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.
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.
