RECRUITMENT

It

is the process of identifying potential candidates and motivating them to apply for exiting or anticipated job openings.
It

aims at: -Attracting a large number of qualified applicants who are ready to take up the job if it is offered. -Offering enough information for unqualified persons to self-select themselves out.
Dr.Sarita Kumari,Associate Professor,IIBM,Navi Mumbai 1

Factors Affecting Recruitment

The economic environment The social environment The Technological environment. The political environment The legal environment -The Factories Act,1948 -The Apprentices Act,1961 -The Employment Exchanges Act,1959 -The Contract Labor Act,1970 -Bonded Labor System (Abolition) Act,1976 -The Child Labor Act,1986
Dr.Sarita Kumari,Associate Professor,IIBM,Navi Mumbai 2

Sources of Recruitment
1) Internal Sources: Persons who are already working in an organization constitute the internal sources. Retrenched employees, retired employees, dependents of deceased employees may also constitute the internal sources Merits Demerits Economical Limited choice Suitable Inbreeding Reliable Inefficiency Satisfying Bone of contention 3 Dr.Sarita Kumari,Associate Professor,IIBM,Navi Mumbai

Sources of Recruitment Cont 2) External Sources:

- Employees working in other organizations

- Job aspirants registered with employment exchanges - Students from reputed educational institutions - Candidates referred by unions , friends , relatives and existing employees - Candidates forwarded by search firms and contractors - Candidates responding to the advertisements, issued by the organization and - Unsolicited applications / Walk-ins
Dr.Sarita Kumari,Associate Professor,IIBM,Navi Mumbai 4

Sources of Recruitment Cont

Merits Wide choice Injection of fresh blood Motivational force Long term benefits Demerits Expensive Time consuming Demotivating Uncertainty

Dr.Sarita Kumari,Associate Professor,IIBM,Navi Mumbai

Methods of Recruitment

Internal Methods: (a) Promotions & Transfers (b) Job Posting (c ) Employee Referrals

Dr.Sarita Kumari,Associate Professor,IIBM,Navi Mumbai

Methods of Recruitment Cont

(a) (a) (b)

Direct Methods: Campus Recruitment Indirect Methods: Newspapers Ads Television and Radio Ads

Dr.Sarita Kumari,Associate Professor,IIBM,Navi Mumbai

Methods of Recruitment Cont

Third Party Methods: Private Employment Search Firms Employment Exchanges Gate Hiring and Contractors Walk-ins Internet Recruiting
Dr.Sarita Kumari,Associate Professor,IIBM,Navi Mumbai 8

(a) (b) (c) (d) (e)

Alternatives to Recruitment

Overtime Subcontracting Temporary Employees Employee Leasing Outsourcing

Dr.Sarita Kumari,Associate Professor,IIBM,Navi Mumbai

Evaluation of the Sources of Recruitment Time Lapse Data (TLD): They show the time lag between the date of requisition of manpower supply from a department to the actual date of filling the vacancies in that department. Yield Ratios: Indicates the number of leads/contacts needed to generate a given number of hires at times. Surveys and Studies: They are conducted to find out the suitability of a particular source for certain positions.

Dr.Sarita Kumari,Associate Professor,IIBM,Navi Mumbai 10