RECRUITMENT

Hypothetical financial services company

What is your greatest strength? Tell me about yourself? WHY SHOULD I HIRE U? What is more important to you: the money or the work? Tell me about yourself? What are your weak points? What is the main role of HR in an organization? Explain how you would be an asset to this orgANISATION Where would you like to be after five years? View Answer Are you applying for other jobs? What is the difference between confidence and over confidence?? What are your weak points? View Answer Difference between hard work and smart work? View Answer How would describe your ideal job? View Answer you are of electrical field and you are going for software? why View Answer What motivates you to do good job? View Answer Why did u choose this career? View Answer WHY DID YOU LEAVE YOUR LAST JOB? View Answer 1. why should i hire u... 2. why ...................(satyam)? View Answer Briefly describe your ideal job? View A ADVERTISEMENT

 Staffing Recruitment and selection service based economy needs different types of skills and has high turn-over ratio Hiring for the organisation and not job Temporary vs permanent employees

 Hiring involves two broad groups recruitment and selection It is an ongoing process Recruitment ---attracting as many right applications as possible

Purpose of Recruitment
To determine present and future requirement Increase the pool of candidates Reduce under/overqualified people Meet organisations legal and social obligations Identify and prepare suitable job applicants

Factors Governing Recruitment

First contact with the applicants

External Factors Supply and demand Unemployment Rate Labour Market Political and Legal Image

Internal factors Recruitment Policy HRP Size of the firm Cost Growth and expansion

Advantages and Disadvantages of Internal and External Recruiting

ADVANTAGES INTERNAL DATA IS AVAILABLE MOTIVATIONAL LESS TRAINING TIME LESS EXPENSIVE FRESH IDEAS EXPANDS KNOWLEDGE BASE DISADVANTAGES POSIBLE POLITICS LOSER EFFECT INBREEDING PROMOTION CHAINS UNKNOWN ENTITIES DETRIMENTAL TO INTERNAL APPLICANTS TIME CONSUMING CAN BE EXPENSIVE WHEN USED STABILITY STRATEGY STABLE EXTERNAL ENVIRONMENT LIMITED TIME AND MONEY NEED FOR CHANGE VOLATILE EXTERNAL ENVIRONMENT

EXTERNAL

Recruitment process
Planning , strategy development , searching , screening , evaluation and control

PLANNING
NUMBER OF CONTACTS YIELD RATIO RELATIONSHIP OF APPLICANT INPUT AND OUTPUT AT VARIOUS DECISION POINTS TYPE OF CONTACTS

STAGES OF RECRUITING PROCESS

OUT SOURCED RECRUITING AT KELLOGS Staffing at St.Peters health care bidding system EXECUTIVE SEARCH FIRMS/HEAD HUNTERS (can locate employees who are not actively looking for jobs) Can keep organisation s identity confidential Can use the firm to contact its own personnel Campus recruitment internship(microsoft)10%of interns are accepted

STRATEGY DEVELOPMENT
MAKE OR BUY TECHNOLOGICAL SOPHISTICATION(broader perspective) WHERE TO LOOK(location of the company) How to look

Internal Recruitment
Present employees Employee referrals(finders Fee) Former Employees Previous Applicants

External Recruitment
Professional or Trade Associations kSAs(knowledge, skills and abilities)

External Recruitment
Professional or Trade Associations Advertisements Blind Advertisement, AIDA(Attract, interest , Desire, Action. Information in Advertisement Employment exchanges Campus Recruitment-Domestic and Global Level Walk.ins , Talk.ins , write ins, consultants

Contents of an advertisement Displaced Persons Radio and Television Acquisitions and Mergers Competitors Poaching E-recruiting, When to look Time lapsed Data(average time that has lapsed between major decisions)

SEARCHING
Source Activation and Selling Source Activation---whether a vacancy really exists Selling should not oversell the companymedium of advertisement

Screening
To choose , to eliminate, Different techniques are used for different methods

Evaluation and Control

To reduce the costs

Philosophies
Realistic Job Preview provides complete information(both positive and Negative) Job Compatibility Questionnaire(400 item instrument)

Alternatives to Recruitment
Over time, Employee leasing and Temporary Employment

Hiring for the organisation ,not job

Characteristics of organisation and person