RECRUITME

NT
 WHAT IS
RECRUITMENT?

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 DEFINITION

Recruitment is the process of searching for

prospective employees and stimulating and
encouraging them to apply for the job.
Recruitment is a process to discover the
sources of manpower to meet the requirements
of the staffing schedule and to employ effective
measures for attracting that manpower in
adequate numbers to facilitate effective
selection of an efficient working force.

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Recruiting Goals
Recruiting is a major human
resource activity. Depending on the
size of the company, HR departments
estimate that they spend between 50
percent and 70 percent of their time on
recruiting new employees each year.
Recruiters essentially promote the
organization to prospective applicants.

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Constraints on Recruiting
Efforts
The more applications received, the
better the recruiters chances of finding
an individual best suited to the job
requirements. The five more specific
constraints are as follows,

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Organization Image
The image of the organization can be a potential
constraint. A poor image may limit its attraction to
applicants. Many college graduates know, for
example, that those in the top spots at Disney earn
excellent salaries, receive outstanding benefits, and
are greatly respected in their professions. Among
most college graduates, Disney has a positive image.
The hope of having a shot at one of its top jobs, being
in the spotlight, and having a position of power means
Disney has little trouble attracting college graduates
into entry-level positions. But graduates can have
negative or pessimistic views of some organizations

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Job Attractiveness
If the position to be filled is difficult,
distasteful, or unattractive, recruiting a
large and qualified pool of applicants will
be difficult. Moreover, jobs viewed as
boring, hazardous, anxiety creating, low
paying, or lacking in promotion potential
seldom attract a qualified pool of
applicants. Even during economic slumps,
people have refused to take many of these
jobs
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Internal Organizational
Policies
Internal organizational policies, such as
promote from within wherever possible,
may give priority to individuals inside the
organization. Such policies, when followed,
typically ensure that all positions, other
than the lowest-level entry positions, will
be filled from within the ranks. Although
this looks good once one is hired, it may
reduce the number of applications.

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Legal Influence
The recruiting process needs to stay legal. An
employer can no longer seek out preferred
individuals based on nonjob-related factors
such as physical appearance, or religious
background. An airline that wants to hire only
young, attractive females for flight attendant
positions will find itself breaking the law if
comparably qualified male candidates are
rejected on the basis of genderor if female
candidates are rejected on the basis of age
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 11 3/20/2012

Recruiting Costs
The last constraint, but certainly not lowest in
priority, centers on recruiting costs. Recruiting
efforts are expensiveranging from $2,000 for a
retail position to $16,000 for a biotech position.
Sometimes budget restrictions put a time limit on
searches. Accordingly, when an organization
considers various recruiting sources, it considers
effectiveness, such as maximizing its recruiting
travel budget by first interviewing employees
using conference calls or videoconferencing.

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RECRUITMENT

Recruitment needs are of three types:

Planned: Arises from changes in organization and
retirement policy.

Unexpected:Arises during resignations, deaths,

accidents and illness.

Anticipated:Refers to those movements in

personnel which an organization can predict by
studying trends in the internal and external
environments.
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RECRUITEMENT PROCESS
Definition

Source
s
Communication of information

Encouraging and attracting applicants

Candidate assessment
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Elements of Recruitment
process
Recruitment Policy
Recruitment organization
Developing sources of recruitment
Methods of recruiting

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Recruitment Policy

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Recruitment Policy
It specifies the objectives of recruitment and
provides a framework for the implementation
of the recruitment programmed.
It involves :
Enriching the organization's human resources
by filling vacancies with the best qualified
people
Development of organizational system for
implementing the recruitment programme and
procedures to be employed
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General Principles
General principles a recruitment policy involves
which reflect the employers commitment are :
To find and employ the best qualified persons
for each job
To retain the most promising of those hired
To offer promising opportunities for the life
time working careers
To provide facilities and opportunities for
personal growth on the job
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Factors affecting recruitment policy :
Organizational objectives
policies of the Organization and its competitors
Government policies on reservations
Preferred sources of recruitment
Organizations recruitment needs
Recruitment costs
Financial implications
Selection criteria and preferences etc.

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 Recruitment Organization

Centralized recruitment
Decentralized recruitment

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Centralized recruitment
Under this personnel department at the head
office performs all the functions or recruitment
Advantages :
It reduces the administrative cost by
consolidating all recruitment activities at one
place
It helps in better utilization of specialists
It ensures uniformity in recruitment and
selection of all types of employees
It facilitates interchangeability of staff
between different units/zones
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Disadvantages :
There is delay in recruitment as operating
units cannot recruit staff as and when
required
The central office may not be fully familiar
with job requirements of different units and
the most suitable sources for the required
staff
Recruitment is not flexible because
operating units lose control over the
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Decentralization
Decentralization, the powers for
planning and decision making has been
disseminated by the top management
to the middle or low-level management

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Merits of Decentralized
Recruitment
The recruitment can be done as and when needed.
The delays in recruitment under centralized system
can be avoided under this method.
The units will have full information about
recruitment processes and feedback from the
employment market will help in planning
recruitment function effectively.
The units are well aware of the needs of jobs and
also of social and cultural background of available
candidates.

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Demerits of decentralized
organizations
Local viewpoint.A local manager makes
decisions based on his local viewpoint of the
company's operations. This may not lead to
decisions favorable to the company as a
whole.
Procedural differences. There tend to be a
large number of small procedural differences
between areas of authority, since each local
manager alters systems to fit his or her own
needs. This can cause control problems.
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SOURCES OF RECRUITMENT
1. INTERNAL SOURCES
Refers to recruitment that takes place from
within the organization. It includes:

A) Transfers & Promotions:

Transfers implies shifting of an employee from
one job to another without any shift in change of
responsibilities, and on the other hand promotion
refers to shifting of an employee to a higher
position carrying higher status, responsibilities
and pay.
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B) Retired and retrenched employees who
want to return to company may be hired.

C) Dependents and relatives of deceased

and disabled employees.

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Merits
Morale and motivation of employees
improves.
Promotes loyalty and commitment amongst
employees due to sense of job security and
advancements.
Chances of proper selection high
Present employees familiar with organization
surroundings.
Time and expenditure for recruitment reduced
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Demerits
Fails to bring in fresh blood into
organization.
Promotion based on seniority.
Choice in selection is restricted.
All vacancies cannot be filled from
within organization.

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Employee Referrals and

Recommendations
A recommendation from a current employee
regarding a job applicant. employees rarely
recommend someone unless they believe the
individual can perform adequately.
The recommender often gives the applicant more
realistic information about the job than could be
conveyed through employment agencies or
newspaper advertisements. This information
reduces unrealistic expectations and increases job
survival. As a result of these preselection factors,
employee referrals tend to be more acceptable
applicants, who are more likely to accept an offer,
and, once employed, have a higher job survival
rate.
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Negative features of employee

referrals
Recommenders may confuse friendship with
job performance competence. Individuals
often like to have their friends join them at
their place of employment for social and
even economic reasons; for example, they
may be able to share rides to and from work.
As a result, a current employee may
recommend a friend for a position without
giving unbiased consideration to the friends
job-related competence
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 2. EXTERNAL SOURCES
External sources of recruitment lie
outside the organizations The include:

A) Educational Institutions:
Various companies visit many colleges
which have made arrangements for
campus interviews and recruit candidates.

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B) Recruiting Agencies:
These are basically various private
consultancy firms like Price Waterhouse
coopers, ABC group which recruit
candidates on behalf of the client
companies by charging a fee.

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C) Employment exchanges:
These exchanges provide information
about job vacancies to jobseekers. These
can be private and also government
exchanges.

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D) Casual callers:
Many candidates visit the company by
themselves and give interviews. The
companies may not need them presently
but can call them anytime in future when
there are vacancies.

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F) Gate recruitment:
In this method a notice on the noticeboard
of the company specifying job details of
job vacancies can be put. This method is
also called direct recruitment
G) Recommendations:
Employees recruited through
recommendations by trade unions.

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H) Press Advertising:
Advertisements in newspapers and
journals. Has wide reach. This method can
be used for technical, clerical and
managerial jobs.

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Merits
People having requisite skill, education
and straining can be recruited.
Best selection made irrespective of cast,
creed, religion.
Helps to bring new blood
Expertise and experience from other
organization can be bought.

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Demerits
Time consuming and expensive
Employees unfamiliar with organization
and its orientation.
If higher level jobs are filled from
external sources, motivation and loyalty
of existing staff effected.

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METHODS OF
RECRUITMENT

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 Recruitment methods are the means by
which and organization attempts to
establishes contact with potential
candidates, provides them necessary
information and encourages them to
apply for jobs.

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1) Direct Methods:
Under this method scouting and waiting lists
are used.
2) Indirect method
Advertisements in newspapers and journals,
radio, television used to publicize vacancies.
This helps to enable the candidates to assess
their suitability so that only those possessing
the requisite qualifications will apply

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3) Third party methods:
Various agencies, public employment
exchanges and private consulting firms
are used to recruit personnel. In addition
friends and relations of existing staff
deputation can be used.
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Recruiting: A Global
Perspective
The first step in recruiting for overseas
positions is to define the relevant labor
market. For international positions, however,
that market is the whole world. Organizations
must decide if they want to send an American
overseas, recruit in the host country, or
overlook nationality and do a global search for
the best person available. Its important to
make an appropriate choice; the cost of
failure in an international assignment can run
high, sometimes in the six-figure range
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If the organization is searching for

someone with extensive company
experience to launch a technical product
in a new target country, it will probably
want a home country national. It is also
appropriate where there is a lack of
qualified host-country nationals in the
workforce.

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Other situations might benefit more from

hiring a host-country national (HCN),
assuming this is a choice. Clothing,
for example, has different styles of
merchandising, and a company may feel
that an HCN will most likely have a
better handle on the best way to market
the sweaters or jeans of an international
manufacturer. Many companies are also
finding that host-country nationals are
increasingly better prepared for higher-
level positions, particularly in India and
China.
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The third option, recruiting regardless

of nationality, develops a group of
international executives with a truly
global perspective. On a large scale, this
type of recruiting may reduce
managers national identification with
particular organizational units, creating
a truly international organization that
makes decisions for the good of the
organization,
regardless of location

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QUIZ
WHAT ARE PROBLEMS HR
MANAGERS FACE WHILE
RECRUITING PEOPLE IN
DECENTRALIZED ORGANIZATIONS?

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