Scribd
Upload
83 views

Recruitment: Module - 3

The document discusses the recruitment and selection process for human resource planning. It defines key terms like job analysis, job design, and recruitment. The recruitment process involves planning strategies, searching for candidates, screening applicants, and evaluating the effectiveness and costs of recruitment techniques.

Uploaded by

Manish Bhargava
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
83 views

Recruitment: Module - 3

The document discusses the recruitment and selection process for human resource planning. It defines key terms like job analysis, job design, and recruitment. The recruitment process involves planning strategies, searching for candidates, screening applicants, and evaluating the effectiveness and costs of recruitment techniques.

Uploaded by

Manish Bhargava
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
You are on page 1/ 15

Who

will
occupy
this
chair?

1
MODULE – 3
RECRUITMENT
INTRODUCTION

Human Determine
Resource Recruitment and Job
Planning Selection needs Analysis

HRP helps determine the Job Analysis and Job


number and type of people Design specify the tasks
an organization needs. and duties of jobs and the
qualifications expected
from prospective
jobholders.

2
MEANING
JOB ANALYSIS: It is a formal and detailed examination of jobs.

JOB DESCRIPTION + JOB SPECIFICATION= JOB DESIGN


describe what the describe the key
job is all about qualifications needed
to perform the job

JOB DESIGN: Job Design is defined as the process of deciding on the


content of a job; on the methods to be used in carrying out the job and on
the relationships that should exist between the job holder and his
superiors, subordinates and colleagues.

3
Job design and job analysis helps the human resource manager in
doing human resource planning.

“Human Resource Planning is a process of determining and


assuring that the organization will have an adequate
number of qualified persons, available at the proper times,
performing jobs which meet the needs of the enterprise
and which provide satisfaction for the individuals involve.

Dale S. Beach

4
WHAT IS RECRUITMENT?

 Recruitment is the process of seeking and


attracting a pool of people from which qualified
candidates for job vacancies can be chosen.
----Byars and Rue

 Recruitment is the process of searching for


prospective employees and stimulating them to
apply for jobs in the organizations.
----Edwin B. Flippo

5
PURPOSE OF RECRUITMENT
 Increase the pool of job candidates at minimum cost.
 Reduce the probability of employee turn over.
 Increase the success rate of the selection process.
 Increase organizational and individual’s effectiveness.
 Meet the organization’s legal and social obligation regarding
the composition of its workforce.
 Begin identifying and preparing potential job applicants who
will be appropriate candidates.
 Evaluate the effectiveness of various recruiting techniques
and sources for all types of job applicants.

6
FACTORS AFFECTING RECRUITMENT

All organizations do recruitment but the extent may differ


according to

External Factors Internal Factors


External Factors
Supply
 Supplyand Demand
and Demand Recruitment Policy
Unemployment rate HRP
 Unemployment

Labor market rate Size of the firm
Political-social
 Labor market Cost
Sons of soil Growth and Expansion
 Political-social
Image Employer’s Brand
 Sons of soil Company’s Pay Package
Quality of Worklife
 Image
7
SOURCES OF RECRUITMENT
 Internal Recruitment: Employees from within the
organization are hired to fill a job vacancy.

 Present Employees
 Former Employees

 Previous Applicants

 Dependents of deceased employees

 External Recruitment: Employees from outside sources are


hired to fill a job vacancy.

8
TECHNIQUES OF RECRUITMENT

Internal Techniques External Sources

 Advertisements
Transfers Educational Institutes
Promotions Placement Agencies
Demotion Employment Exchanges
Upgradation Labor Contractors
Job Posting Walk-ins
Employee Referrals
 Job Fairs
Head Hunting
Consult-In
Body Shopping
Business Alliances
E-Recruitment

9
FORMS OF RECRUITMENT
[I] Centralized Recruitment: HR/ recruitment department at the
head office performs all functions of recruitment.

Merits:
1) Reduce administrative cost.

2) Better utilization of specialists.

3) Uniformity in recruitment.

4) Reduce favoritism.
5) Interchangeability of staff.
6) It enables managers of various units and zones to concentrate on
their operational activities.

10
CONT…
[II] Decentralized Recruitment: HR/ recruitment department at
unit level/ zonal level perform all the functions of recruitment.

Merits:
1) Cost of recruitment is less.

2) Gets most suitable candidates.


3) Less delay in recruitment.
4) Enjoy freedom about recruitment process.
5) Enjoy advantage about the control of recruitment.
6) Enjoy better familiarity and control over the employees it recruits.

11
PROCESS OF RECRUITMENT
 Planning
 Strategy development

 Searching

 Screening

 Evaluation and control

[I] Planning
 No. of contacts: Yield Ratio

 Type of contacts

12
CONT…
[II] Strategy Development

 Make Or Buy
 Technological sophistication
 Where to look
 How to look
 When to look

[III] Searching
 Source activation
 Selling

13
CONT…
[IV] Screening

[V] Evaluation & Control

 Salaries for Recruiters


 Management & professional time spent on preparing job
description, job specification, advertisements etc..
 Cost of advertisement
 Cost of producing supporting literature
 Recruitment overheads & administrative expenses
 Cost of overtime & outsourcing

14
15

You might also like