Employment

1. It doesn't matter who you
are, where you come from.
The ability to triumph
begins with you Always.
- Oprah Winfrey

3. Recruitment

4. RECRUITMENT & SELECTION
• Recruitment & selection are two
major stages in the organisation
entry path, with recruitment being
the first stage and selection the
second.

5. Introduction
• Successful human resource planning
should identify our human resource needs.
• Once firm know these needs, they need to
do something about meeting them.
• The next step in the acquisition function,
therefore, is recruitment.
• It is the activity that links the employers
and job seekers.

10. Org Goals and objectives
Human resource Planning
Recruitment
External Sources
Internal methods of
recruitment
External methods of recruitment
Internal Sources
Initial
screening
Application Pool
Rejected Candidates Selected candidates
Job Offer
Selection Methods
Recruitment process flow

11. Factors Affecting Recruitment
• Internal Factors
• External Factors

12. Internal factors
• Recruitment policy
• Human resource planning
• Size of the firm
• Cost of recruitment
• Growth and expansion plans

13. Recruitment Policy
• As Yoder et al observe recruitment policy spells out
the objectives of the recruitment and provides a
framework for implementations of the recruitment
programme in the form of procedures.
• In addition, the recruitment policy may also involve
the organisation system to be developed for
implementing the recruitment programme and
procedures to be employed.

14. Human Resource Planning
• Its all about forecasting how many people
required at right time and at right positions.
• It helps in determining the gaps present in
the existing and required manpower of the
organization.
• Recruitment process follows a plan as
documented in HRP.

15. Size of the Firm
• It is an important factor in recruitment
process.
• If the organization is small then process
will be simple and cost effective.
• If the organization is large then it will be
hiring more personnel, which will handle
its operations.

16. Cost of recruitment
• Recruitment incur cost to the employer
therefore, organizations try to employ that
source of recruitment which will bear a lower
cost of recruitment to the organization for each
candidate.
• At the same time organizations must ensure
they get the right pool of candidates to choose
them.
• Companies are preferring online recruitment.

17. Growth and Expansion plans
• If the organisations is expanding its operation
then obviously they will need for people to work
on various projects.
• While if the organization is in losses or planning
to shut down their operations then there
approach to recruitment would be different.
– Ola Cabs, Uber, Time Life, Oyo Rooms, that have
laid-off their employees due to the pandemic.

18. Organizational /Internal Factors – to determine success
& failure of the recruitment program.
• Reputation of the org. ( profitability, mgt)
• Org culture & attitude of mgt – i.e. Recruitment policy
• Geographical location of the vacant position.
• Image of the organisation (product or service, public
relations or patronage or promotion/sponsoring of
events and community events )
• Promotion and retirement policies
• Wage and salary policies
• Turnover rates

19. External Factors Affecting Recruitment

20. External Factors
• Supply and demand
• Labour market
• Unemployment rate
• Competitors approach
• Political, social and legal environment

21. 1. Supply and Demand
• The availability of manpower both within and
outside the organization is an important determinant
in the recruitment process.
• If the company has a demand for more professionals
and there is limited supply in the market for the
professionals demanded by the company, then the
company will have to depend upon internal sources
by providing them special training and development
programs.
• Otherwise if the supply is high then, there is no issue
and company can get high level of talented
candidates.

22. 2. Labour Market
• Employment conditions in the community where the
organisations is located will influence the recruiting
efforts of the organisations.
• Supply and demand keep on varying in different
industries.
• Labour market be overcrowded and undercrowded
based on the number of skilled professionals seeking
for employment.

23. 3. Unemployment rate
• One of the factors that influence the availability of
applicants is the growth of the economy (whether
economy is growing or not and its rate)
• If the unemployment rate is high then there is more
number of people applying for the jobs and
organization do get best employees at affordable
cost as well.
• Even organization bargaining power is high that’s
why most of the MNCs try to look for developing
countries for setting up their operations.

24. 4. Competitors
• The recruitment policies of the competitors also
effect the recruitment function of the organization.
• To face the competition, many a times the
organizations have to change their recruitment
policies according to the policies being followed by
the competitors.

25. 5. Political, Social and Legal Environment
• Various government regulations prohibiting discrimination
in hiring and employment have direct impact on
recruitment practices.
• For example, Government of India has introduced
legislation for reservation in employment for scheduled
caste, scheduled tribes, women, physically handicapped,
and local people etc.
• This restricts management freedom to select those
individuals who it believes would be the best performers.
• Demographic factors (sex , age, literacy, migration )
• Culture, social attitudes & beliefs .
• Organisations are bound to comply to these environment.

26. Sources of Recruitment

27. • After the finalisation of recruitment plan
indicating the number and type of prospective
candidates, they must be attracted to offer
themselves for consideration to their
employment.
• This necessitates the identification of sources
from which these candidates can be attracted.
Some companies try to develop new sources,
while most only try to tackle the existing
sources they have.
• These sources, accordingly, may be termed as
internal and external.

28. Recruitment Process Flow

29. INTERNAL SOURCE OF RECRUITMENT
Refers to recruitment that takes place from
within the organization. It includes:
• Promotion
• Transfers
• Retired and Former employees
• Internal Advertisement
• Dependent of deceased, disabled, retired
permanent employees

30. Promotions
• Anybody who is eligible and showed good
performance can be considered for the vacant post.
• Promotions results in enhancement in pay, position,
responsibility and authority.
• Promotion policy must be transparent in terms,
conditions, rules and regulations should be well
defined.

31. Transfers
• Employees may be transferred from one
department to another whenever the post
becomes vacant.
• This may be only done when the candidate
has the necessary skills required for the job.
• There will be no enhancement in pay,
position, responsibility and authority.

32. Retired and Former employees
• The retired employees may be given the
extension in their service in case of non-
availability of suitable candidates for the post.
• Former/Retrenched employees who had
performed well during their tenure may be
called back, and higher wages and incentives
can be paid to them.

33. Internal Advertisement
• The existing employees may be interested in
taking up the vacant jobs.
• As they are working in the company since long
time, they know about the specification and
description of the vacant job.
• For their benefit, the advertisement within
the company is circulated as a circular or
posted on internal notice board.

34. External Sources of recruitment
• Campus Recruitment
• Public employment exchanges
• Advertisements
• Private Employment Agencies /Consultants
• Professional association
• Casual Applicants
• Data Bank/Previous Applicants
• Similar organisations
• Trade unions
• Word of mouth
• Deputation

35. Modern sources of
Recruitment
• Employee referrals
• Walk-In Interview
• Consult-In
• Factory gate hiring
• Head hunting
• Raiding
• Body shopping
• Mergers and Acquisition
• E-Recruitment
• Outsourcing

36. • Blogging on Social Networking Sites
E.g.: Twitter, Face book, Multiply, HRLink,
CiteHR, LinkedIn and Orkut
• Job Fairs, Job Application Banners,
Pamphlets, Hoardings, Advertisement in
Public transport by using visual and audio
aids.

37. Contents of an ideal advertisement
• Nature of business and size of the org.
• Nature of the job
• Location or place of work
• Tasks and responsibilities attached to the position
• Reporting hierarchy and work culture

38. External sources contd..
Contents of an ideal advertisement
• Emoluments, benefits and other facilities available
• Job requirements
• Last date to respond
• Ways to respond – email, telephone, post
• May talk about work culture

39. Employment agencies
a. Public or state agencies
Employment Exchange Act 1959 (Compulsory
Notification of Vacancies)
• Few years ago – popular in India
• Graduates register themselves
• Agency acts as a connecting link
• Now concept is outdated – changing needs

40. b. Private agencies
• Now a days in demand
• Invite applications – screen – first round shortlist –
test/interview – second round shortlist – HR dept
conduct final interview – selection
• ABC Consultant, Sutra HR, Career Net
Consultant, Manpower Group India, Adecco India
c. Head hunters/Executive recruiters
• Specialized category of private agencies
• To cater - top mgt
• Handle executive search – high fees

41. 3. Educational institutions/Campus Placement
• Provide placement – by inviting companies
• Companies short list the colleges – then visit
• Long term relationship are built

42. Top Online Job Portals
(Websites) in India
• Naukri.com
• Linkedin.com
• Shine.com
• Timesjobs.com
• Monsterindia.com
• FreeJobAlert.com
• Glassdoor.co.in
• Indeed.co.in
• Freshersworld.com