RECRUITMENT

Recruitment is regarded as the most important function of HRM.

It is basically the process of searching for and obtaining applicants for jobs,
from among whom the right person can be selected.

It is also said that it is the process of finding and attracting capable

applicants for job.

DEFINATION OF RECRUITMENT
According to Dole Yoder, recruitment is a “process to discover the
source of manpower to meet the requirements of the staffing schedule and
to employee effective for attracting the manpower in adequate number to
facilitate effective selection of our efficient workforce.”

PURPOSE OF RECRUITMENT
1) To determine the present and future requirement of the
organization, in conjunction with its personnel-planning and
job analysis activities.
2) To increase the pool of job candidates at minimum cost.
3) Helps to increase the success rate of the selection process
by reducing the number of visibility, under qualified or
overqualified job applicants.
4) Helps to reduce the turnover of the job employees, once
recruited and selected, will leave the organization only after
a short period of time.
5) Helps to meet the organization legal and social obligations
regarding this composition of its workforce.
 6) Helps to identify the individual effectiveness in the short term
and long term.
7) Evaluate the effectiveness of various recruiting techniques
and sources for all type of job applicants.

FACTORS AFFECTING RECRUITMENT

INTERNAL FACTORS

 Company’s pay package

 Quality of work life

 Organizational Culture

 Career Planning and Growth

 Company’s size

 Company’s products and services

 Geographical spread of the company’s operation

 Company’s growth rate

 Role of trade union

 Cost of recruitment

 Company’s name and fame

EXTERNAL FACTORS

 Socio-economic factors

 Supply and demand factors

  Employment Rate

 Labor market conditions

 Political, legal and governmental factors

 Information system like employment exchanges,tele- recruitment like

internet

PROCESS OF RCRUITMENT
The Recruitment process comprises of five interrelated stages.

I. Planning

II. Strategy Development

III. Searching

IV. Screening

V. Evaluation and Control

1) Recruitment Planning

It the first stage in recruitment process.

Planning involves the translation of job vacancies and information about

the nature of these jobs and

a) the number of contacts

b) type of applicants to be contacted

2) Strategy Development
Once its known how many and what type of recruits are required. Serious
considerations needs to be given to

1. Make or buy employees.

2. Technological sophistication of recruitment.

3. Geographic distribution of labour markets comprising job seekers.

4. Source of recruitment

5. Sequencing the activities in the recruitment process.

Source of Recruitment (traditional)

Internal

 Present employees- promotions, transfers, demotions and upgrading

 Employee referrals

 Former employees (Retrenched employees)

 Retired employees

 Dependents of deceased

 Previous applicants

External

 Campus Recruitment

 Private Employment Agencies/consultants

 Public Employment exchanges

 Professional Associations

 Data Banks
  Casual Applicants

 Similar Organizations/ Competitors

 Trade Unions

 Unsolicited Applicants

Source of Recruitment (Modern)

Internal

 Employee Referrals

External

 Walk in

 Consult in

 Head hunting

 Body shopping

 Mergers & Acquisitions

 Tele Recruitment( E- Recruitment)

 Outsourcing

3) Searching
Once the recruiting plan and strategy are worked out, the search process
begins. Search process involves two steps:

a) Source Activation: - This means that no actual recruiting takes

place until line managers have verified the vacancy does exist or will
exist. If the organizations has planned well and done a good job of
developing its source and search methods, and activates soon
results in flood of application and resumes.
 b) Selling: - The second step is the searching process, which is
concerned with communication. In selling the organization, both the
messages and media deserves attention. Messages refer to
employment advertisement. With regard to media the effectiveness of
any recruiting messages depends on the media.

Thus selection of medium or media needs to be done with lot of care.

4) Screening
 It is an integral part of recruitment.

 Screening starts after applications have been scrutinized and short

listed.

 The purpose is to remove the visibly unqualified applicants.

 Effective screening can save a lot of time and money.

 They are judged on the basis of knowledge, skills, abilities and

interests etc.

 Screening methods are like interviews, applications blanks, resumes

and reference checks etc.

5) Evaluation and Control

Evaluation and control is necessary as considerable cost in incurred in the
recruitment process. The cost generally incurred is:

1. Salaries for recruiters

2. Management and professional’s time spent on preparing job

description, job specifications, advertisement, agency liaison and so
forth.

3. The cost of advertisement or other recruitment methods, that is

agency fees, media cost etc.

4. Cost of producing supporting literature.

 5. Recruitment overheads and administrative expenses.

6. Cost of overtime and outsourcing while the vacancies remain unfilled.

7. Cost of recruiting unsuitable candidates for the selection process.

Questions should be asked always whether the recruitment methods used

are valid and effective.

Methods and Techniques of Recruitment

Traditional Techniques
I. Promotions

II. Transfers

III. Advertising

IV. Campus Recruitment

Modern Techniques
I. Scouting ( campaigning by representatives)

II. Salary, promotions & perks

III. ESOPs ( Employees Stock Ownership Programms)

 Recruitment Process (HSBC BANK)

The selection of external recruits consists of the following steps:

1. CV-Online form

Potential candidates interested in joining the bank are required to

complete the CV-Online electronic form.

2. Application Evaluation

The Human Resources department evaluates all incoming

applications, against prerequisite abilities and skills set for all
current openings. All applications are kept based on strengths
and specialization, for future reference.

3. Ability Tests

Potential candidates will be invited to participate in aptitude tests

i.e. numerical, verbal, English and psychometric, when deemed
necessary.

4. Capability Based Interviews

To ensure that our recruitment process is fair and consistent, all

candidates who are successful at the exams are invited for a
capability based interview. Interviews are based against
capabilities, required for each position for which the candidate is
interviewed for. A capability or competency is an ability described
in terms of skills & behavior that are essential to effectively
perform within a job.
5. Reply LettersAt all stages of the process candidates are kept
informed of the status of their application with an email reply
letter.

6. Job Offer

If a candidate successfully reaches the final stage, a position

offering is made in conjunction with a reward packa.

RELIANCE POWER RECRUITMENT

CAMPUS RECRUITMENT

 Eligibility Criteria 10(60%) 12th (60%) CPI (6)

Branches allowed - Civil, Mechanical, Electronics, Electrical,
Production
Selection procedure: Written test (45 mins)
GD (a panel of 10)

 Interview (10- 15 mins)

 Written test Questions (MCQs)

 Group Discussion
 Personal Interview