a


better position to evaluate, promotes loyalty, little
training is required, reliability factor, cost effective.

• Demerits : discourages young blood to enter in


organization, not advisable in advertising, designing,
basic research, if based on seniority, likes and dislikes
of management then it’s a problem
• External sources Includes mostly :
Young inexperienced people, Unemployed,
Retired, women and people from minority.

• Merits : Serves niche’ demand, wide range


of aspirants available, best selection can
be made without distinction of sex, caste
or color, may not need extra training.

• Demerits : Suffers from brain drain


especially when experienced people are
hunted by sister concerns.
Methods in recruitment :
• Direct methods : Sending traveling
recruiters to colleges, job fairs, seminars
• Indirect methods : especially senior posts
through newspapers, journals, magazines,
radio, national periodicals.
• Third party methods : Recruiting firms,
consulting firms, friends and relatives, pvt
employment agencies, state or public
employment agencies.
Employee referrals
• Trade unions
• Casual labor at gates
• Unconsolidated applications
• Voluntary organizations : Widows,
Handicapped
• Computer data bank
The problem of “SON OF
SOIL”
• National commission of labor suggests :
• Young person from families should be provided
training opportunities for employment whose land
was acquired for setting up industries

• Unskilled Displaced people from vicinity should be


given preference

• 25 % reservation for minority groups who have


been displaced in Govt. and public sector
Assessment of recruitment
programme
• Cost per applicant

• Applicant/Hiring ratio

• Tenure

• Performance appraisals

• Ethical practices : Truth in hiring