2. Recruitment
Recruitment is a ‘linking function’ – joining together those with
jobs to fill and those seeking jobs.
It is a ‘joining process’ in that it tries to bring together job
seekers and employers with a view to encourage the former to
apply for a job with the latter.
The basic purpose of recruiting is to develop group of potentially
qualified people. To this end, the organization must
communicate the position in such a way that job seekers
respond, in sufficient number so that the organization can select
the most appropriate people to fill its job needs.
To be cost effective, recruitment process should attract qualified
applicants and provide enough information for unqualified
persons to self select themselves out.
3. Recruitment
Recruitment is the activity that links the employers and the job
seekers.
A process of finding and attracting capable applicants
for employment.
Recruitment is the process of locating & encouraging potential
applicants to apply for existing or anticipated jobs.
Providing information to unemployed workforce regarding various
job options available in job market.
Attracting large number of qualified candidate seeking for job.
4. Objectives/Importance of
recruitment
Determine the present & future requirement of firm in
conjunction with its personnel planning and job analysis activity.
Increase the pool of job candidates at minimum cost.
Help increase the success rate of selection process by reducing
the number of visibility under qualified or over qualified job
applications.
Meet the organizations legal and social obligations. E.g. HR
policies & CSR.
Identifying and preparing potential job applicants who will be
appropriate candidates.
Increase organizational and individual effectiveness.
Evaluate the effectiveness of recruitment techniques and sources
for all types of job applicants.
6. Economic factors: include factors such as inflation, deflation,
number of job opportunities available in labor market.
Changing trend of industry from confined market to global
market due to implementation of LPG (liberalization,
privatization, globalization) has led to rise or fall in demand for
certain set of jobs in organization.
7. Social factors: mentality of employees has changed from just
any job to satisfying career.
In order to attract new employees and retain present ones in
organization, companies are required to make job interesting,
companies engage in the process of job design.
The companies offer encouraging career opportunities to
prospective employees through innovative recruitment
campaigns.
8. Technological factors: Globalization and liberalization has
brought rapid changes in the field of banking, electronics,
telecommunication etc.
New technologies have created new jobs and existing jobs have
undergone rapid changes which have led to shortage of people
with specialized skill.
In such situation companies have to set their recruitment efforts
to compete successfully in hiring efficient employees for
organization.
9. Political factors: As political parties are vested with powers of
framing policies for workforce in organization, regular change in
political parties of country will also lead to change in intake of
human resource in the organization.
E.g. Quota system
10. Legal factors: Policies and acts framed by government to
protect the rights of human resource in the organization have
major impact on working of organization.
E.g. The factories act, 1948: The act prohibits the employment of
women(night work, underground work, carrying heavy loads
etc.) and child labor(below 14 years of age) in certain jobs.
The employment exchanges act, 1959: The act requires all
employers to notify vacancies arising in their establishments to
prescribes employment exchange before they are filled. The act
covers all establishments in public sector and nonagricultural
establishments employing 25 or more workers in the private
sector.
11. Centralized recruitment: Decentralized
is a process in which the recruitment: is a process in
activity of recruitment is which decision-making
undertaken by the main related to the process of
branch of the organization. recruitment is divided among
Criteria related to the top management and
recruitment is decided by the middle level managers.
main branch and the same is
communicated to sister
concern of the organization.
E.g. Commercial banks
14. External sources
Merits Demerits
Wide choice Expensive
Injection of new blood Time-consuming
Motivational force Demotivating
Long term benefits Uncertainty
15. Recent trends in recruitment
Outsourcing
Poaching
E-recruitment
16. Recruitment process
Process of recruitment begins by request from any department in
organization asking for human resource. Request contains details
of position, qualities and qualifications required to perform job
and other details related to the position.
Locating and developing the sources of required number and
type of employees.
Identifying prospective employees with required skills.
Developing or adopting effective technique to attract potential
candidates for organization.
17. Recruitment process (cont…)
Implementing planned technique during the process of
recruitment.
Stimulate or attract potential candidates to apply for suitable
positions in the organization.
Evaluate effectiveness of recruitment process.
