RECRUITMENT

Presented By Remya U A S3, MBA

CONTENTS

Definition Recruitment Process Purpose & Importance of Recruitment Sources of Recruitment Factors Affecting Recruitment Recent Trends in Recruitment : OUTSOURCING : POACHING/RAIDING The Cost and Benefit of Poaching : E-RECRUITMENT Advantages Recruitment Policy of a Company: Components Factors Affecting Recruitment Trends in KPO Recruitment Strategies HR Challenges in Recruitment Head Hunting: Process Forms of Recruitment: CENTRALIZED RECRUITMENT DECENTRALIZED RECRUITMENT Equal Employment Opportunity

DEFINITION

Recruitment is defined as any practice or activity carried on by the organization with the primary purpose of identifying and attracting potential employees. It thus creates a buffer between planning and actual selection of new employees. It is the process to discover sources of manpower to meet the requirements or the staffing schedule and to employ effective measures for attracting that manpower in adequate number to facilitate the selection of an efficient working force. The first important task of recruitment function is to frame a recruitment policy, which calls for review of manpower requirements, i.e.; it should be adequately supported by effective manpower forecasting.

RECRUITMENT PROCESS

Identifying the vacancy. Preparing the job description and person specification. Locating and developing the sources of required number and type of employees (Advertising etc). Short-listing and identifying the prospective employee with required characteristics. Arranging the interviews with the selected candidates. Conducting the interview and decision making

PURPOSE & IMPORTANCE

Attract and encourage more and more candidates to apply in the organization. Create a talent pool of candidates to enable the selection of best candidates for the organization. Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities. Recruitment is the process which links the employers with the employees. Increase the pool of job candidates at minimum cost. Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants. Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time. Meet the organizations legal and social obligations regarding the composition of its workforce. Begin identifying and preparing potential job applicants who will be appropriate candidates. Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants

SOURCES OF RECRUITMENT

FACTORS AFFECTING RECRUITMENT

RECENT TRENDS IN RECRUITMENT

OUTSOURCING Advantages of outsourcing are: Company need not plan for human resources much in advance. Value creation, operational flexibility and competitive advantage turning the management's focus to strategic level processes of HRM Company is free from salary negotiations, weeding the unsuitable resumes/candidates. Company can save a lot of its resources and time

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POACHING/RAIDING Direct recruiting from competitors, customers and vendors can produce a high-performance workforce

E-RECRUITMENT
The use of technology to assist the recruitment process. Advertise job vacancies through worldwide web. CV through e mail using the Internet. Alternatively job seekers place their CVs in worldwide web, which can be drawn by prospective employees depending upon their requirements.

CONTINUE

Advantages of e-recruitment are: Low cost. No intermediaries Reduction in time for recruitment. Recruitment of right type of people. Efficiency of recruitment process.

RECRUITMENT POLICY OF A COMPANY

To have a clear and concise recruitment policy in place, which can be executed effectively to recruit the best talent pool for the selection of the right candidate at the right place quickly. A recruitment policy of an organization should be such that it should focus on recruiting the best potential people. Creating a suitable recruitment policy is the first step in the efficient hiring process. A clear and concise recruitment policy helps ensure a sound recruitment process. It may involve organizational system to be developed for implementing recruitment programmes and procedures by filling up vacancies with best qualified people.

COMPONENTS POLICY
The general recruitment policies and terms of the organization. Recruitment services of consultants Recruitment of temporary employees Unique recruitment situations The selection process The job descriptions The terms and conditions of the employment

FACTORS AFFECTING

Dignity and respect. Unbiased policy. To aid and encourage employees in realizing their full potential. Transparent, task oriented and merit based selection. Weightage during selection given to factors that suit organization needs. Optimization of manpower at the time of selection process. Defining the competent authority to approve each selection. Abides by relevant public policy and legislation on hiring and employment relationship. Integrates employee needs with the organisational needs.

CONTINUE
Organizational objectives Personnel policies of the organization and its competitors. Government policies on reservations. Preferred sources of recruitment. Need of the organization. Recruitment costs and financial implications.

HR CHALLENGES IN RECRUITMENT
Adaptability to globalization . Lack of motivation . Process analysis . Strategic prioritization .

HEAD HUNTING
Approach of finding and attracting the best experienced person with the required skill set. Convincing the person to join your organization

HEADHUNTING PROCESS

FORMS OF RECRUITMENT

Centralized Recruitment.

Decentralized Recruitment.

CENTRALIZED

Benefits of centralized recruitment: Reduces administration costs Better utilization of specialists Uniformity in recruitment Interchangeability of staff Reduces favoritism Every department sends requisitions for recruitment to their central office

DECENTRALIZED
In the case of conglomerates operating in different and diverse business areas. With diverse and geographically spread business areas and offices. Lower level staffs as well as top level executives are recruited in a decentralized manner.

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