Recruitment

By: Shveta Agarwal

 Definition
 Acc. To Flippo. “Recruitment is the process
of searching for prospective employees and
stimulating and encouraging them to apply for
jobs in an organization”

 Types of recruitment needs:

1. Planned needs: arise from changes in orgn.,
retirement
2. Anticipated needs
3. Unexpected needs: deaths, accidents and
illness
Features of Recruitment
 It is a process not a single activity
 It is a linking activity as it brings employers
and prospective employees together.
 It is a positive function as it aims to develop a
pool of eligible candidates
 Basic function is to locate prospective
employees and attract them to apply for
vacancies in orgn.
 It is a pervasive function as all orgns engage
in this activity.
 It is a 2 way process, involves a recruiter and
a recruitee.
Objectives of Recruitment
 To attract people with multidimensional skills
and experience that suit the present and
future organizational strategies
 To infuse fresh blood at all level of the
company
 To anticipate and find out people for positions
that do not exist yet
 To devise methodologies for assessing
psychological traits
 To search people whose skills fit the
company’s value
Theories of Recruitment
 Objective Factor Theory:
Pay, growth, benefits, career plans,
educational facilities etc.
 Subjective Factor Theory: psychological
matching with the organization (Clash of
values, ethics, formal/informal )
 Critical Factor Theory
 Recruitment process
# Steps of Recruitment:
1. Planning
2. Strategy Development
(Internal/ External recruitment)
3. Searching
4. Screening
5. Evaluation & Control

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 Steps of Recruitment

1. PLANNING :
It involves translation of job vacancies and job
profile into objectives that specify the number
and type of applicant to be contacted.

Every time the recruitment is done, first task is to

intimate the number of applicants necessary to
fill all the vacancies…

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 Steps of Recruitment
STRATEGY DEVELOPMENT

It should be decided in advance 

a. Internal or External Search
b. Make or Buy employees.

Preference should be given to internal

recruitment.
Sources of internal recruitment: present
employees, former employees etc.

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Sources of Recruitment
A. Internal Sources

 Present employees: vacancies may be

filled through promotions, transfers,
upgrading and demotion.
 Retired and retrenched employees
 Dependants and relatives of deceased
and disabled employees
Merits of Internal Sources
 Morale of employees improve when they
know they will be given first preference
 Performance records of the employee is
available with the organization, so suitability
can be checked
 Present employees are already familiar with
the orgn.
 Helps in employee retention
 Promotes loyalty and commitment
 Cost saving
 External Sources
1. Educational and training institutions
2. Executive search /Placement agencies
3. Employment Exchanges
4. Casual Callers
5. Labour Contractors
6. Employee Referrals
7. Advertisements
 Advantages of External
Sources
 Right kind and no. of people can be obtained
 Expertise and experience from other orgn can
be brought
 Brings new blood and new ideas in the orgn.
 Can fill vacancies when people inside the orgn
are not available
Factors Affecting Recruitment
Internal Factors External Factors
 Co.’s pay package Market Conditions
 Organizational Culture Demand & Supply rate
 QWL Govt. policies
 Growth Oportunities Employment Opportunities
 Career Planning Social Factors
 Co. Size
 Geographical spread
 Co’s growth rate
Assessment of Recruitment
Programme
 Recruitment strategies, objectives and
policies should be assessed continuously
against the corporate strategies,
objectives and policies.
 It tells the degree of suitability of the
sources and techniques in achieving the
corporate objectives.
Selection
 “Choosing the most appropriate candidate
and offering them job.”
 Selection is a long process, commencing
from the preliminary interview of the
applicants and ending with the contract of
employment
 SELECTION PROCESS
.
 Placement
 Placing the selected candidates on the
relevant job to the employee
 The organization generally decides the
final placement after the initial training I
over on the basis of candidate’s
performance during the training period.
 Induction
 “Induction is the process of receiving and welcoming
employee when he first joins a company and giving him the
basic information he needs to settle down quickly and happily
and start work”
 Introduce the employee to:
Job
Firm
Policies
Colleagues
Superiors
Subordinates
Practices
 Objectives of Induction
 Putting the new employee at ease
 Creating interest in his job and the company
 Creating the feeling of social security
 Indicating the standards of performance &
behaviour expected out of him.
 Informing him about training facilities
 Providing basic info. about working arrangements.
 Induction Process

PREARRIVAL ENCOUNTER METAMORPHOSIS

Productivity Commitment Turnover

OUTCOMES
Essentials and Effectiveness of
Induction
 It should be formal as well as informal
 It should be individual as well as collective
 Don’t wait for the group..induction should
immediately proceed the joining.
 Maintain transparency of information while
induction
 Handle the new employee’s queries with
patience.