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Lesson 05 - Recruitment

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Lesson 05 - Recruitment

Uploaded by

Movindu Dewnaka
Copyright
© © All Rights Reserved
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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HRM 2213 – Human Resource Management

Lesson 05: Recruitment


Department of Human Resource Management
Faculty of Management Studies
Rajarata University of Sri Lanka
Learning Outcomes
 Define the Recruitment

 Explain the importance of Recruitment

 Identify the steps of Recruitment process

 Differentiate between internal & external


recruitment policy
 Identify various Recruitment methods
Definition of Recruitment (R)
 Recruitment is the process of finding & attracting
suitable qualified people to apply for employment
 R is that set of activities an enterprise uses to attract
job candidates who have the abilities & attitudes
needed to help the enterprise achieve its objectives
(Glueck, F., 1979)
 R is a process of generating a pool of qualified
applicants for organizational jobs (Mathis & Jackson,
2000).
 The general purpose of R is to provide an org:
with a pool of potentially qualified job
candidates.
 HR specialist –
 Recruiter / Recruitment Specialist /
Employment Specialist / personnel Specialist –
Recruitment / HR Executive – recruitment

 R is a function that relates job seekers to job


offers.
Importance of Recruitment
Rec: attempt to achieve the followings;
 To acquire a pool of suitable qualified job seekers.
 To acquire this pool at the lowest possible cost.
 To reduce the likelihood that an applicant, once
hired, would leave the org: after a short time.
 The quality of HR depends on quality of job
applicants. It depends on successful performance of
recruitment.
Recruitment Process
Identify job vacancies
Ascertain job requirements

Consider factors affecting recruitment

Prepare job application form

Select the method/s of recruitment

Implementation

Evaluation of recruitment effort


Step 01: Identify Job Vacancies
1. HRP shows the present & future vacancies.
staffing table specifies number of vacancies &
type of vacancies to be filled for particular
period of time.

2. special requests make by dept: / unit managers


special vacancies occur suddenly (unexpected
resignations, deaths etc.)
Step 02: Ascertain Job Requirements
 Having identified job vacancies, HR manager or relevant manager who
is in charge of recruitment should ascertain job requirements.

 Job requirements mean special job characteristics, qualifications &


qualities to be possessed by the needed person to perform the job

 To prepare a right Recruitment Message

 Recruitment message refers to a notice used to notify people or persons


that there are job vacancies in the org: & to invite people to apply for
the vacancies.
Step 03: consider Factors Affecting
Recruitment
1. org: recruitment policy
I. Internal recruitment policy – refers to
procuring candidates to fill vacancies within the
org: itself.

II. External recruitment policy – refers


procuring candidates to fill vacancies from
outside of the org:
Advantages of internal recruitment Advantages of external recruitment
policy policy
• Possible to attract people who • Possible to hire persons with new
expect career development knowledge and skills
• Motive current employees • Obtain new blood minimizing the
occurrence of inbreeding
• Possible to retain current • Possibility of selecting a more
appropriate employees appropriate person
• Cheaper/lesser cost of recruitment • Possible to obtain more young and
productive executives; specialists
• Leaser orientation time or no need • Lesser cost of T&D
it.
• Able to fill of vacancies at a shorter • This policy has to be applied
time essentially for entry-level jobs
• Encourages sound labor –
management relationship
2. Cost
HR manager has to work under a certain budget.
Cost that incurs in attracting applicants is constraint
to recruitment function.
3. Employee market condition
some time there is a shortage of suitable qualified
applicants in the job market. At that time need to
follow more formal & serious attempt for
recruitment.
 Strong economy = difficulty hiring.
 Weak economy = too many applicants.
4. Type of needed employees
This will affect scope of the recruitment effort. It
refers to the extent of geographical limitation
within individuals should be recruited.

5. Time constraint
If the organization experiences a sudden
increased demand for its products, it may not be
able to engage in a comprehensive recruitment
effort.
FACTORS AFFECTING RECRUITMENT
Step 04: Prepare Job Application Form
 Job application form prepared by the org: is used to
collect information about job applicants in uniform
way.
 This step may not be applicable to all the jobs
 When accepting job application forms prepared by
the applicants themselves
 The application form prepared previously can be
use again.
 Application form is also a method of selecting the right
person/s to org:. Hence, it should be prepared carefully &
soundly. Following main aspects need to include the
application form;
I. The information required
a) what information the forms will require to contain
be decided
b) only really needed information must be provided
for
C ) a sufficient space must be provided for every
items
II. The arrangement
- guidance should be given to fill application
- information should be requested in a logical order
III. Filing
- forms need to be printed on fairly strong papers –
can be filed & retain for many years
- a sufficiently wide space along the edge of form
IV. Presentation
- forms should always be well produced and printed in
order to give a good impression about the org:
Step 05: Select the method/s of Recruitment
 Internal Recruitment methods
I. Simple Word of Mouth
II. Job posting & bidding – notifying job vacancy on org:
notice boards, org: magazines, newsletters, etc.
III. Skill & management inventories
IV. Intranet
V. Succession plans – kinds of human resource plans and they
show future replacements when relevant job vacancies
occur.
 External recruitment methods
I. Employee Referrals
II. Pre-applicants
III. Past employees
IV. Educational Institutions
V. Employment Agencies
VI. Executive Search Firms (Head Hunters)
VII.Trade Unions
VIII.Internet
IX. Advertising
 Advertising has an impact on four market
segments;
1. Qualified applicants who are expected to be
attracted by the advertisement
2. Employees who are already employed in other
organizations
3. The org: own employees who view advertising as
source of information about their org:
4. Customers, potential customers, investors,
investment analysts, government officers & others
 Contents of good recruitment advertisement;
1. A clear indication of the relevant job vacancy
2. A brief introduction to the organization
3. A brief summery of key duties, responsibilities
4. A brief summery of key requirements (Knowledge,
Skills, Competencies etc.)
5. Rewards
6. Closing date
7. Way of responses (sending application)
Recruitment advertisements can be categories into two
– OPEN & BLIND
Step 06: Implementation
 Decisions taken in the above steps are implemented.
 It involves that individuals apply for job vacancies and the
organization receives the applications from those individuals.

Step 07: Evaluation


I. Number of recruits per method
II. Number of recruits within a particular duration
III. Cost per recruit
IV. Ratio of qualified recruits to unqualified recruits
V . Employee Performance
News Emp: Educatio
Paper Referral n
s Institute

01 Total cost (Rs.) 100000 600 5000

02 Total number of recruits per 100 06 50


method

03 Qualified applicants 10 01 40

04 Number of recruits – within a


- first week 20 03 40
- second 80 03 10
week
News paper Emp; Education Priority
referrals institute

1 Cost per recruit (Rs.) 100000/100 600/6 = 5000/50 Emp:


= 10000 100 = 100 referrals
(02) and edu:
institute
(01) (01)

2 Number of recruits for the 01 03 02 News


method papers
3 Qualified unqualified ratio 10:90 01:05 40:10 Edu:
1:9 4:1 institute
(03) (02) (01)
4 Number of recruiters (01) (03) (02) News
(Responses pattern) papers
Thank You…

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