* Personal Planning and recruitment * Recruitment Process * Sources of recruitment

1. different and effective Ways of recruiting

2. CONTENTS
 Personal planning and recruitment
 Recruiting good to great
 Recruitment
 Recruitment Process
 Strategic Recruiting Decisions
 Sources of Recruitment
 Internal Sources
 External Sources
 Elements influencing effectiveness of recruiting

3. Personnel planning & Recruitment
 Decide what position you’ll have to fill through personnel planning and
forecasting .
Build a pool of candidates for these jobs by recruiting internal or external
candidates .
Have candidates complete application forms and perhaps undergo an initial
screening interview .
Use selection techniques like tests, background investigations, and physical
viable candidates.
Decide who to make an offer to, by having the supervisor and perhaps
others on the team interview the candidates.

4. Recruiting : good to great
Why?
 To Be Great at Recruiting .
 Great Recruiting is:
• Telling stories – company & positions
• understanding the candidates
• Crafting an experience
• work to make it a strength of your organization.

5. RECRUITMENT
It is the process of searching for prospective employees, stimulating
and encouraging them to apply jobs in an organisation.
In simple words, it is the process of generating the applicants to fulfill
the vacancy . It arises due to scracity of people in an organizations.
Decision making process
Recruitment is a two- way street .
Recruiter has a choice whom to recruit and whom not.

6. job
Analysis
Recruitment
planning
Recruitment Process
Personal
planning
Employee
requisition
Job
vacancies
Searching
Message
media
Applicant
pool
Potential
hires
Strategy
Development
Where
How
when
Applicant
population
Evaluation
& controlling
screenin
g

7. Strategic Recruiting Decisions
HR planning Decision
Strategic Recruiting
Decisions
Decision Recruiting
Sources/methods
How many Employee Needed
When needed
Special qualification
Where to Recruit Internal /External
Who to Recruit: Flexible Staffing options
Nature of job Requirements
Advertising choices
Recruiting Activities

8. Recruiting Strategies
Step up your job advert game.
Get on the programmatic job advertising bandwagon
Build a talent pool
It’s a safety net
It gives access to passive candidates
It helps with strategic workforce planning
Employer brand
 Create an employee referral program

9. RECruiting strategies
 Referrals are a better culture fit
Referrals are more engaged
Referrals are more likely to stay
Incentive
Recognition

10. SOURCES OF RECRUITMENT
SOURCES
OF
RECRUITM
ENT
INTERNAL
SOURCES
EXTERNAL
SOURCES

11. INTERNAL SOURCES
INTERNAL
SOURCES
Job posting & Bidding
Promotions &Transfer
Employee Referrals
Internal Recruiting Data base

12. ADVANTAGES &DISADVANTAGES OF INTERNAL SOURCES
• ADVANTAGE
Morale of promotee
Better assessment of abilities
Lower cost for some jobs
Motivator for good performance
Have to hire only at entry level
• DISADVANTAGE
Inbreeding
Possible morale problems of
those not promoted
“political” infighting for
promotions
Need for management
development program

13. EXTERNAL SOURCES
EXTERNAL
SOURCES
Schools colleges &
Universities
Labour unions
Media Sources
Employment Agencies

14. ADVANTAGES & DISADVANTAGES
• ADVANTAGES
New blood brings new
perspectives
Cheaper and faster than training
Professionals
No groups of the political
supporters in the company
Organization already
• DISADVANTAGE
May not select someone who will fit
the job or organisation
May cause morale problems for
internal
Candidates not selected
Longer adjustment or orientation
time.

15. Elements influencing Effectiveness of Recruiting
 The breadth and the quality of the process
 The size of the labour pool and the location of jobs
 Offered pay and benefits
 Job quality and requirements of the position
 Organizational image .

16. THANKYOU