Recruitment

HR isnt a thing we do, its a thing that runs our business

 Recent trends

Increased Focus on Quality of Hire

Anonymous resume screening and blind interviewing
Increased Emphasis On Using Social Networks
social data to identify people who are more likely to be
open to new opportunities
Candidates accept a fast and easy application process
Closing the Gap Between Active and Passive Candidates
Talent Branding or great place to work for.
Using Mobile Recruiting
Data Analytics
Digital profiles and digital hiring model
 Best practices involving the use of videos

Deloitte started a major trend with its film festival, which offered its
employees a chance to shoot short videos from their cell phones revealing
the fun inside the company.

make personalized recruiting videos to send to high-value candidates.

Video job descriptions and even video job offers can have a profound
impact on selling candidates.

How-to videos on a technical topic posted on YouTube have proven to be

a great attraction tool. When the employee is contacted, they can eventually
turn that contact into an employee referral.

Placing actual recruitment ads on TV has been recently popularized by GE,

Walmart, and Koch. Coors offered a compelling TV ad that linked fun work
and producing a great product.
 Best practices in hiding irrelevant information

Irrelevant information on resumes can provide an

opportunity to get biased.
Visual biases during the interview can be reduced by
using more telephone interviews, where the
individual is not visible. hide the performing
candidates behind a screen.
 Factors influencing the recruitment process

Organization size & dimension

Employment conditions

Past recruitment efforts or initiatives

Cost of recruitment

Organizational growth and career growth

Org climate & culture & corporate image

Employers Brand
 Recruitment

The process of searching for prospective employees &

stimulating them to apply for jobs in the organization

Process of finding & attracting capable applicants for

employment
Finding out sources where the required number & kind
of employees will be available
Developing suitable techniques to attract the suitable
candidates
It is positive as it aims at increasing the number of
candidates.
 Objectives:

To attract people with multi- dimensional skills &

experiences that suit the present org strategies
To infuse fresh blood at levels of the org
To develop an org culture that attracts competent
people to the company
methodologies for assessing psychological traits
To search for talent globally
 Process begins with

Identifying the vacancy in different departments

Posts to be filled
Duties to be performed
Qualification required
Preparing job description & specification
Locating & developing sources of new incumbents
Short listing & identifying the prospective employee
with required characteristics
Provide a realistic job preview
Arranging interviews ,and final decision
 Realistic job preview

It is informing applicants about all aspects of the job,

including both the desirable & undesirable facets.
can include a tour of the working area.
Increases job satisfaction
Realistic job expectations
Enhanced communication through honesty &
openness
 Corporate strategies Vis - vis Recruitment
strategies

Corporate strategies Recruitment strategies

Sustainable growth Centralized recruitment
Expansion Decentralized recruitment
Diversification Candidates with multi skills
Entry of foreign markets Candidates with multi cultural
background
Mergers & acquisition Candidates with multi skills & multi
cultural background
Fast growth & change outsourcing
Low cost leadership Highly skilled & smart candidates
 Traditional sources of recruitment

Internal Sources External sources

Present permanent employees Campus recruitment

Present Temporary /casual Private employment /consultants

Retrenched /retired employees Public employment exchanges
Dependents of deceased Professional Associations
Disabled ,retired & present employees Data Banks
Extension of services Casual Applicants

Lent Services Similar organizations/competitors

Trade unions
 Modern Sources

Internal job posting

Absorption of trainees
Employee referrals (publicize the program , widen the program ,
measure results )
Measure results - Percentage of number of candidates employed to
number of candidates recommended.
External Sources
Walk in
Consult in
Head Hunting
M & As
Tele recruiting
Outsourcing
E-recruitment
 Why do org prefer internal source

tool of motivation & increases employee morale

Suitability between candidates is judged better
Loyalty ,commitment
Cost of selection, T & d will be reduced
Trade unions will be satisfied
Social responsibility towards employees may be
discharged
Limitation:
As they have gained knowledge from
Excessive reliance on internal sources can create the risk
of employee cloning
 Hr challenges in recruitment

Adaptability to globalization

Lack of motivation

Process Analysis

Strategic prioritization

Influence of recommendation , nepotism

 Recent trends in Recruitment

HR Poaching /Raiding

Outsourcing

Online recruitment websites

Employee Leasing
 Skill of recruiters

Start by assessing the sales skills of your recruiters, because in many

cases, they are under emphasized and extremely weak.

Drop the intuitive approach to convincing and adopt a scientific

candidate research approach. Survey a sample of recruiting targets in
order to specifically identify how they look for a job, where they look
for a job, and what factors must be present before they will apply for
and accept a job.

Consider hiring ex-salespeople as recruiters, because they already have

the necessary selling skills.

Survey all of your new hires during onboarding and ask them
specifically what arguments or sales approaches were effective and
which ones had no major impact. Then use that information to
improve your selling approach.
 Assessment of a recruitment program

Recruitment sources and techniques should be evaluated against

recruitment objectives and policy of the company

Measures used to evaluate the recruiting process

In case of search , screening, offers extended, offers made and results

Yield Ratios is the percentage of applicants from a particular source that
make it to the next stage in the selection process . It help indicate
recruitment sources most effective at producing qualified job candidates.
Cost per hire
Cost per applicant
Cost of recruitment (external cost and internal cost)
Time to fill
Data can be used in future decision making through feeding the
information & data forward.