Contenu connexe


The concept of recruitment

  1. THE CONCEPT OF RECRUITMENT By- Deepti Sharma Faculty, School of Commerce, DAVV, Indore
  2. Meaning Of Recruitment According to Edwin B. Flippo, recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation”. Recruitment is the activity that links the employers and the job seekers. A summary of few definitions of recruitment cab be understood as: •A process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applications from which new employees are selected. •It is the process to discover sources of manpower to meet the requirement of staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force.
  3. Meaning Of Recruitment •Recruitment of candidates is the function preceding the selection, which helps create a pool of prospective employees for the organisation so that the management can select the right candidate for the right job from this pool. The main objective of the recruitment process is to expedite the selection process. •Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for the future human resources needs even though specific vacancies do not exist. Usually, the recruitment process starts when a manger initiates an employee requisition for a specific vacancy or an anticipated vacancy.
  4. Recruitment Needs are of Three types •PLANNED i.e. the needs arising from changes in organization and retirement policy. •ANTICIPATED Anticipated needs are those movements in personnel, which an organization can predict by studying trends in internal and external environment. •UNEXPECTED Resignation, deaths, accidents, illness give rise to unexpected needs.
  5. Purpose and Importance of Recruitment •Attract and encourage more and more candidates to apply in the organisation. •Create a talent pool of candidates to enable the selection of best candidates for the organisation. •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.
  6. Purpose and Importance of Recruitment • 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
  7. Recruitment Process •The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the recruitment strategic advantage for the organisations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. A general recruitment process is as follows:
  8. Identify vacancy Conducting interview Prepare job description and decision making and person specification Arrange Advertising the interviews vacancy Short-listing Managing the response
  9. Sources Of Recruitment Every organisation has the option of choosing the candidates for its recruitement processes from two kinds of sources: internal and external sources. The sources within the organisation itself (like transfer of employees from one department to other, promotions) to fill a position are known as the internal sources of recruitement. Recruitment candidates from all the other sources (like outsourcing agencies etc.) are known as the external sources of The recruitement.
  11. METHODS OF RECRUITEMENT • INTERNAL METHOD 1. Promotion 2. Transfer • DIRECT METHOD 1. Professional Institutions 2. Seminars 3. Mobile office
  12. • INDIRECT METHOD 1. Advertisement in Newspaper 2. Advertisement in television and Radio 3. Journal and technical magzines. • THIRD PARTY METHOD 1. Employment agencies 2. Professional associations 3. Consulting firms 4. Friends and relatives
  13. Components of recruitement Policy •The general recruitment policies and terms of the organisation •Recruitment services of consultants •Recruitment of temporary employees •Unique recruitment situations •The selection process •The job descriptions •The terms and conditions of the employment
  14. A recruitment policy of an organisation should be such that: It should focus on recruiting the best potential people •To ensure that every applicant and employee is treated equally with dignity and respect. •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 •Integrates employee needs with the organisational needs.
  15. Recent Trends in Recruitment • OUTSOURCING • POACHING/RAIDING. • E-RECRUITMENT
  16. Advantages of recruitment •Low cost. •No intermediaries •Reduction in time for recruitment. •Recruitment of right type of people. •Efficiency of recruitment process.
  17. Recruitement Vs Selection 1. The recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation WHEREAS selection involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts. 2. The basic purpose of recruitments is to create a talent pool of candidates to enable the selection of best candidates for the organisation, by attracting more and more employees to apply in the organisation WHEREAS the basic purpose of selection process is to choose the right candidate to fill the various positions in the organisation.
  18. 3. Recruitment is a positive process i.e. encouraging more and more employees to apply WHEREAS selection is a negative process as it involves rejection of the unsuitable candidates. 4. Recruitment is concerned with tapping the sources of human resources WHEREAS selection is concerned with selecting the most suitable candidate through various interviews and tests. 5. There is no contract of recruitment established in recruitment WHEREAS selection results in a contract of service between the employer and the selected employee.
  20. HR challenges in recruitment •Adaptability to globalization – The HR professionals are expected and required to keep in tune with the changing times, i.e. the changes taking place across the globe. HR should maintain the timeliness of the process •Lack of motivation – Recruitment is considered to be a thankless job. Even if the organisation is achieving results, HR department or professionals are not thanked for recruiting the right employees and performers. •Process analysis – The immediacy and speed of the recruitment process are the main concerns of the HR in recruitment. The process should be flexible, adaptive and responsive to the immediate requirements. The recruitment process should also be cost effective. •Strategic prioritization – The emerging new systems are both an opportunity as well as a challenge for the HR professionals. Therefore, reviewing staffing needs and prioritizing the tasks to meet the changes in the market has become a challenge for the recruitment professionals.
  21. Recruitement Trends in KPO’s • Knowledge process outsourcing (KPO) is the next big thing in the outsourcing sector. By 2010, Indian KPO sector is estimated to have 71 percent share of the global KPO sector. Recruitment Trends in KPO industry in India is growing at a tremendous rate. KPO sector is growing and so are the job opportunities in this sector. The industry currently employees more than 26000 employees and are expected to grow to 250,000 employees by 2010 (as estimated by NASSCOM). • The final recruitment process in KPOs generally consists of the following rounds: Aptitude tests Case study rounds 2 or 3 interview rounds
  22. • The qualities looked for in candidates are: Business acumen Strong analytical and quantitative skills Flair for research, eye for detail Understanding of various sectors Communication skills Leadership capabilities • Depending upon the qualifications, the package for the freshers range from 2 lacs p.a. to 4 lacs. The KPOs are recruiting Post graduates in bulk. MBA's and post graduates are in great demand in KPOs. Apart from the management related positions like HR, finance etc., KPOs are recruiting from B-schools for various positions in research like research analysts in various domains like market research, financial services etc. the opportunities range from primary to secondary research. The industry also provides lucrative career options to graduates with excellent academic records to start career in research.