Human resource procurement Recruitment

Presentation by Berly Bernard Hari Prasad Lincy Mathew

 Recruitment is a true sales function; a recruiter should uncover the needs of the applicants and then can show how the organization can specifically satisfy such needs

Gale Heritage, Management Consultant

Werther and Davis

Recruitment is the process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted . The result is a pool of applicants from which new employees are selected.

Lord (in terms of competitive nature)

Recruitment is a form of competition just as corporations compete to develop ,manufacture ,and market the best product or service ,so they must also compete to identify ,attract and hire the most qualified people .Recruitment is a business ,and it is a big business

Linkage of recruitment to human resource acquisition

In the process of acquiring and placing human resources in the organization recruitment falls in between different sub processes.
Human resource planning recruitment Job analysis selection placement

Importance of Recruitment
Recruitment represents the first contact that the organization make with the personnel having the potential to be employed. From the point of view of potential candidates, recruitment is the process through which they come to know about the company and nature of jobs that are being offered.

 Determines the present and future human resource requirements of the organization Helps to increase the pool of potential personnel Helps to increase the success rate of selection process (by filtering the number of under qualified and overqualified job applicants) Reduces the employee turnover

 Helps in evaluating the effectiveness of various recruitment techniques and sources of recruitment Helps to meet the organizations legal and social obligations regarding composition of its work force

Recruitment process
Recruitment is a process consisting of various activities through which the search of prospective personnel, both in quantity and quality , as indicated by human resources planning and job description and job specification is made.

Recruitment planning
Recruitment process starts with planning which involves the determination of number of applicants and the type of applicants to be contacted.

Number of contacts:
Organization generally, plan to attract more applicants than what they intend to select as they wish to have option in selecting the right candidates

Types of contacts:
Refers to the types of personnel to be informed about the job openings based on job description and job specification

Sources of recruitment
Normally there are two sources of recruiting man power internal and external (after finalizing the recruitment plan indicating the number and type of prospective candidates ,they have to be attracted to offer themselves for consideration to employment. This necessitates the identification of sources from where the candidates can be attracted)

Internal sources:
An organization can look for filling the vacancies through its internal sources these internal sources may be of two types present personnel and referrals of these personnel.

Present personnel:
various positions in the organization can be filled by promoting the present personnel or by transferring them (from one department to another where they are needed)

Personnel referral:

Present personnel may be in a better position to judge the suitability of a prospective candidate with whom they are familiar as they know the nature of job, organization culture and work ethics

External Sources
External sources constitute all those avenues through which an organization makes contact with prospective candidates either directly or indirectly Educational campus recruitment Advertisements (indirectly) Through agencies (employment exchange) consultants

Methods of contacting sources

After finalizing sources from where the prospective candidates will be selected ,the process of contacting these sources starts
the organization should divulge as much information as possible to enable the candidate to arrive at a decision to offer himself for employment or not. it is beneficial to both, the organization and the candidates

There are two techniques

Realistic Job Preview and Job Compatibility Questionnaire

Realistic Job Preview (RJP): provides complete job information positive and negative to the applicants

RJP helps candidate to decide whether they should participate in further process of selectionselection tests ,interviewsetc or withdraw themselves at the initial process.

There is a lower rate of personnel turnover if recruitment and selection process is based on RJP, particularly for more complex jobs, higher levels of job satisfaction and performance.

Job Compatibility Questionnaire (JCQ)

JCQ has been developed to determine the compatibility or match between the job characteristics and applicants preference for the job.

The items included in JCQ include / cover job requirements, physical work environment ,customer characterestics,peer characteristics, leader characteristics, compensation and promotional preferences

 Prospective candidates are asked to indicate the extend to which each JCQ item is descriptive to their expectations from the job. The analysis of various questions indicate the degree of match between job characteristics and job expectations of the candidates

 After deciding the type of information to be shared with the prospective candidates the process of contacting those candidates begins .since there are different sources through which external candidates can be recruited ,different methods are applied .these methods can be classified based on the type of people to be contacted or basis of the degree of involvement of employing organizations in the recruitment process.

Methods of contacting prospective candidates

Based on personnel to be recruited: managerial / technical personnel Advertisement Internet Walk-in Campus recruitment Job fairs Consultancy firms

 Personnel contacts

operative personnel :
Public employment exchanges Labor unions Employee referrals Gate hiring Labor contractors

Based on the movement of the organization

Direct methods: Advertisement Internet recruiting Campus recruitment Job fair Personnel contacts Gate hiring

Third party methods: Consultancy firms Public employment exchanges Labor unions Employee referrals Labor contractors

THANK YOU