RECRUITMENT

REFERS TO THOSE SET OF ACTIVITIES AN ORGANISATION

USES TO ATTRACT JOB CANDIDATES POSSESSING THE
APPROPRIATE CHARACTERISTICS TO HELP THE ORGN
REACH ITS OBJECTIVES.

INVOLVES SEEKING AND ATTRACTING A POOL OF PEOPLE

FROM WHICH QUALIFIED CANDIDATES FOR JOB VACANCIES
CAN BE CHOSEN.

DEVELOPING THE SOURCES OF PROSPECTIVE EMPLOYEES

AND ATTRACTING THEM TO APPLY FOR JOBS IN AN
ORGANISATION

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SUBSYSTEMS OF RECRUITMENT

THE FOUR SUBSYSTEMS ARE

1. FINDING OUT AND DEVELOPING THE SOURCES

WHERE THE REQUIRED NUMBER AND KIND WILL BE
AVAILABLE.
2. DEVELOPING SUITABLE TECHNIQUES TO ATTRACT
THE DESIRABLE CANDIDATES.
3.EMPLOYING THE TECHNIQUE TO ATTRACT
CANDIDATES
4.STIMULATING AS MANY CANDIDATES TO APPLY
FOR JOBS IRRESPECTIVE OF THE NUMBER OF
CANDIDATES REQUIRED.

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COMPLEXITY OF THE FUNCTION OF RECRUITMENT:

Searching of prospective employees is affected by:

-Organizational policy regarding filling up of certain percentage

of vacancies by internal candidates.
-Sons of soil
-Influence of trade unions.
-Government regulations regarding reservations based on
community/region /sex and caste.
-Influence of recommendations, nepotism

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Stimulating the prospective employees to apply for jobs is
affected by:

INTERNAL FACTORS:
-Working conditions
-Promotional opportunities
-Salary levels, type and extent of benefits
-Personnel policies and practices
-Image of the organisation
-Ability and skill of managment to stimulate the candidates.

EXTERNAL FACTORS:
-Personnel policies and practices of various organizations
-Career opportunities in other organisations

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SOURCES OF RECRUITMENT:

INTERNAL SOURCES:
a) Present permanent employees
-motivates present employees: Job posting and bidding
b) Present temporary/casual employee
c) Retrenched or retired employees
d) Dependents of deceased, disabled, retired and present
employees

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WHY INTERNAL SOURCES
-Technique of motivation
-Morale of employees
-Known devils are better than unknown devils
-Loyalty,commitment,sense of belonging can be enhanced
-cost of selection can be minimized
-Cost of training,induction,orientation,period of adaptability can
be minimized.
-Trade unions can be satisfied
-Stability of employment can be ensured .

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EXTERNAL SOURCES INCLUDE:

-Educational and training institutes

-Private employment agencies/consultants
-Public employment exchanges
-Professional associations.
-Data banks
-Casual applicants
-Trade unions
-Job portals
-Consultancies

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INNOVATIVE EXTERNAL RECRUITING METHODS:

TELERECRUITING:Phone
TELERECRUITING calls to potential candidates, with
names obtained from mailing lists of professional
associations,schools, and mailing lists.
DIRECT MAILING:using
MAILING lists from the above
POINT OF SALE RECRUITING MESSAGES: MESSAGES
Posters, literature, messages on the back of cash registers tapes
useful if customers are potentially qualified applicants.
TALENT SCOUT CARDS: CARDS These invite prospective candidates to
apply for jobs. Managers are asked to distribute the cards to
exceptionally friendly, helpful customer service personnel they
encountered while doing their own shopping.
POSTERS:
POSTERS Displayed on community bulletin boards, parks, banks
etc
RADIO
BILLBOARDS
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INFORMATION SEMINARS

REFERRAL PROGRAMS

LOCAL LAYOFFS

JOB FAIRS

WALK INS / GATEHIRES

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FACTORS AFFECTING JOB CHOICE:

1. OBJECTIVE FACTORS:
Wages
Nature of work
Promotion opportunities
Location etc

2. RECRUITING FACTORS:
Competence of recruiter
Promptness of response

3. SUBJECTIVE FACTORS:
Match of person’s personality and values to organization’s
value, mission, image, culture and climate

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EFFECTIVENESS OF EXTERNAL RECRUITMENT

YIELD RATIO
Percentage of applicants from a recruitment source that make it
to the next stage of the selection process.
For eg: if 100 resumes were obtained from an employment agency
And 17 of the applicants submitting those resumes were invited
for an on-site interview, the yield ratio would be 17%

1200- leads generated

200- candidates invited
150- candidates interviewed
100-offers made
50- new hires

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Costs of recruitment

AVERAGE SOURCE COST PER HIRE

SC/H= AC+AF+RB+NC
----------------------
H

AC= advertising costs, total monthly expenditure (Rs28,000)

AF= agency fees, total for the month (Rs 10,000)
RB= Referral bonuses, total paid(Rs 2,500)
NC= No cost hires, walk ins, non profit agencies, etc
H= Total hires

28000+10,000+2,500+0
------------------------------ = 450 (source cost of recruits per hire)
100
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