Recruitment

Once an organization identifies its

human resource needs through
employment planning, it can begin the
process of recruiting potential
candidates for actual or anticipated
organizational vacancies.
Recruiting is the process of discovering
potential candidates for actual or
anticipated organizational vacancies.
What is Recruiting ?
Successful human resource planning designed to
identify an organizations human resource needs.
Once these needs are known an organization will do
something to meet them
Staffing function assume that demand for certain skills,
knowledge and abilities is greater than the current
supply then recruiting is necessary
Recruiting Goals
To provide information that will attract a
significant pool of qualified candidates
and discourage unqualified ones from
applying.
 Internal Search
Organizations may attempt to develop their own
employees for positions beyond the lowest level. It
can occur though internal search. There are several
advantages of it
It establishes good public relations
It builds morale
It encourages individuals who are ambitious
It can be good selection because information about the
individual available
It is less costly
Those choose knows the organization
Promotion within can act as training device
INTERNAL RECRUITMENT

When recruitment occurs from existing employees

then it is internal recruitment.

EXTERNAL RECRUITMENT
When recruitment occurs excluding existing
employees then it is external recruitment.
 Some advantages of
internal recruitment
All information on current
employees can be available

selection less costly

positions filled up faster

 Some advantages of internal
recruitment (contd..)
internal promotion can be
motivator signaling that good
performance are rewarded.
candidates already familiar with
organization norms etc., which
helps to save time and expenses
for induction
 Disadvantages of Internal
recruitment
Utilize internal inferior sources while
excellent candidates may be available
outside
Occasionally it is necessary to bring new
blood to broaden current ideas, knowledge
and enthusiasm
In many organizations it is standard practice
to open the new job to compete
 External Searches
Advertisements where the advertisement
is placed.
Blind box advertisement where there is no
specific identification of the organization
Job analysis process is the basic source of
information
 Employment Agencies
Public organization: manpower bureau,
overseas employment services
Private employment agencies : manpower
recruitment firms
Management consultants: Manpower
Associates, Report Bangladesh
 Other Forms of Recruitment

Educational institutions at all levels offer

opportunities for recruitment
Professional organizations e.g. Engineering
Institute, Institute of Chartered Accountants
Unsolicited applicants some organization
keep inventories of such applications and call
them as and when necessary
Referrals and recommendations from other
sources
 Cyberspace or online
Internet recruitment through websites
Many companies are having their websites
which become natural source of recruitment
It can provide detail about the organization
for attracting large number of employees
Aggressive candidates are also using
internet for their job candidacy
It is low cost unprecedented source
Some advantages of External
recruitment

Import new ideas

Reduce employee training and

development, particularly if they have
been trained elsewhere

Hiring outsider can indicate a change

of business outlook
Internal person may not be available
 A journey to best recruitment
Best recruitment requires some steps to
follow up properly. Some steps should
follow for the best recruitment and selection
process are..
 Advertisement
Indicating qualification
Skills
Competencies
Other relevant information
Brief job summary
nature of jobs
place of posting
compensation packages
Professional references
 Screening Applications
Based on qualitative or quantitative short listing
service record should be consulted before short
listing internal candidates.
consideration may be given for gender/diversity
balance
screening process may be conducted in accordance
with benchmark (required skills, competencies,
education and experiences) for each position.
 Written test
must set questions by taking inputs from interview
panel.
final question should prepare and write out by
trusted person.
confidentiality must be ensured
type of questions will depend on the level of
position,
generally, questions should be on core business,
on management-related issues and job specifies.
 Work Simulations
verbal or physical activities that replicate
actual work.
must be specific to job
Example could be to ask the candidate to
conduct a meeting in a participatory manner
or interact with customer or beneficiaries.
 Interview panel
may consist of 3 to 5 experience persons.
have adequate knowledge
have specific skills and competencies
at least one woman may participate
line manager or his/her designate and HRM
representatives participation is mandatory.
 Practical test or Demonstration
positions like driver, technicians,
electricians etc required practical test.
sometimes educational qualification is
considered for better performer.
 Interview
It generally occurs after written test
Could be on an individual basis
or could be with a panel
a grading system may apply for each
question
 Donts
Interview when worried, upset, ill or under
stress
Hold the interview in a noisy place
Keep applicants waiting unnecessarily
Give the impression of being abrupt or
harsh
Allow outside interruptions
Seek information you already have
 Panels for future vacancies
panels of suitable applicants should be
preserved from which future smilar
vacancies can filled which may reduce the
cost of recruitment
Some more recruitement steps are..

Notifying Unsuccessful Applicants

Reference Check
Medical Tests
Salary negotiation
Interview Records
Appointment Letter
Five effects of Bad recruitment
Lacks
Skills to do
the job

Not team
Player Not my job
Problems with syndrome
co/workers
Bad Hire

Part of the
Un-Professional problem
Not the
solution
Five effects of Ideal recruitment
Able &
Suitable

Manageability
&
Willingness
Teamwork
Ideal
Candidate

Professional Problem
Behavior & Solving
Demeanor Abilities
Present recruitment and selection practice (in
Bangladesh):
Bribe in the name of donation
Biased recruitment
Unfair selection
Quota based recruitment
Unwillingness to recruit female candidates
Political recruitment
Recruitment biased by religion, groups and
ethnic priority
Not following a standard system
 Recommendation

Be clear about what you want

Use a thorough recruitment process
Advertise carefully
Interview thoroughly
Assess appropriately
Always recruit the right person for the job
Pre screening may be outsourcing