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INTRODUCTION
Poor image
Unattractive job
Conservative internal policies
Limited budgetary support
Restrictive policies of government
Recruitment
Recruitment: matching the needs of
applications and organisations
Information Flow
Organisation Potential
need for high Internal applicants’
quality Applicants need for
employees suitable job
Environment:
Economic and Social,
Technological and Political
Recruitment
Situational factors impacting recruitment
Recruitment
An apprenticeship is a formal employment
program that trains you to do a specific job.
Unlike internships,apprenticeships employ
people who already know which career path
they wish to follow. If you join a program,
you'll sign a contract with your employer and
learn specific skills during
your apprenticeship.
Recruitment
Sources of Recruitment
Recruitment
Merits and demerits of hiring people from
within
Merits Demerits
(i) Economical: The cost of recruiting (i) Limited choice: The organisation is
internal candidates is minimal. No forced to select candidates from a limited
expenses are incurred on pool. It may have to sacrifice quality and
advertising. settle for less qualified candidates.
(ii) Suitable: The organisation can pick (ii) Inbreeding: It discourages entry of
the right candidates having the talented people, available outside an
requisite skills. The candidates can organisation. Existing employees may fail
choose a right vacancy where their to behave in innovative ways and inject
talents can be fully utilised. necessary dynamism to enterprise
activities.
(iii) Reliable: The organisation has (iii) Inefficiency: Promotions based on length
knowledge about the suitability of a of service rather than merit, may prove to
candidate for a position. ‘Known be a blessing for inefficient candidates.
devils are better than unknown They do not work hard and prove their
angels!’. worth.
(iv) Satisfying: A policy of preferring (iv) Bone of contention: Recruitment from
people from within offers regular within may lead to infighting among
promotional avenues for employees. employees aspiring for limited, higher-level
It motivates them to work hard and positions in an organisation. As years roll
earn promotions. They will work by, the race for premium positions may
with loyalty, commitment and end up on a bitter note.
enthusiasm.
Recruitment
Merits and demerits of hiring people
from outside
Merits Demerits
Wide choice: The organisation has the Expensive: Hiring costs could go up
freedom to select candidates from a substantially. Tapping multifarious sources
large pool. Persons with requisite of recruitment is not an easy task, either.
qualifications could be picked up.
Injection of fresh blood: People with Time consuming: It takes time to
special skills and knowledge could be advertise, screen, to test and to select
hired to stir up the existing employees suitable employees. Where suitable ones
and pave the way for innovative ways of are not available, the process has to be
working. repeated.
Motivational force: It helps in Demotivating: Existing employees who
motivating internal employees to work have put in considerable service may
hard and compete with external resist the process of filling up vacancies
candidates while seeking career growth. from outside. The feeling that their
Such a competitive atmosphere would services have not been recognised by the
help an employee to work to the best of organisation, forces them to work with less
his abilities. enthusiasm and motivation.
Long term benefits: Talented people Uncertainty: There is no guarantee that
could join the ranks, new ideas could find the organisation, ultimately, will be able to
meaningful expression, a competitive hire the services of suitable candidates. It
atmosphere would compel people to give may end up hiring someone who does not
their best and earn rewards, etc. ‘fit’ and who may not be able to adjust in
the new set-up.
Recruitment
Methods Of Recruitment
Internal methods
Promotions and transfers: Promotion is the movement of an
employee from a lower level position to a higher level position with
increase in salary
Recruitment
Promotion
Tata Consultancy Services (TCS) announced
Rajesh Gopinathan as the new CEO of the
company. Gopinathan was the Chief Financial
Officer (CFO) and vice president of TCS and
succeeded the current CEO Natarajan
Chandrasekaran as Chandrasekaran has been
named as chairman of Tata Sons.
Recruitment
Possible benefits and costs of
employee referrals
Recommender gives a realistic picture about the job. The applicant can
weigh the pros and cons carefully before handing over the CV. The
applicant is more likely to accept an offer if one is made and once
employed, to have a higher job survival.
Recruitment
Direct methods
Campus recruitment
It is a method of recruiting by visiting and participating in college
campuses and their placement centres. Possibly the most popular
way of hiring the best brains in the country, this method has to be
used with lot of care and caution. Campus hiring, of course, is not
easy.
Recruitment
Common Mistakes made in campus
recruiting
Failure to utilise a full-time professional recruiter: Often recruitment is used as
a training experience for new employees. This results in rapid turnover in the
recruitment office.
The recruiter is not professionally trained in interviewing: Professionally
trained as used here means a minimum training period of three days of principles
and practices using live interviews that are audio or videotaped and critiqued.
The recruiter does not have the authority to make decisions with regard to
hiring: Often this is reserved for the boss, who does not know how to conduct an
evaluation interview.
The actual plant visit is mishandled: Recruits are left waiting for scheduled
appointments, constant interruptions occur during the visit, arrangements by the
institute may not be upto the mark, prior shortlisting of students is not arranged,
etc.
The recruiter does not get involved in the development of the new
employee: Because the recruiter often has the best rapport with the new
employee, he or she should become involved.
Recruitment
Guidelines for campus recruiting
Shortlist campuses
Choose recruiting team carefully
Pay smartly, not highly
Present a clear image
Do not oversell yourself
Get in early
Not everyone fits the bill
Recruitment
Indirect methods
Newspaper advertisements
Television and radio advertisements
Recruitment
Alternatives to recruiting
Overtime: Short term fluctuations in work volume could best be solved through
overtime. The employer benefits because the costs of recruitment, selection and training
could be avoided. The employee benefits in the form of higher pay. However, an
overworked employee may prove to be less productive and turn out less than optimal
performance. Employees may slow down their pace of work during normal working
hours in order to earn overtime daily. In course of time, overtime payments become quite
routine and if, for any reason, these payments do not accrue regularly, employees
become resentful and disgruntled.
Subcontracting: To meet a sudden increase in demand for its products and services,
the firm may sometimes go for subcontracting – instead of expanding capacities
immediately. Expansion becomes a reality only when the firm experiences increased
demand for its products for a specified period of time. Meanwhile, the firm can meet
increased demand by allowing an outside specialist agency to undertake part of the
work, to mutual advantage.
Cont…
Recruitment
Alternatives to recruiting
Temporary employees: Employees hired for a limited time to perform a specific job
are called temporary employees. They are particularly useful in meeting short term
human resource needs. A short term increase in demand could be met by hiring
temporary hands from agencies specialising in providing such services. It’s a big
business idea in United States these days ($3-$4 billion industry). In this case the firm
can avoid the expenses of recruitment and the painful effects of absenteeism, labour
turnover, etc. It can also avoid fringe benefits associated with regular employment.
However, temporary workers do not remain loyal to the company; they may take more
time to adjust and their inexperience may come in the way of maintaining high quality.
Cont…
Recruitment
Alternatives to recruiting
Outsourcing: Any activity in which a firm lacks internal expertise and requires on
unbiased opinion can be outsourced. 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.
Recruitment
Evaluation of the sources of
recruitment
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
Surveys and studies: they could be carried out to find out the
suitability of a particular source for certain positions.
Recruitment
Yield ratios
A yield ratio reflects the percentage of job candidates at the
beginning of a step in the recruitment/selection process who move
on to the next step in that process. Consider the following example.
A company receives 20 applications for a job opening. After initial
screening, the company invites eight individuals for interviews. The
yield ratio for this stage of the recruitment process is 40 percent.
However, not everyone who receives an interview invitation might
accept it. If, for example, only six of the eight people accepted their
invitation to interview, the yield ratio for this stage of the recruitment
process is 75 percent.
Recruitment
Recruitment Policies And Procedures
Cont…
Recruitment
Recruitment Policies And Procedures
Recruitment
Questions to be asked while hiring
people
Has the vacancy been agreed by a responsible manager?
Is there an up-to-date job description for the vacancy?
What are the conditions of employment for the vacancy (salary, hours of work,
fringe benefits, perquisites, holidays, etc.)?
Has a personnel specification/candidate’s profile (in terms of physique,
intelligence, aptitude, qualifications experience, etc.) been prepared?
Has a notice of the vacancy been circulated internally?
Has a job advertisement been agreed? Have details of the vacancy been
forwarded to relevant agencies?
Do all potential candidates (internal or external) know where to apply and in what
form?
What are the arrangements for drawing up a shortlist of candidates?
What about the interviewing dates and arrangements for selection of candidates?
Have the shortlisted candidates or waitlisted candidates been informed
sufficiently in advance and asked to furnish detailed references?
Have unsuitable candidates or waitlisted candidates been informed of their
position in a polite way thanking them for their interest and attendance?
Recruitment
Recruitment: Indian Experiences
Recruitment of trainees:
expectations of Indian companies
Pepsi: Pepsi is a flat organisation. There are a maximum of four reporting levels.
Executives here emphasise achievement, motivation, the ability to deliver
come what may. As the Personnel Manager of Pepsi Foods remarked “we
hire people who are capable of growing the business rather than just growing
with the business”. Recruitees must be capable of thinking outside the box,
cutting the cake of conventional barriers whenever and wherever necessary.
They must have a winner’s mindset and a passion for creating a dynamic
change. They must have the ability to deal with ambiguity and informality.
Cont…
Recruitment
Recruitment of trainees:
expectations of Indian companies
Reebok: As Reebok’s customers are young, the company places emphasis on
youth. The average age at Reebok is 26 years. Employees are
expected to have a passion for the fitness business and reflect the
company’s aspirations. Recruitees should be willing to do all kinds of job
operations. The willingness to get one’s hands dirty is important. They must also
have an ability to cope with informality, a flat organisation and be able to take
decisions independently and perform consistently with their clearly defined goals.
Indian Hotels: The Taj group expects the job aspirants to stay with the
organisation patiently and rise with the company. Employees must be
willing to say ‘yes sir’ to anybody. Other criteria include: communication
skills, the ability to work long and stressful hours, mobility, attention to
personal appearance and assertiveness without aggression.
Recruitment
Recruiters these days expect B.Tech
graduates to possess certain skills:
Recruitment
Thank you
Recruitment