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RECRUITMENT
INTRODUCTION
Recruitment is the process of locating and encouraging potential applicants to apply for existing or anticipated job openings Certain influences, however, restrain a firm while choosing a recruiting source such as:

Poor image Unattractive job Conservative internal policies Limited budgetary support Restrictive policies of government

Recruitment

DEFINITION

According to EDWIN B FLIPPO, Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organisation. In the words of DALE YODER, Recruitment is a process to discover the sources of manpower to meet the requirements of staffing schedule and to employ effective measures for attracting that manpower in adequate number to facilitate effective selection of an efficient working force.

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Recruitment: matching the needs of applications and organisations

Information Flow

Organisation need for high quality employees

Internal Applicants

Potential applicants need for suitable job

Environment: Economic and Social, T echnological and Political

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Situational factors impacting recruitment

The process of recruitment is influenced by a variety of environmental factors. Economic factors Social factors Technological factors Political factors Legal factors The Factories Act The Apprentices Act The Employment Exchanges Act The Contract Labour Act Bonded Labour System Act The Child Labour Act

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Sources of Recruitment
The sources of recruitment may broadly be divided into two categories:

Internal sources
External sources.

Recruitment

INTERNAL SOURCES

Transfers Promotion Demotion Present employees

Recruitment

EXTERNAL SOURCES

Notice at factory gate Unsolicited applications Casual callers Advertisement Employment exchange Colleges,institutions and universities Labour contractors Private agencies Trade unions Recommendation of existing employees.

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Merits and demerits of hiring people from within

Merits (i) Economical: The cost of recruiting internal candidates is minimal. No expenses are incurred on advertising. (ii) Suitable: The organisation can pick the right candidates having the requisite skills. The candidates can choose a right vacancy where their talents can be fully utilised. Demerits (i) Limited choice: The organisation is forced to select candidates from a limited pool. It may have to sacrifice quality and settle for less qualified candidates. (ii) Inbreeding: It discourages entry of talented people, available outside an organisation. Existing employees may fail to behave in innovative ways and inject necessary dynamism to enterprise activities. (iii) Inefficiency: Promotions based on length of service rather than merit, may prove to be a blessing for inefficient candidates. They do not work hard and prove their worth. (iv) Bone of contention: Recruitment from within may lead to infighting among employees aspiring for limited, higher-level positions in an organisation. As years roll by, the race for premium positions may end up on a bitter note.

(iii) Reliable: The organisation has knowledge about the suitability of a candidate for a position. Known devils are better than unknown angels!. (iv) Satisfying: A policy of preferring people from within offers regular promotional avenues for employees. It motivates them to work hard and earn promotions. They will work with loyalty, commitment and enthusiasm.
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Merits and demerits of hiring people from outside

Merits Wide choice: The organisation has the freedom to select candidates from a large pool. Persons with requisite qualifications could be picked up. Injection of fresh blood: People with special skills and knowledge could be hired to stir up the existing employees and pave the way for innovative ways of working. Motivational force: It helps in motivating internal employees to work hard and compete with external candidates while seeking career growth. Such a competitive atmosphere would help an employee to work to the best of his abilities. Long term benefits: Talented people could join the ranks, new ideas could find meaningful expression, a competitive atmosphere would compel people to give of their best and earn rewards, etc.
Recruitment

Demerits Expensive: Hiring costs could go up substantially. Tapping multifarious sources of recruitment is not an easy task, either. Time consuming: It takes time to advertise, screen, to test and to select suitable employees. Where suitable ones are not available, the process has to be repeated. Demotivating: Existing employees who have put in considerable service may resist the process of filling up vacancies from outside. The feeling that their services have not been recognised by the organisation, forces them to work with less enthusiasm and motivation. Uncertainty: There is no guarantee that the organisation, ultimately, will be able to hire the services of suitable candidates. It may end up hiring someone who does not fit and who may not be able to adjust in the new set-up.

METHODS OF RECRUITMENT

Direct methods Indirect methods Third party method

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Direct methods
Campus recruitment

Employee contacts
Manned exhibits Waiting list

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Indirect methods

Newspaper advertisements

Television and radio advertisements

Third party methods

Private employment search firms

Employment exchanges
Gate hiring and contractors Unsolicited applicants/walk-ins Internet recruiting

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RECRUITMENT PROCESS

Recruitment planning Development of strategy Searching Screening Evaluating the effectiveness of recruitment process

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Recruitment of trainees: expectations of Indian companies

As Reeboks customers are young, the company places emphasis on youth. The average age at Reebok is 26 years. Employees are expected to have a passion for the fitness business and reflect the companys aspirations. Recruitees should be willing to do all kinds of job operations. The willingness to get ones hands dirty is important. They must also have an ability to cope with informality, a flat organisation and be able to take decisions independently and perform consistently with their clearly defined goals. Reebok: Indian Hotels: The Taj group expects the job aspirants to stay with the organisation patiently and rise with the company. Employees must be willing to say yes sir to anybody. Other criteria include: communication skills, the ability to work long and stressful hours, mobility, attention to personal appearance and assertiveness without aggression.

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Recruiters these days expect Bschool graduates to possess certain skills: Skills recruiters want in India
1. 2. 3. Ability to work in a team Analytical and problem solving skills Communication and other soft skills

4.
5. 6. 7.

Creativity and resourcefulness

Leadership potential General Managerial skills Entrepreneurial skills

Recruitment

THANK YOU..

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