RECRUITMENT

Accordingly to Flippo, Recruitment is the process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization. Recruitment involves attracting and obtaining as many applications as possible from eligible job seekers. Recruitment is a positive function as it seeks to develop a pool of eligible person from which most suited ones can be selected. Recruitment refers to the process of receipt of applications from jobseekers. Recruitment involves identifying sources of manpower and stimulating them to apply for jobs in the organizations.
1

RECRUITMENT NEEDS

PLANNED

ANTICIPATED

UNEXPECTED

CHANGES IN ORGANISATION RETIREMENT POLICY

2

PREDICT BY STUDYING TRENDS IN INTERNAL AND EXTERNAL ENVIRONMENT

RESIGNATIONS,DEATHS,ACCID ENTS & ILLNESS.

RECRUITMENT POLICY
IT SPECIFIES THE OBJECTIVES OF RECRUITMENT AND PROVIDES A FRAMEWORK FOR THE IMPLEMENTATION OF THE RECRUITMENT PROGRAMME. IT INVOLVES EMPLOYERS COMMITMENT TO:

PREREQUISITES FOR GOOD RECRUITMENT POLICY

ABIDE BY THE RELEVANT PUBLIC POLICY AND LEGISLATION ON HIRING AND EMPLOYMENT RELATIONSHIP. PROVIDE EMPLOYEES WITH JOB SECURITY AND CONTINUOUS EMPLOYMENT. INTEGRATE ORGANISATIONAL NEEDS AND EMPLOYEE NEEDS. PROVIDE EACH EMPLOYEE WITH FREEDOM AND OPPORTUNITY TO UTILISE AND DEVELOP KNOWLEDGE AND SKILLS TO THE MAXIMUM POSSIBLE EXTENT. TREAT ALL EMPLOYEES FAIRLY AND EQUITABLY IN ALL EMPLOYMENT RELATIONSHIPS. PROVIDE SUITABLE JOBS AND PROTECTION TO HANDICAPPED,WOMEN AND MINORITYGROUPS. ENCOURAGE RESPONSIBLE TRADE UNIONS. BE FLEXIBLE ENOUGH TO MEET THE CHANGING NEEDS OF THE ORGANISATION.

FRAMEWORK OF RECRUITMENT AND SELECTION

RECRUITMENT ADVERTISEMENT ORG. GOALS JOB ANALYSIS

APPLICANTS

WORKLOAD ANALYSIS & MANPOWER REQUIREMENT

JOB DES. & JOB SPEC.

SELECTION PROCESS
APP. FORMS TESTS INTERVIEW REF. CHECKS MEDICAL EXAM

SELECTED CANDIDATES

Recruitment Process
HRP

Employee requisition Determination of Strategy

Evaluation of sources of recruitment

Implementation of recruitment methods and strategies

Feedback and Control
6

Promotions

Employee Referrals

Transfers
Internal Recruitment Sources

Retired Employees

Job Posting

Dependants of deceased employees

7

Internal Recruiting
Cons
Pros
Easier to access candidates Motivates employees Reduces training and ramp up time Faster Less expensive Increases job security Insufficient internal labor supply when in growth mode Ripple/domino effect Cumbersome procedures to ensure fairness Become inbred, lose flexibility Constrains organizational agility

Campus
Walk-in

recruitment

Employment exchanges

Outsourcing

External Recruitment Sources

Gate hiring

Competitors/ poaching
9

Advertisements

External Recruiting
Pros
Promotes new ideas, viewpoints, skills Increases all forms of diversity Save on training if right hires are made Allows for rapid growth Useful to initiate business turnaround
10

Cons
Expensive Can take longer than internal hiring Always the risk of hiring someone who is not successful Limits internal promotion opportunities Can create internal morale problems

Infosys Recruitment
Learnability: Infosys give more emphasis on learnability, it means the ability to derive generic knowledge from specific experiences and apply the same in new situation. Competency Infosys give more importance to professional competence and academic excellence.

Infosys Recruitment
Instep ( Internal Recruitment)
Infosys Edge Projects Unlimited Interaction with Senior Management

External Recruitment
Global Talent Program Campus Connect Sabbaticals Keeping In Touch