RECRUITMENT

By: Kunika

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.

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.

Factors affecting recruitment

Economic factors

Social factors
Technological factors Political factors

Legal factors

 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.

 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.

 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.

 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

 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 prescribed 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.

 Centralized recruitment:

Decentralized

is a process in which the activity of recruitment is undertaken by the main branch of the organization. Criteria related to recruitment is decided by the main branch and the same is communicated to sister concern of the organization. E.g. Commercial banks

recruitment: is a process in which decision-making related to the process of recruitment is divided among the top management and middle level managers.

Sources of recruitment
Internal sources Transfers External sources Advertisements

Promotion
Employee referrals Former employees

Employment exchanges
Unsolicited applications Professional organizations

Job postings

Casual callers
Labor contractors Factory gate recruitment Trade unions Campus recruitment Recruitment agencies

Internal sources
Merits Economical Suitable Reliable Satisfying Demerits Limited choice Inbreeding Inefficiency Bone of contention

External sources
Merits Wide choice Injection of new blood Motivational force Long term benefits Demerits Expensive Time-consuming Demotivating Uncertainty

Recent trends in recruitment

Outsourcing

Poaching
E-recruitment

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.

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.

Thank You