Recruiting Human Resources

 HRP helps determine the number and type of people a firm needs. Job analysis and job design specify the tasks and duties of jobs and the and the qualifications expected from prospective job holders.

Recruitment & Selection process in the organisation are impacted by two processes.

Human resource planning

Job Analysis

Nature and Purposes of Recruitment

Recruitment is the process of searching for and obtaining applicants for jobs Recruitment has several benefits for a firm:
Determine the present and future requirements of the organisation in conjunction with its personnel-planning and job-analysis activities. Increase the pool of job candidates at minimum cost. Help increase the success rate of the selection process by reducing the number of visibly under qualified or overqualified job applicants. Help reduce the probability that job applicants, once recruited and selected, will leave the organisation only after a short period of time. Meet the organisations legal and social obligations regarding the composition of its workforce. Begin identifying and preparing potential job applicants who will be appropriate candidates. Increase organisational and individual effectiveness in the short term and long term. Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants.

 Recruitment is the first impression / first contact of any company with the potential job seekers. A well planned and well managed effort will result in high quality applicants, where as piecemeal effort will result mediocre ones. This process should create enthusiasm among the best candidates.

Factors Influencing Recruitment

External Forces Supply and demand Unemployment rate Labour market Political-social Sons of soil Image Recruitment

Internal Forces Recruitment Policy HRP Size of the firm Cost Growth and expansion
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Recruitment Process
Personnel Planning Job Analysis Employee Requisition

Job Vacancies

Recruitment Planning Numbers Type

Searching Activation Selling Message Media

Applicant Pool

Screening

Potenti al Hires

To Selection

Strategy Development Where How When

Applicant Population

Evaluation and Control

Sources of Recruitment
Professional or Trade Associations Advertisements Present Employees Employment Exchanges Campus Recruitment

Recruitment

Employees Referrals

Consultants Contractors Displaced Persons Radio and Television

Former Employees

Previous Applicants Acquisitions and Mergers Competitors E-Recruiting 8

External Sources

Internal Sources

Walk0ins and Write-ins

Recruitment Yield Pyramid

Offer Acceptance 20 Job Offer 30 Invited for Final Interview Invited to Screening Interview Initial Contacts Interview/Offers (4:3) Screening/Invites (5:1) Offers/Acceptance (3:2)

40 200

Contacts/Screens (10:1)

2000

Evaluation and Control

Salaries for recruiters. Management and professional time spent on preparing job description, job specifications, advertisements, agency liaison, and so forth. Cost of advertisements or other recruitment methods, that is, agency fees. Cost of producing supporting literature. Recruitment overheads and administrative expenses. Costs of overtime and outsourcing while the vacancies remain unfilled. Cost of recruiting suitable candidates for the selection process.
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Philosophies of Recruitment
Realistic job previews JCQ Job Compatibility Questionnaire.
Alternatives over time work employee leasing temporary employment

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