RECRUITMENT

• The process of attracting individuals on a

timely basis, in sufficient number, and with
appropriate qualifications, and encouraging
them to apply for jobs with an organization.
• Some people use the term ‘recruitment’ for
employment.
 Definition
• According to Edwin B. Flippo defined
recruitment as “the process of searching for
prospective employees and stimulating them
to apply for jobs in the organization”
 Objectives
• To infuse fresh blood at all levels of the org.,
• To induct outsiders with a new perspective to lead the
company,
• To search or head hunt / head pouch people whose
skills fit the company’s values,
• To search for talent globally and not just within the
company,
RECRUITMENT PROCESS
EXTERNAL ENVIRONMENT
INTERNAL ENVIRONMENT
Human Resource Planning

Alternatives to Recruitment

Recruitment

Internal Sources External Sources

Internal Methods External Methods

Recruited Individuals
 ALTERNATIVES TO RECRUITMENT

• Outsourcing: Transferring responsibility for an

area of service and its objectives to an external
provider.
• Contingent Workers: Work as Part timers,
temporaries, or independent contractors,
• Professional employer organization (PEO):
Employee Leasing
 SOURCES OF RECRUITMENT
Sources of Recruitment
Traditional Sources Modern Sources

Internal External Internal External

Job Posting Campus Employee Walk-in Application
Job Bidding Recruitment Referrals Consult in
Re-trenched / Private Employment Head Hunting
Retired Employees Agencies/Consultants Body shopping
Dependents of Deceased Public Employment Mergers and
Disabled, Retired Exchanges Acquisitions
and present Professional Tele
Employees Associations Recruitment
Data Banks Outsourcing
Casual Applicants Job Fair
Similar Advertising
organizations /
Competitors
Trade Unions
 SELECTION
• The process of choosing from a group of
applicants those individuals best suited for a
particular position and organization.
 Definition
• According to P Subba Rao defines, after
identifying the sources of human resources,
searching for prospective employees and
stimulating them to apply for jobs in an
organization, the management has to perform
the function of selecting the right employees
at the right time. The obvious guiding policy in
selection is the intention to choose the best
qualified and suitable job candidate for each
unfilled job.
 Essentials of Selection
Procedure
• Someone should have the authority to select.
This authority comes from the employment
requisition, as developed by an analysis of the
work-load and work-force.
• There must be a sufficient number of applicants
from whom the required number of employees
may be selected.
 Organization for Selection
• The manner in which tasks & responsibilities
for accepting or rejecting candidates should
be shared by line & staff executives must be
laid down.
• The personnel development should eliminate
unsuccessful candidates.
 Cont.,

• Line executive is ultimately vested with the

authority either to accept or to reject a
candidates.
• The personnel officer has a duty to see that
the right types of personnel are selected and
placement is done wisely.
 SELECTION PROCEDURE
• Selection procedure employs several methods of
collecting information about the candidate’s
qualifications, experience, physical & mental
ability, nature and behaviour, knowledge,
aptitude & the like of judging whether a given
applicant is suitable or not for the job.
 Cont.,

• The selection procedure is not a single act but

is essentially a series of methods or stages by
which different types of information can be
secured through various selection techniques.
Steps in Scientific Selection Process
Development of Bases for Selection
Application / Resume / CV / Bio-data
Job Analysis
Written Examination
Preliminary Interview
Human Resource Plan
Business Games
Tests
Recruitment
Final Interview
Medical Examination

Assess the Fit b/w the Job & Reference Checks

the Candidate Line Manager’s Decision
Job Offer
Employment
 PLACEMENT
• When once the candidate reports for duty, the
organization has to place him initially in that
job for which he is selected.

• Immediately the candidate will be trained in

various related jobs during the period of
probation of training or trail.
 Cont.,
• The organization generally decides the final
placement after the initial training is over on the
basis of the candidate’s aptitude and
performance during the training / probation
period.
• Probation period generally ranges between six
months to two years.
 Cont.,
• If the performance is not satisfactory, the
organization may extend the probation or ask the
candidate to quit the job.
• If the employee’s performance during the
probation period is satisfactory, his services will
be regularized & he will be placed permanently
on a job.
Employee Placement Process
Collect details about the employee

Construct the employee’s profile

Match between sub-group profile & individual’s profile

Compare sub-group profile to job family profile

Match between job family profile and sub-group profile

Assign the individuals to the job family

Assign the individual to specific job after further counselling & assessment.
 Problems in Placement
• Employee expectations

• Job expectation / description

• Change in technology

• Change in technology

• Changes in organizational structure

• Social and psychological factors

 How to Make Placement Effective

• Job rotation

• Teamwork

• Training and development

• Job enrichment

• Empowerment
 INDUCTION / ORIENTATION

• Introducing the new employee who is

designated as a probationer to the job, job
location, surroundings, organization,
organizational surroundings and various
employees is the final step of employment
process.
 Cont.,

• “Induction is the process of receiving and

welcoming an employee when he first joins a
company and giving him the basic information
he needs to settle down quickly and happily
and start work”.
 Purposes of Orientation
• To create a favorable impression
• To reduce anxiety and hazing
• To develop realistic job expectations
• To reduce start-up costs
• To save time and effort
• To improve new worker productivity
• To reduce turnover
• To reduce conflict
• To strengthen organization culture
 Orientation Process
• General orientation (by the staff of the HR
department)

• Specific orientation (by the job supervisor) &

• Follow-up orientation (by either the HR

department or the supervisor)