Sie sind auf Seite 1von 13

MODULE 3

RECRUITMENT
Definition
Purpose
Factors

& Objectives

governing recruitment

Centralized

& decentralized recruitment

Recruitment

sources & techniques

Recruitment

process
1

Means

to enlist, replenish or reinforce

Another

step in the employment process

Activity

which follows HRP (Involves job analysis & job


description)
Definition:
Process of searching the prospective employees and
stimulating them to apply for jobs in the organisation
------------ Edwin B. Flippo
Positive
An Activity
Negative

PURPOSES OF RECRUITMENT

Process of bringing the prospective employee &


employer to stimulate / encourage the employee
to apply for the job

Prepare inventory of people who meet criteria

Increase organisational & individual effectiveness

Increases the pool of job candidates at min. cost.

OBJECTIVES OF
RECRUITMENT

To attract people with multidimensional skills


& experience
To induct outsiders with new perspective
To infuse fresh blood at all levels in org.
To develop an organisational culture
To search/head hunt for people whose skills fit
companys values
To search for talents globally & not within the
organisation
To design entry pay that competes on quality
& not on quantum
To devise methods for assessing traits
To seek non conventional ways for developing
4
talents

FACTORS GOVERNING
RECRUITMENT
Internal factors
1.

Pay package

External factors

2.

Quality of work life

1.

3.

Org,. Culture

Supply / demand
factors

4.

Growth rate

2.

5.

Role of trade union

Labour market
conditions

6.

Cost of recruitment

3.

7.

Career planning &


devpt

Political / legal
/govt. factors

4.

Socio economic
factors

5.

Information systems

8.

Size

9.

Geog. Spread of
companys activities

FACTORS INFLUENCING
RECRUITING EFFORTS

Size of Organization

Employment conditions

Effects of past recruitment efforts

Working conditions, salary & benefits

Growth rate of organisation

Cultural, economic & legal factors


6

RECRUITMENT
PROCESS
HRP

Job vacancies at a
Future date
Type
No. of HR

Company
strategies
Job analysis

Recruitment
Type
number

Applicants
pool

screening
Potential hires

Search for prospective


Candidates
Source
Traditional / modern

Stimulate them to apply


Techniques
Traditional / modern

Evaluation
&
control7

CENTRALIZED VS DECENTRALIZED
RECRUITMENT
Advantages of Centralized recruitment:
Average cost of recruitment per candidate is relatively
less
More expertise is available
Ensures broad uniformity among HR of various units
Facilitates interchangeability of staff
Enables managers of units to concentrate on operational
activities
Ensures most effective & suitable placement of candidates
Enables centralized training programmes, uniformity & min.
average cost of staff
It helps in avoiding malpractices, bias, favoritism

ADVANTAGES OF DECENTRALIZED
RECRUITMENT
Concerned unit concentrates only on those
sources where it normally gets suitable
candidates
Units can recruit candidates as and when
they are required without any delay
Units enjoy the freedom in finding, developing
sources, & selecting the techniques in
stimulating the candidates
Units enjoy advantage about the availability
of information, control & feedback, various
functions/processes of recruitment
9

TRADITIONAL SOURCES OF RECRUITMENT:

INTERNAL:
1. Present permanent employees
2. Dependents of deceased/disabled
3. Retrenched/retired employees
4. Casual / temporary employees
5. Disabled, Retired employees
EXTERNAL :
1. Campus recruitment
2. Private employment agencies/consultants
3. Public employment exchanges
4. Professional associates
5. Data banks
6. Casual applicants
10
7. Trade unions

MODERN SOURCES OF RECRUITMENT


Internal
1. Employee referrals
External
1. Walk-in
2. Consult in
3. Head hunting
4. Body shopping
5. Mergers & Acquisitions
6. Tele Recruitment
7. E-Recruitment
8. Outsourcing

11

Traditional
Techniques

Modern
Techniques

Promotions
Transfers
Advertising
RECRUITMENT

Scouting
Salary & perks
ESOPs

TECHNIQUES

12

RECRUITMENT PRACTICES IN INDIA


1.
2.

Within the organization


temporary workers

3.

Employment agencies

4.

Casual callers

5.

Advertisements

6.

Labour contractors

7.

Applicants introduced by friends or relatives


working in the organization

13