Recruitment, Hr pyramid

1. Human Resource
Management
Topic: Recruitment, Recruiting Yield pyramid, Sources
of Recruitment.
Presented By
Rodixon.K.R
Batch: 2

2. Meaning:
Recruitment refers to the overall process of attracting,
selecting and appointing suitable candidates for jobs
within an organization, either permanent or temporary.
 Recruitment may be undertaken by in-house managers,
human resource generalists and/or recruitment specialists.
 Recruitment is considered as a positive process.

3. Definition:
 According to Edwin B. Flippo, “It is a process of searching
for prospective employees and stimulating and encouraging
them to apply for jobs in an organization.”
 Recruitment is concerned with reaching out, attracting, and
ensuring a supply of requisite manpower both in their
quantitative and qualitative aspect.
 First stage of selection and is completed with placement.

4. Importance
 Linkage activity bringing together those with jobs and those
seeking jobs.
 Provides organization with a pool of qualified candidates.
 The more qualified the pool the better the success rate in
selection.
 Scientific recruitment process leads to higher productivity, high
morale, reduction in employee turnover and enhanced reputation.

5. The Recruiting Yield Pyramid.
 Some employers use a recruiting yield pyramid to calculate the
number of applicants they must generate to hire the required
number of new employees.
Calculated based on certain assumptions derived from the past
experiences.
Eg.: A firm need 50 new employees; from the past experience it know:-
 The ratio of offers made to actual new hires is 2:1
 The ratio of candidates interviewed to offers made is 3:2
 The ratio of candidates invited for interviews to candidates
interviewed is 4:3

6. Out of 6 leads, only one applicant gets invited for the interview.ie,
6:1.
So from the ratios the firm knows it must generate 1200 leads to be
able to invite 200 viable candidates. The firm then get to interview
about 150 of those invited, from these it will make 100 offers and so
50 will be hired.
Leads generated
(6:1)
Candidates invited
(4:3)
Candidates interviewed
(3:2)
Offers made
(2:1)
New hires

7. Factors influencing Recruitment:
 Size of the enterprise.
 Employment conditions.
 Salary structure and working conditions.
 Rate of growth.

8. Sources of Recruitment
 Internal
 External
Internal Sources
Recruitment from within the organization.
Advantages:
1. Improve morale
2. No error in selection
3. Promotes loyalty
4. No hasty decision
5. Economy in training cost
6. Self development

9. Disadvantages:
1. Discourages capable person from joining from outside
2. Requisite number of persons possessing qualification for the
vacant posts may not be available in the organization.
3. Not suitable for posts requiring innovations and creative
thinking
4. Seniority alone is considered there is no other motivating
factors

10. Sources:
1. Transfers
Transfer involves shifting from present jobs to other similar jobs.
No change in the rank, responsibility or prestige.
The number of employees does not increase.
A change in dept. gives broader perspective to the employees.
2. Promotion
Shifting of persons to position carrying better prestige, higher
responsibility and more pay.
Higher positions falling vacant filled within the organization.
Does not increase the number of employees
Promotion will motivate employees to improve their performance.

11. Job Posting
Publicizing the open job to employees ( usually by literally
posting it on the company intranets or bulletin boards. These
posting list the job’s attributes like qualifications, work schedule
and pay rates.
Employee references
The present employees of a concern are informed about likely
vacant positions. The employees recommend their relations or
persons intimately known to them. Management is relieved of
looking out prospective candidates.

12. Databases
The details of the employees stored in the HR database of the
company act as source.
Rehiring
Rehiring the former employees who once was a part of the
organization.
Succession Planning and Replacement Chart

13. External Sources of Recruitment
Recruiting from outside the organization.
Advantages:
1. Availability of suitable persons.
2. Brings new ideas.
3. Economical.
Disadvantages
1. Demoralization
2. Lack of co-operation
3. Expensive
4. Problem of maladjustment.

14. Sources of External Recruitment
1. Schools, Colleges and Universities
Direct recruitment from educational institutions for certain jobs which
require technical or professional qualification.
A close liaison between the company and educational institutions
helps in getting suitable candidates.
2. Advertisement
It is a method frequently used for skilled workers, clerical and higher
staffs.
Advertisements can be given in newspapers and professional journals
These advertisements attract applicants in large number of highly
variable quality.

15. 3. Factory Gates
Certain workers present themselves at the factory gate every day for
employment.
This method is very popular in India for recruiting unskilled or semi
skilled labour.
The desirable candidates are selected by first line supervisors.
4. Casual callers
Those personnel who casually come to the company for employment
may also be considered for the vacant post.
Most economical method.
5. Central Application File
A file of past applicants who were not selected earlier may be
maintained and used.

16. 6. Labour Contractors
Method still prevailing in India for hiring unskilled and semi-
skilled workers
The contractors keep themselves in touch with the labour and
bring the workers at the places where they are required.
7. Labour Unions
In occupations like construction, hotels all recruits usually come
from unions.
It saves expenses of recruitment.
8. Military Personnel
Retired military personnel are excellent source of trained recruits.
The directorate General Resettlement under the Ministry of

17. 9. Employment Exchanges
There are 3 main types of employment agencies:- public agencies
operated by federal, state, or local Govt.; Agencies associated with
non profit associations,; Privately owned agencies.
They are often used as a source of recruitment.
In certain cases it has made obligatory for the business concern to
notify their vacancies to the employment exchanges.
The job seekers and job givers are brought into contact by the
employment agencies.

18. 10. Recruitment through Internet
Most people go online to look for jobs. Recruitment through
websites, virtual job fairs etc
Thank
you…….!