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Objectives • After going through this session, you will be able to: o Define recruitment o Explain the meaning and scope of recruitment o Discuss the factors affecting recruitment o Explain the sources and methods of recruitment
Topics • In this session, we will focus on the following topics: o What is Recruitment? o Factors Affecting Recruitment o Methods of Recruitment o Summary
What is Recruitment In this topic, we will define recruitment and discuss some introductory information about it.
Recruitment Defined • Recruitment is the process of searching candidates for employment purposes. • It also involves creating a desire in them to seek for jobs in the organization. • It is a process of finding and attracting capable applicants for employment. • The process begins when new recruits are sought. • The process ends when their applications are submitted. • The result is a pool of applications from which new employees are selected.
Recruitment Defined(Contd.) • Recruitment is the activity that links the employers and the job seekers. • Recruitment is a process to: o Discover sources of manpower o Meet the requirement of staffing schedule o Employ effective measures for attracting that manpower o Facilitate effective selection of an efficient working force • Recruitment the first part of the entire function of –Recruitment and selection.
Features of Recruitment • By following the recruitment process an organization tries to develop a pool of qualified applicants for present and future human resources needs even though specific vacancies Recruitment do not exist. • Recruitment of candidates is the function preceding the selection. This helps create a pool of prospective employees for the organization. • The management can select the right candidate for the right job from this pool. • The main objective of the recruitment process is to initiate and further the selection process.
Types of Recruitment • Recruitment is broadly divided into three classifications. Anticipated o Planned, o Anticipated Planned Unplanned o Unplanned • Planned needs are the needs arising from company’s Types of growth as well as changes in the company and its Recruitment retirement policy • Anticipated needs are those recruitment needs which a company can predict by studying trends in internal and external environment. This includes business need, financial market scenario, global changes and so on. • Unexpected needs are the resignations, deaths, accidents, illness which give rise to filling in the vacancies.
Purpose of Recruitment • Recruitment is a continuous process it has many purposes. • Attract and encourage more and more candidates to apply in the organization. • Create a talent pool of candidates to enable the selection of best candidates for the organization. • 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.
Purpose of Recruitment(Contd.) • 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 organisation and individual effectiveness of various recruiting techniques and sources for all types of job applicants.
Importance of Recruitment • The importance of recruitment is as follows: o Provides organisation with a pool of qualified candidates o Improves the success rate in selection o Supports the organisation meet affirmative action goals o Increases organisational effectiveness • Provides organisation with a pool of qualified candidates • Since the purpose of recruitment is to search and attract talent into the organisation, recruitment makes selection better as there is a wide choice from where the right candidates can be selected. • Improves the success rate in selection • If recruitment is carried out properly, it will reach out to the right targets. This makes it possible for the organisation to pick the right person for the right position.
Importance of Recruitment(Contd.) • Supports the organisation meet affirmative action goals • Only if the employees are the right people for the required jobs, will it be possible for the goals and targets to be met in an effective manner. • Increases organisational effectiveness • Only the collective efforts of employees can lead to organizational goals. Therefore if the people in the organization are right, then it is possible to achieve organizational effectiveness.
Factors Affecting Recruitment In this topic, we will discuss the factors affecting recruitment.
Internal and External Factors • The recruitment function of any organization is affected and governed by a mix of various internal and external factors. • The internal factors are the factors that can be controlled by the organization. • The external factors are those factors which cannot be controlled by the organization. • Let us check them out in detail. • Internal factors affecting recruitment o Supply and demand for skills and talent o The market for skilled and unskilled labour o The image and brand value of the organisation o The political, legal & societal conditions in the industry o The unemployment rate o The level of competition in the industry
Internal and External Factors (Contd.) • External factors affecting recruitment function: o Recruitment policy of the organization o The HR planning o The size of the organization o Cost of recruitment or the HR budget o Growth and expansion plans External factors Internal Factors • Supply and demand • Recruitment policy • Labour market • Human resource planning • Image / Goodwill • Size of organization • Market environment • Cost of recruitment • Rate of unemployment • Growth and expansion plans • Competitors
Internal Factors The internal factors can be controlled by the organization are: o Recruitment Policy o Human Resource Planning o Size of the Organization o Cost of Recruitment o Growth and Expansion Recruitment Policy: • The recruitment policy depends on the business model of an organization. • According to the model organization will lay down the recruitment model for all recruitment activities. • Some factors affecting recruitment policy are: o Organizational goals o Personnel policies of the organization and its competitors o Government policies on reservations o Preferred sources of recruitment o Recruitment costs and financial implications
Internal Factors(Contd.) • Human Resource Planning: o Effective human resource planning helps in determining the gaps present in the existing workforce of the organization. o This would be the plan of the total number and the types of human resources the organisation needs to achieve their goals for a definite period of time. • Size of the Organization: o The recruitment needs are dependent on the size of the organisation. o The larger the organisation, the more is the need for employment in terms of numbers as well as in specific roles. • Cost of Recruitment: o Recruitment incurs cost to the employer. o Therefore, organizations try to employ that source of recruitment which will bear a valuable cost of recruitment to the organization for each candidate. o The recruitment needs highly depend on the budget of the organisation. • Growth and Expansion: o Organization will employ or think of employing more personnel if it is expanding its operations. o If the organisation is growing, then there will be a higher need for recruitment.
External Factors • The major external factors effecting recruitment are: o Supply and Demand o Labour Market o Company Image / Goodwill o Market Environment o Rate of Unemployment o Competitors Supply and Demand: • The availability of skills and talent both within and outside the organization is an important criterion in the recruitment process. • If the demand is more and there is limited supply in the market, then the company will have to depend upon internal sources and provide them with special training and development programs.
External Factors (Contd.) • Labour Market: o The market for skilled and unskilled labour can depend on the conditions in the industry which influence the recruiting efforts of the organisation. • Company Image / Goodwill: o An organisation’s image and goodwill greatly influences in attracting and retaining employees. o Image and brand of a company is based on what organisation does and affected by industry. • Market Environment: o The political, legal and societal conditions have direct impact on recruitment practices. o For example, In India, the legislation for reservation in employment for scheduled castes, scheduled tribes, physically handicapped etc.
External Factors (Contd.) • Rate of Unemployment: o One of the factors that influence the availability of applicants is the growth of the economy. o When the economy is not creating new jobs, there is often oversupply of qualified labour which in turn leads to unemployment. • Competitors o The recruitment policies of the competitors also affect the recruitment function of the organisations. o To face the competition, many a times the organisations have to change their recruitment policies according to the policies being followed by the competitors.
Recruitment Methods In this topic we will discuss the methods of recruitment.
What are the Different Terminologies? Recruitment Methods • Selecting the right method of recruitment is important to get maximum response of candidates. • There are two kinds of recruitment methods: o Internal o External • The sources within the organisation are known as internal source of recruitment. • Recruitment of candidates from all the other sources like outsourcing agencies etc. are known as the external sources of recruitment.
Internal Methods • Whenever there is a requirement for a vacancy that gets created, an internal fitment is first considered. • Sometimes it is also a case that employees have to be moved laterally or advance into higher positions. • This is when the positions get redefined and provisions have to be made to fill the gaps thus made. • Therefore this kind of repositioning happens in many ways and from internal sources. • The internal sources are: o Transfers o Promotions o Job Rotation and Lateral Upgrading o Rehires and Recall o Recruitment of Dependents
Internal Methods(Contd.) Transfer o The employees are transferred from one department to another according to their efficiency and experience. Promotion o The employees are promoted from one department to another with more benefits and greater responsibility based on efficiency and experience. Job rotation & Lateral Upgrading o Employees are repositioned in other areas of work for learning purposes according to their performance. Rehires and Recall o Ex employees and Retrenched employees may also be recruited once again in case of shortage of qualified personnel or increase in load of work. o Recruitment such people save time and costs of the organisations as the people are already aware of the organisational culture and the policies and procedures.
Internal Methods(Contd.) • Recruitment of Dependents o The dependents and relatives of deceased employees and Disabled employees are also done to assist the family members.
Human Resource Development • The term, Human Resource Management or HRM came into existence only in the 1970s. • This was due to a shift in professional values from concern for welfare to a focus on efficiency. • Another term that evolved subsequently was Human Resource Development. • HRD focuses on those activities that are only related to employee development.
Summary • This topic summarises the entire module. • In this module, we learnt: o Recruitment is the process of searching candidates for employment purposes and thereafter creating a desire in them to seek for jobs in the organisation. o Some features of recruitment are: o Recruitment is a continuous process o Recruitment of candidates is the function preceding the selection o The main objective of the recruitment process is to initiate and further the selection process o The recruitment process starts when a manger initiates an employee requisition for a specific or an anticipated vacancy • Recruitment needs are of three types: planned, anticipated and unexpected. • Both internal and external factors affect recruitment. • Methods of recruitment are internal and external.
Congratulations! You have successfully completed the session‘Methods of Recruitment.’