The document discusses recruitment, which is the process of attracting qualified individuals to apply for jobs in an organization. It covers the purpose, importance, factors influencing recruitment efforts, alternatives to recruitment like outsourcing, and the recruitment process from determining needs to evaluating efforts. Internal sources like job postings and external sources like colleges are described.

1. RECRUITMENT

2. Recruitment
The process of attracting
individuals on a timely basis, in
sufficient numbers, and with
appropriate qualifications, and
encouraging them to apply for jobs
with an organization

3. Purpose of Recruitment
To determine the organization’s present
and future recruitment needs in
conjunction with HR planning & job
analysis.
To increase the pool of qualified job
applicants at minimum cost.
To help increase the success rate of the
selection process by reducing the
number of overqualified and under
qualified applicants.

4. • To help reduce the probability that applicants once
recruited and selected will leave the organization
after a short time.
• To increase organizational & individual
effectiveness in the short and long run.
• To evaluate the effectiveness of various
recruitment techniques.

5. Importance of Recruitment
Determining the organizations long and
short range needs by job title and levels
in the organization.
Staying informed of job market
conditions.
Developing effective recruitment material.
Obtaining a pool of qualified applicants

6. Importance of Recruitment
Developing a systematic program of
recruitment in conjunction with other
HR activities
Recording the number and quality of job
applicants produced by various sources
and methods of recruiting.
Following up on applicants those hired
and not hired in order to evaluate the
effectiveness of recruitment effort
Accomplishing All of these activities within
a legal context.

7. Factors influencing recruitment
Effort
External Factors
Labor market
Govt. Policy
Trade Unions
Composition of labor force
Location of organization

8. Factors influencing recruitment
Effort
Internal Factors
Strategic Plans
Organizational policies
Recruitment criteria
Costs
Recruiter habits
Inducements

9. Alternatives to Recruitment
• Outsourcing
• Contingent Workers
• Employee Leasing
• Overtime

10. Outsourcing
• Transfers responsibility to an
external provider
• Provides greater efficiency and
effectiveness

11. Contingent/Temporary Workers
• Part-timers, temporaries, and
independent contractors
• Staffing companies or
independent contractors
• Fast growing
• Provides greater flexibility
and lower labor costs
• Human equivalent of just-in-
time inventory

12. Employee Leasing
• Off-site human resources department
• Puts business owner’s employees on
their payroll
• Leases employees back to company
• Charge from 1-4%
• Small- and medium-sized firms
• Opportunities for job mobility
• Loss of employee loyalty

13. Overtime
• Most commonly used
method of meeting short-
term fluctuations in work
volume
• Employer avoids
recruitment, selection, and
training costs
• Employees gain from
increased income
• Potential problems

14. De Recruitment
• It is he process of reducing the labor supply
within an organization.
• The various de recruitment options
available are: Firing, Layoffs, Transfers,
Reduced work weeks, Early retirements, job
sharing.

15. The Recruitment Process
• Determining the need.
• Obtain Approval
• Determine the KRA’S of the job
• Consult the recruitment policy and procedure.
• Choose the recruitment source
• Decide on the recruitment method
• Implement the decision
• Allow sufficient time for response
• Screen responses
• Draw up a shortlist of candidates
• Provide feedback to applicants
• Proceed to selection
• Evaluate recruitment effort

16. Realistic job preview (RJP)
• It is the description provided by the organization
to applicants and new employees that gives both
the positive and negative aspects of the job
• It improves the recruitment process by giving
pertinent and realistic information about the job to
applicants so that he can choose and select jobs for
which he or she is better suited. It helps to achieve
job satisfaction and improve performance in the
long run.

17. Methods Used in Internal
Recruiting
Skill Inventories
Job Posting
Job Bidding
Inside Moon Lighting

18. Job posting & Bidding
• The employees nominate themselves if they
are interested in being considered for an
opening. They can be notified of all job
vacancies by posting notices or some way
of inviting employees to apply for job.
• The job postings describe the job, locations.
Pay, qualifications and encourage
employees to apply .

19. Skill Inventories
• It is a computerized system designed to keep track
of employees experience education and abilities.
• The organization can search the files for potential
qualified candidates for position vacancies.
Identified candidates are asked whether or not
they wish to apply .
• It should be used in conjugation with job posting
to ensure that openings are known to all
applicants.

20. Inside MoonLighting
• In case of a short term need or a small job
which does nor require a great deal of
additional work the organization could offer
to pay bonuses of various types to people
not on time payment .
• This type of internal recruitment is called
Inside Moonlighting

21. External Sources of Recruitment
• Advertisements- Want Ads
Blind Ads
• Special Event recruiting
• Telerecruiting
• Posters
• Door hangers
• Bill boards
• Hotlines
• Information seminars

22. Colleges and Universities
• Professional,
technical, and
management
employees
• Placement directors,
faculty, and
administrators

23. Competitors and Other Firms
• Five percent of working population
is either actively seeking or
receptive to change
• Smaller firms look for employees
trained by larger organizations

24. Older Individuals
• Valuable source of
employees
• Perform some jobs
extremely well
• Good work habits
• Lower absenteeism rates
• Higher levels of
commitment

25. External Recruitment Methods
• Advertising
• Employment
Agencies - Private
and Public
• Recruiters
• Special Events
• Internships
• Executive Search
Firms

26. External Recruitment Methods
(Continued)
• Professional Associations
• Employee Referrals
• Unsolicited Walk-In/Write In
Applicants
• Open Houses
• Event recruiting
• Virtual Job Fairs
• Head Hunters
• Rehires / Recalls

27. Advertising
• Communicates firm’s employment
needs
• Should indicate how to respond
• Previous experience with various media
suggest the approach taken
• Certain media attract more
homogeneous audiences
• Professional groups publish journals

28. Employment Agencies - Public
and Private
• Help firms recruit employees and
aid individuals to locate jobs
• Best known for recruiting
white-collar employees
• One-time fee may discourage
candidate
• Some private agencies deal
primarily with firms that pay fee

29. Employment Agencies - Public
and Private -- (Continued)
• Each state operates public
employment agencies
• Receive overall policy direction
from the U.S. Employment Service
• Public employment agencies best
known for recruiting and placing
individuals in operative jobs

30. Recruiters
• Used with technical, vocational,
community colleges, colleges and
universities
• On-campus recruiting is number one
method for snaring students
• Director of Student Placement is key
campus contact
• Company recruiter plays vital role
• Videoconferencing system used

31. Special Events
• A single employer or group of
employers attempt to attract a large
number of applicants for interviews
• Meet a large number of candidates in a
short time
• Job fairs offer lower cost per hire than
traditional approaches

32. Internships
• Places student in a temporary job
• Used as a recruiting technique
• No obligation to hire student
permanently or for student to accept a
permanent position
• Typically a temporary job for summer
or a part-time job during school year
• Students bridge gap from theory to
practice

33. Executive Search Firms
• Locate experienced professionals and
executives
• Need specific types of individuals
• Sophisticated profession serving greatly
expanded role
• Assist in determining HR needs,
establishing compensation packages,
and revising organizational structures
• Client pays expenses, as well as fee

34. Professional Organizations
• Recruitment and
placement services for
members
• Society for Human
Resource Management
operates job referral
service

35. Employee Referrals
• Important role in
recruitment process
• Referrals better
qualified and stay
on job longer
• Recruit new hires
through employee-
referral incentive
programs

36. Unsolicited Walk-In Applicants
• Reputation of being a good
place to work attracts qualified
prospects without extensive
recruitment
• Well-qualified workers seek
specific company

37. Open Houses
• Pair potential hires and managers
in warm, casual environment that
encourages on-the-spot job offers
• Cheaper and faster than agencies
• May attract more unqualified
candidates

38. Event Recruiting
• Opportunity to create image of
company
• Attend events where recruits are
likely to be

39. Virtual Job Fairs
• Students are interviewed
face-to-face by recruiters
using computers that use
cameras to send head-
and-shoulder images
• Recruiters visit schools
without leaving office

40. Tailoring Recruitment Methods
to Sources
• Tailored to need each firm’s needs
• Recruitment sources and methods
vary according to position being
filled

41. Recruitment for Diversity
• Analysis of recruitment
procedures
• Utilization of minorities,
women, and individuals
with disabilities
• Advertising
• Employment agencies
• Other suggested
approaches

42. RECRUITMENT

43. Recruitment
The process of attracting
individuals on a timely basis, in
sufficient numbers, and with
appropriate qualifications, and
encouraging them to apply for jobs
with an organization

44. Purpose of Recruitment
• To determine the organization’s present
and future staffing needs in conjunction
with HR planning & job analysis.
• To increase the pool of qualified job
applicants at minimum cost.
• To help increase the success rate of the
selection process by reducing the
number of overqualified and under
qualified applicants.

45. • To help reduce the probability that applicants once
recruited and selected will leave the organization
after a short time. ( retention rate)
• To increase organizational & individual
effectiveness in the short and long run.
• To evaluate the effectiveness of various
recruitment techniques.

46. Factors influencing recruitment
Effort
External Factors
• Labor market
• Govt. Policy
• Trade Unions
• Composition of labor force
• Location of organization

47. Factors influencing recruitment
Effort
Internal Factors
• Strategic Plans
• Organizational policies (promotion
policy- (PFW))- filling vacancies
with current employees.
• Recruitment criteria
• Costs

48. Alternatives to Recruitment
• Outsourcing
• Contingent Workers
• Employee Leasing
• Overtime

49. Outsourcing
• Transfers responsibility to an
external provider
• Provides greater efficiency and
effectiveness

50. Contingent/Temporary Workers
• Independent contractors called to work only
when needed.
• Temporary workers
• Fast growing
• Provides greater flexibility and lower labor costs
• Human equivalent of just-in-time inventory
• Company uses them due to seasonal
fluctuations, project based work, hiring freeze,
skill sets which are not available etc

51. Employee Leasing
• Off-site human resources department
• Puts business owner’s employees on
their payroll
• Leases employees back to company
• Charge from 1-4%
• Small- and medium-sized firms
• Opportunities for job mobility
• Loss of employee loyalty

52. Overtime
• Most commonly used method of meeting
short-term fluctuations in work volume
• Employer avoids recruitment, selection,
and training costs
• Employees gain from increased income
• Potential problems are : employees may
get fatigued, managers believe that they
pay more but receive less in return. They
may pace themselves to ensure
overtime.

53. De Recruitment
• It is the process of reducing the labor supply
within an organization.
• The various de recruitment options
available are: Firing, Layoffs, Transfers,
Reduced work weeks, Early retirements, job
sharing.

54. Recruitment Process
External Environment
Internal Environment
Human Resource Planning
Alternatives to
recruitment
Internal Recruitment External
Sources Sources
Internal Recruited Individuals External
Methods Methods

55. The Recruitment Process
• Determining the need.
• Obtain Approval
• Determine the KRA’S of the job
• Consult the recruitment policy and
procedure.
• Choose the recruitment source
• Decide on the recruitment method

56. • Implement the decision
• Allow sufficient time for response
• Screen responses
• Draw up a shortlist of candidates
• Provide feedback to applicants
• Proceed to selection
• Evaluate recruitment effort

57. Realistic job preview (RJP)
• It is the description provided by the organization
to applicants and new employees that gives both
the positive and negative aspects of the job
• It improves the recruitment process by giving
pertinent and realistic information about the job to
applicants so that he can choose and select jobs for
which he or she is better suited. It helps to achieve
job satisfaction and improve performance in the
long run.

58. Methods Used in Internal
Recruiting
Skill Inventories
Job Posting
Job Bidding
Inside Moon Lighting
Employee Referrals

59. Job posting & Bidding
• Job posting is a procedure for informing
employees that job openings exist. They can be
notified of all job vacancies by posting notices or
some way of inviting employees to apply for job.
• The job postings describe the job, locations, Pay,
qualifications and encourage employees to apply .
Job bidding is a procedure that permits employees
who believe that they possess the required
qualifications to apply for a posted job. The
employees nominate themselves if they are
interested in being considered for an opening.

60. • Whirlpool, BMW, Kellogg's, HP, manage
internal candidates with web based
applications. Employees create profiles for
their next ideal position and are notified
when such position exists. FedEx’s
philosophy is that employees should be
doing the kind of work they want to do. Its
website helps the candidates to identify
their ideal jobs.

61. Skill Inventories
• It is a computerized system designed to keep track
of employees experience education and abilities.
• The organization can search the files for potential
qualified candidates for position vacancies.
Identified candidates are asked whether or not
they wish to apply .
• It should be used in conjugation with job posting
to ensure that openings are known to all
applicants.

62. Inside Moon Lighting
• In case of a short term need or a small job
which does nor require a great deal of
additional work the organization could offer
to pay bonuses of various types to people
not on time payment .
• This type of internal recruitment is called
Inside Moonlighting

63. • Recruitment sources are where qualified
candidates are located such as colleges or
competitors.
• Recruitment methods are the specific means
used to attract potential employees to the
firm such as online recruiting.

64. External Sources of Recruitment

65. Colleges and Universities
• Professional,
technical, and
management
employees
• Placement directors,
faculty, and
administrators

66. Competitors and Other Firms
• Most highly qualified applicants
come directly from competitors in
the same labor market or
geographic area
• Smaller firms look for employees
trained by larger organizations

67. Older Individuals
• Valuable source of
employees
• Perform some jobs
extremely well
• Good work habits
• Lower absenteeism rates
• Higher levels of
commitment

68. • Former employees
• Unemployed
• Military personnel
• Self Employed workers

69. Online Recruitment Methods
• The Internet recruiter or cyber recruiter : He
is a person whose primary responsibility is
to use the internet in the recruitment
process.
• Virtual job fair : it is an online recruiting
method engaged in by a single employer or
a group of employers to attract a large
number of applicants.

70. • Corporate career websites are job sites accessible
from a company homepage that list the company
position available providing a way for applicants
to apply for specific jobs.
• General employment websites: Monster.com,
naukri.com etc. firms utilize them by typing in key
job criteria, skills and experience and indicate
their geographic location. They can get in seconds
a ranked list of resumes who match firm’s
requirements.

71. • NACELink: Countries have websites to assist college
students in securing jobs. In USA NACELink is a national
web based system for recruiting college students for all
types of employment like part time, internship, work study
etc.
• Niche Sites are websites that cater to a specific profession.
There seems to be a site virtually for everyone. e.g
cfo.com for senior finance professionals, TVjobs.com jobs
in broadcasting etc.
• Contract worker’s site : site available to assist this segment
of workforce like Freelance.com, Guru.com

72. External Recruitment Methods
• Advertising
• Employment
Agencies - Private
and Public
• Recruiters
• Special Events
• Internships
• Executive Search
Firms

73. External Recruitment Methods
(Continued)
• Professional Associations
• Employee Referrals
• Unsolicited Walk-In/Write In
Applicants
• Open Houses
• Event recruiting
• Head Hunters
• Rehires / Recalls

74. Advertising
• Communicates firm’s employment needs
through any media like news papers, radio,
TV, billboards etc.
• Has declined due to online recruiting
• Should indicate how to respond-apply in
person, by phone, mail etc
• Previous experience with various media
suggest the most effective approach taken
• Certain media attract more homogeneous
audiences
• Professional groups publish journals

75. • CEO of Monster.com stated that companies
with at least 2500 employees have stopped
advertising with news papers as they were
slow in responding and is expensive as
compared to online ad.

76. Blind Ads
• When you are job hunting, you will see many job
openings or job offers listed by recruiting firms or
employment agencies. Generally these job offers
are sufficiently vague so that you cannot
determine who the actual employer may be. Do
you ever wonder why that crucial information is
not revealed? Are these jobs just as valid as offers
made by the end employer? The answer is
complicated. However, few things should be
considered before sending your resume or an
application in response to a blind job ad.

77. • First, unless you know the agency placing
the ad, you should exercise extreme
caution. Blind ads can and often have been
used to gather personal information about
individuals as part of an identity theft
scheme. If you answer such an ad, be sure
to include as little personal information as
possible. NEVER send your banking or
credit card information

78. • Second, if you are currently employed and
answer a blind job ad, you need to
understand that the recipient of your resume
could possibly even be your current
employer. Their "secret" job hunt was no
longer a secret

79. • Third, there are many legitimate reasons why a company
might not want competitors, customers or other employees
in the company to know they are looking for someone to
fill some sensitive position. The company may also simply
want to work with an agency who may be much more
qualified to find highly technical or specialized personnel
than they are. Using recruiters is often a very cost
effective and efficient way to find the most qualified
personnel. The agency will not want to make that
information public, since revealing their client's name
would mean that their competitors would have the
information they need to try to take that business from
them. So it stands to reason that they would only share the
information with prescreened, qualified job candidates.

80. • Fourth, some jobs listed as blind ads do not
represent actual job openings at all. Recruiters use
the ads as a way to gather a large number of
resumes for a particular set of skills so that they
will have more potential candidates to use later
when an appropriate job offer is found. This is not
a bad thing necessarily. If your need to find work
is urgent, however, you may find that the resume
gathering job offers may take a much longer time
to materialize.

81. • You should evaluate the type of job offer,
the quality and reputation of the recruiter
placing the ad and the demands of your
current employment situation before you
decide to respond to a blind ad. For some
job types, blind ads may be your only
option. For others you may be much better
off looking for offers that come directly
from the actual employer. .

82. Want or classified ad
• A short ad in a newspaper or magazine
(usually in small print) and appearing along
with other ads of the same type
are called - classified advertisement,

83. Employment Agencies - Public
and Private
• Help firms recruit employees and
aid individuals to locate jobs
• Private agencies are often called
as head hunters best known for
recruiting white-collar employees
• One-time fee may discourage
candidate.
• Some private agencies deal
primarily with firms that pay fee.

84. Employment Agencies - Public
and Private -- (Continued)
• Each state operates public employment
agencies
Public employment agencies best known
for recruiting and matching people with
technical, professional and managerial
positions.
In USA – Job Bank is a partnership
between govt. and public agency. It is
the largest online service for national
and international employment

85. Recruiters
• Used with technical, vocational,
community colleges, colleges and
universities
• On-campus recruiting is number one
method for snaring students
• Director of Student Placement is key
campus contact
• Company recruiter plays vital role
• Videoconferencing system used

86. Job fairs
• A single employer or group of
employers attempt to attract a large
number of applicants for interviews to
one location
• Meet a large number of candidates in a
short time
• Job fairs offer lower cost per hire than
traditional approaches

87. Internships
• Places student in a temporary job
• Used as a recruiting technique
• No obligation to hire student
permanently or for student to accept a
permanent position
• Typically a temporary job for summer
or a part-time job during school year
• Students bridge gap from theory to
practice

88. Executive Search Firms
• Locate experienced professionals and
executives when other sources prove
inadequate.
• Need specific types of individuals
• Sophisticated profession serving greatly
expanded role
• Assist in determining HR needs,
establishing compensation packages,
and revising organizational structures
• Client pays expenses, as well as fee

89. • Contingency search firms: firms that receive
fees only upon successful placement of a
candidate in job opening.
• Retained search firms: are considered as
consultants to their client organizations
serving on an exclusive contractual basis
typically recruit top business executives.

90. Professional Organizations
• Many professional associations provide
Recruitment and placement services for
members. Jobs advertised are placed in
the journal in hard copy and also placed
on group websites.
• Society for Human Resource
Management operates job referral
service for members seeking new
positions and employers with positions
to fill.

91. Unsolicited Walk-In Applicants
• Reputation of being a good
place to work attracts qualified
prospects without extensive
recruitment
• Well-qualified workers seek
specific company

92. Open Houses
• Valuable recruiting tool during low
unemployment. Pair potential hires and
managers in warm, casual environment
that encourages on-the-spot job offers
• Cheaper and faster in hiring than
agencies
• May attract more unqualified candidates

93. Event Recruiting
• Recruiters going to events that the individuals
the company is seeking attend.
• Opportunity to create image of company
• Cisco systems pioneered event recruiting as a
recruitment effort . For programmers in Silicon
Valley the choice spots are marathons, bike
races, by sponsoring the event or giving the
prizes.

94. Sign on Bonuses
• Sign on bonuses are offered to high demand
prospects. Employers use them to attract top
talent particularly in high demand fields. It
is usually 5 to 10 % of their basic salary.

95. High tech competition
• Google has a unique way to get individuals
interested in applying for technical
positions. It sponsors an annual computer
programming competition where students
from around the world enters and the
winners get a call for the interview.

96. Virtual Job Fairs
• Students are interviewed
face-to-face by recruiters
using computers that use
cameras to send head-
and-shoulder images
• Recruiters visit schools
without leaving office

97. Applicant tracking system
• It is a software application designed to help
an enterprise recruit employees more
efficiently.

98. Tailoring Recruitment Methods
to Sources
• Tailored to need each firm’s needs
• Recruitment sources and methods vary
according to position being filled
• Managers must identify the source(
Where prospective employees are
located) before choosing the method (
How to attract them).

99. Recruitment for Diversity
• Analysis of recruitment procedures to
ensure that it is diversity oriented.
• Utilization of minorities, women, and
individuals with disabilities
• Advertising
• Employment agencies
• Other suggested approaches