RECRUITMENT Process of finding & attracting capable applicants for employment
Introduction HRP helps determine the number & type of people an organisation needs. Job analysis & Job design specify the tasks and duties of jobs and qualifications expected from prospective job holders. The next logical step is to hire the right number of people of the right type to fill the jobs.
Meaning In simple terms, recruitment is understood as the process of searching for and obtaining applicants for jobs, from among whom the people can be selected.
In other words it is the process of finding and attracting capable applicants for employment
Purpose & Importance Increase the pool of job candidates at minimum cost. Begin identifying and preparing potential applicants who will be appropriate candidates.
job
Increase organizational and individual effectiveness in the short term and long term. Evaluate the effectiveness of various recruiting techniques and sources for all types of job applications.
Factors influencing Recruitment
External Forces • Supply & demand • Unemployment rate • Labour market • Political – Social • Sons of soil • image
Internal Forces
Recruitment
• Recruitment policy • HRP • Size of the firm • Cost • Growth & expansion
External Factors
Supply and demand :- If the demand for a particular skill is high relative to the supply, an extraordinary recruiting effort may be needed.
Unemployment rate :- When the unemployment rate in a given area is high, the company’s recruitment process may be simpler.
Labour market :- Labour market conditions in a local area are of primary importance in recruiting for most non-managerial, supervisory and middle management positions.
Political-social considerations :- Reservation of jobs for SCs, STs, minorities, and other backward classes is a political decision.
Sons & Soil :- Political leaders clamour that preference must be given to the people of their respective states in matters of employment.
Image :- The company’s image also matters in attracting large number of job seekers, Normally blue chip companies attract large number of applications.
INTERNAL FACTORS
Recruitment Policy :- Generally the policy is to prefer internal sourcing, as own employees know the company well and can recommend candidates who fit the organization culture.
HRP :- proper planning for effective utilization of human resources is very much essential.
Size of the firm :- Size is another internal factor having its influence on the recruitment process.
Recruitment process Planning Strategy Development
Searching
Screening
Evaluation & control
Recruitment process •
Recruitment planning :- Planning involves the translation of likely job vacancies and information about the nature of the job and its objectives.
Number of contacts
Type of contacts
II) Strategy Development :- In this stage we must decide how many and what type of required.
‘Make’ or ‘Buy’
Where to look
How to look
When to look
III) Searching :- Once a recruiting plain and strategy are worked out, the search process can begin. Source Activation Selling
IV) Screening :-
The purpose of screening is to remove from the
recruitment process, at an early, those applicants who are visibly unqualified for the job.
V) Evaluation and control :- It necessary as considerable costs are incurred in the recruitment process. The costs generally incurred are: Salaries for recruiters. Cost of advertisements or other recruitment methods, that is, agency fees. Cost of producing supporting literature. Recruitment overheads & administrative expenses.
Sources of Recruitment Internal sources
External Sources Professional or Trade associations
Present Employees
Advertisements Employment exchange
Employee Referrals Campus Recruitment
Former Employees
Walk – ins
Consultants Previous Applicants Radio & Television E-Recruiting
Conclusion
So Lastly I would like to conclude that recruitment is very essential part in Human Resource Management for choosing and placing right person to the right job.
Thank u for staying with us Presented By sudheer Kumar. T