Covers Meaning, Process and sources of Recruitment,

1. Sanjiv Kumar Mahajan
Career Points University Kota

3. Introduction
HRP
• Demand
Forecasting
• Number &
Type
Job Analysis &
Job Design
• Tasks
• Responsibilities
• Qualifications
Hiring
• Recruitment
• Selection

4.  HRP helps HR Demand forecasting
 The number
 Type of people a firm needs.
 Job analysis and job design specify the tasks and duties of jobs
and the 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.
 Hiring involves two broad groups of activities
 Recruitment
 Selection
Introduction
HRP
• Demand
Forecasting
• Number & Type
Job Analysis & Job
Design
• Tasks
• Responsibilities
• Qualifications
Hiring
• Recruitment &
Selection

5. Objective
To learn about Recruitment & its importance
Outcome
Students will have in-depth understanding of Process of
Recruitment, factors affecting recruitment and sources of
recruitment.
Recruitment

6. Preview
 Introduction
 Definition & Meaning of Recruitment
 Recruitment Process
 Factors Affecting Recruitment
 Internal /Organisational Factors
 External/Environmental Factors
 Sources of Recruitment
 Conclusion

7.  Process to discover the sources of manpower to meet the
requirements of the staffing schedule and to employ effective
measures for attracting that manpower in adequate numbers to
facilitate effective selection of an efficient working force”.
 Process of searching for potential applicants/ prospective employees
and stimulating & encouraging them to apply for jobs in an
organisation”
 The process begins when new recruits are sought and ends when
their screening has been carried out.
 The result is a pool of applicants from which new employees are
selected.
 Difference between Recruitment & Selection
Recruitment : Definition

8. 8
Recruitment vs Selection
Recruitment Selection
Process of searching for potential
applicants/ prospective employees and
stimulating & encouraging them to apply
for jobs in an organisation
It is a process of picking up more
competent and suitable employees

9. • Continous Process
• Linking Activity. Brings together employer and prospective
employees
• Pervasive Function. Applicable to all organisations at all levels
• Two-way Process. Between employee and employer
• Identifies Human Resources.
• Fulfilment of Manpower Needs.
• Dependency. Dependent on Job Analysis, Job description & Job
Specifications
Recruitment : Features

10. Objectives of Recruitment

11.  Determine the present and future manpower requirements in
conjunction with its HRP and job-analysis activities.
 Identify and prepare potential job applicants who will be
appropriate candidates.
 Increase the pool of job candidates at minimum cost.
 Increases Success rate of selection
Objectives of Recruitment

12.  Meet the organization’s legal and social obligations
regarding the demographic composition of its workforce.
 Increase organizational and individual effectiveness in the
short term and long term.
Objectives of Recruitment

13. Factors Affecting Recruitment

14. 14
Internal Factors
Internal Factors
 Recruitment Policy
 Organisation Size
 Organisation Image
 Type of personnel to
be recruited
 Past Practices
 Growth & Expansion
 Cost
Also called endogenous factors are within the control of
organisation

15. 3/20/2012 THIS PPT BELONGS TO BRO CODE © 15
Recruitment Policy

16. Recruitment Policy
 Provides a framework for the implementation of the
recruitment programme in form of procedure.
 Internal Recruitment
 External Recruitment
 Temporary or Part time employees
 Recruitment of handicaps, Minority groups, Women
employees & relatives of employees etc

17. Recruitment Policy
Features of Good Recruitment Policy
 Conform to general personnel policies.
 Focus to recruit the best potential people.
 Treatment of every applicant with dignity and respect.
 Unbiased policy.
 Transparent, task oriented and merit based selection.
 Should match the qualities of prospective employees
with job requirement.

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External Factors
External Factors
 Competition for HR
 Legal Factors
 Socio- cultural Factors
 Supply & Demand
 Labour Market
 Unemployment rate
 Sons of Soil
Factors which are beyond the control of the organization

19. External Factors
Legal Factors
 Reservation of jobs for SC, STs, Minorities, OBCs.
 Child Labour Act
 Employment Exchange Act, Mines Act , The Factories Act etc
Socio- Cultural Factors
Restrict/Prevent employment of certain category of personnel
ie Employment of women in some manufacturing operations.

20. External Factors
Labour Markets
 Employment conditions in area where the organisation is located
influence recruiting effort.
 Informal attempts ie even notice board display will of requisition will
attract lot of applicants
Supply and Demand
 Supply and demand of particular skill in labour.
 Extra ordinary recruiting effort needed when demand of skill is high
relative to the supply.
 Demand for programmers and financial analysts

21. 21
External Factors
External Factors
 Competition for HR
 Legal Factors
 Socio- cultural Factors
 Supply & Demand
 Labour Market
 Unemployment rate
 Sons of Soil
Factors which are beyond the control of the organization

22. Recruitment Process

23. 23
Recruitment Process
Personnel
Planning
Job
Analysis
Recruitment
Planning
 Numbers
 Type
Strategy
Development
Where (Local/
National Mkt)
How
When
Searching
Source
Activation
Selling
Message
Media
Job
Vacancy Applicant
Pool
Screening
Evaluation
& Control

24. Recruitment Planning
Offer Acceptance(10)
offer: acceptance(2:1)
Job Offered(20) Interview
: offer (10:1)
Interview (200)
Contact:Interview(10:1)
Initial Contacts (2000)
Yield Ratio expresses
relation of applicant input
to output at various level
Type of Contacts Type of people to be informed about job openings
Based on qualifications expected based on Job description & Job
Specifications

25. 25
Recruitment Process
Personnel
Planning
Job
Analysis
Recruitment
Planning
 Numbers
 Type
Strategy
Development
Where (Local/
National Mkt)
How
When
Searching
Source
Activation
Selling
Message
Media
Job
Vacancy Applicant
Pool
Screening
Evaluation
& Control

26. Searching
Source Activation
 Search method activated by issue of employee requisition by line
manager.
 Actual recruitment commences once line manager verifies that actual
vacancy exists.
Selling
 Concerns Communication with potential employees through media.
 Resist overselling their virtues.
 Selection of Message( advertisement) & Media deserve attention.

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Recruitment Process
Personnel
Planning
Job
Analysis
Recruitment
Planning
 Numbers
 Type
Strategy
Development
Where (Local/
National Mkt)
How
When
Searching
Source
Activation
Selling
Message
Media
Job
Vacancy Applicant
Pool
Screening
Evaluation
& Control

28. Sources of Recruitment

29. Sources of Recruitment
 Recruitment sources are the medium of choosing candidates
for recruitment process.
 Sources considered after finalising the recruitment plan(no &
type of potential candidates).
Recruitment
Internal
Sources
External
Sources

30. Internal Sources
Previous
Applicants
Referrals
Transfers &
Promotions
Ex-Employees
Internal Sources
 Recruitment from within the organization.
 Internal sources of recruitment are readily available to an organization.

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Transfers
Transfers implies shifting of an employee from one job to another
without any shift in change of responsibilities.
Promotions
Promotion refers to shifting of an employee to a higher position
carrying higher status, responsibilities and pay.
Former Employees
 Ex-employees can be invited and appointed to fill vacancies
in the organization.
 There are situations when ex-employees provide unsolicited
applications also.
 Dependents and relatives of deceased and disabled
employees
Internal Sources

32. 32
Employee Referrals
 Recommendations from a current employee regarding a job
applicant who can be a friend or a family member
 Good prospect for the friends & relatives of employees by
aquainting them with advantages of job with the company and
encouraging them to apply.
 Microsoft, Wipro & Infosys offer referral incentives to its
employees
 Cost effective method.
Internal Sources

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Internal Sources : Merits
 Morale and motivation of employees improves.
 Promotes loyalty and commitment amongst employees due
to sense of job security and advancements.
 Chances of proper selection high.
 Present employees familiar with organization surroundings.
 Time and expenditure for recruitment reduced

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Internal Sources : Demerits
 Fails to bring in fresh blood into organization.
 Promotion based on seniority.
 Choice in selection is restricted.
 All vacancies cannot be filled from within
organization.
 Not available to newly established enterprise.

35. External Sources
Indirect
Methods Third Party
MethodsDirect
Methods
External Sources
 Recruitment solicited from sources outside the organization.
 External sources are external to a concern

36. Direct Method
 Campus Recruitment
 Recruitment at Factory Gate
 Displaced Persons
Indirect Method
 Advertisement - Newspaper (want/blind advertisement), TV, Radio,
Technical magazines & Brochures
 Professional & Trade Associations provide placement to members
 Competitors
Third Party Methods
 Private Employment Agencies
 Employment Exchanges
 Consultants. ABC Conultants, Ferguson Associates, Head Hunters
etc
External Sources

37.  Large Pool of Talent
 Induction of Fresh Blood
 Healthy Competition among existing employees & fresh
inductees
 Innovativeness
Merits -External Sources

38.  Expensive
 Time Consuming
 De-motivation for existing employees
Demerits of External Sources

39. 39
Recruitment vs Selection
Basis Recruitment Selection
Meaning
Process of searching for
potential applicants/
prospective employees and
stimulating & encouraging
them to apply for jobs in an
organisation
It is a process of picking
up more competent
and suitable employees
Objective
It encourages large
number of Candidates
for a job.
It attempts at rejecting
unsuitable candidates.
Hurdles
The candidates have not to
cross over many hurdles.
Many hurdles have to be
crossed.

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Recruitment vs Selection
Basis Recruitment Selection
Approach It is a positive
approach.
It is a negative
approach.
Sequence It proceeds selection. It follows recruitment.
Economy It is an economical
method.
It is an expensive
method.
Time Consuming Less time is required. More time is required.

42. Conclusion

43. Thank You