HRM_BBA_2013

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When?
After deciding which position to hire, from
where to hire (as per strategy)

Why?
To attract suitable and adequate pool of
candidates (to detract unsuitable ones) –
broad selection base
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How?
Using various tools and techniques

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What activities involved?
•Preparing job ad
(as per strategy, JA information)
•Selecting appropriate media
(as per expected pool of candidates)
•Preparing various forms
(to get required information as identified by
JA and strategy)
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How to make recruitment effective?

•Align all activities with organization strategy, JA

•Consider non-recruitment policies
like :
• EEO/AA – legal aspects
• cost of recruitment process
• reward policies, incentives, job security-
employee relations

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Internal Sources of Candidates:
Job posting with required attributes
(as identified in JA )

Benefits-
•Cost
•Employee commitment
•Job and environment familiarity

Information source-
•HRIS, supervisors, qualification inventories
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Recruitment via internet:
(when internal source is not suitable, look for external , one of them is internet)

How?
•Company websites,
•recruiting agency websites-job board,
•Social networking

What are the things to consider?

•Mention job attributes- for person-job-fit
•Use appropriate and user-friendly site

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Recruitment via internet:

Advantages-
•Cheap, wide coverage, quick, effective

Disadvantages-
•Overwhelming responses- consuming time,
effort
•Legal pitfalls (minority, display duration)

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Applicant Tracking Services:
•Tracking large number of applicants:
• Screening
• Categorizing
• Matching with job profiles

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Sources of candidates:
•Advertising
•Employment agencies
•Executive recruiters
•College recruiting
•Referrals and walk ins

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Sources of candidates:

Advertising-
Where to put ad?
Depends on job

Strong point?
Right target

Weak point-?
Frequency of ad,
Insertion and publication gap

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Sources of candidates:

Employment agencies
Types:
•Government owned
•NGO,

•Private agencies

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Why employment agencies?
•Inabsence of own HR department
•Requirement of temporary workers, alternative
staffing
•Difficulty in attracting suitable pool of candidates
(person-job fit)
•Difficulty in attracting adequate pool of candidates
(minorities)
•Urgency
•Difficulty in attracting passive potential employees
(who do not respond to ads directly)
Fear- unscreened persons could be hired
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Executive Recruiters (headhunters)
•Specialized firms
•For top management/ technical positions
•Identifies and persuades those who don’t seek
job changes but are very talented
•Saves time, cost and effort of organization
•Maintains confidentiality
Fear- person-job fit might be compromised if
not handled professionally, costing a lot to
organization
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 College recruiting:
Suitable for entry-level positions (technical,
professional)
Goals-
• To determine worth of candidate for
future consideration
• To attract good candidates
Needs lots of preparation on part of employers

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 Interns:
Win-win situation for employer and intern
Employer can assess potential employee
during internship
Interns can assess the organization whether
their personality match with organization
personality

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 Outsourcing:
Services rendered from outside vendors

Off-shoring:
Services rendered from outside vendors
abroad

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 Referrals:
Higher yield ratio (hires/applicants)
Realistic picture (accurate information)
from both sides
Low turnover
Chance of imbalance in employee-mix
leading to legal issues

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 Walk-ins:
For junior positions
Give and get information, maintain record
for future reference
Inform the applicant in time about your
decision

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 Telecommuters:
Home-agents
(eg, LIC agents, travel agents)
Cost effective

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 Workforce Diversity:
Purpose- inclusion, global business
•Older workers
•Minorities
•Women
•Single parents
•Differently able people

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 Workforce Diversity:
•Why older workers?
•Ratio of retirees (baby boomers) and
young professionals not matching, hence
firms need to rehire them
•They have experience, stability, maturity,
low absenteeism, more reliability

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 Workforce Diversity:
•How to attract older workers?
•Recruitment strategy –
•Flexi-time

•Flexi-benefits (health benefits, post job

facilities, leaves, life skill trainings)
•Fear: unavoidable leaves (sick leaves,
increased cost)

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 Workforce Diversity:
•Why minorities?
•Legal requirement
•Stability

•How to attract them?

•Recruitment policies suitable to them
•HR policies- career, training and development etc
suitable to them
•Fear: high training cost, opportunity cost
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 Workforce Diversity:
Why women?
•Legal requirement
•Stability
•Rule compliance
How to attract them?
Women-friendly policies and environment
(maternity leave, baby care facilities, flexi-time,
career prospects, child-schemes)
•Fear: absenteeism

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 Workforce Diversity:
Why single parents?
•Stability
•Commitment
How to attract them?
Favorable policies and environment
(baby care facilities, flexi-time, career
prospects, child-schemes)
•Fear: unavoidable leaves

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 Workforce Diversity:
Why differently able employee?
•Legal requirement
•Stability
•Commitment

How to attract them?

•Favorable policies and environment
(mobility, flexi-time, career prospects, health-
schemes, disability friendly tasks)
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 Application Forms:

Purpose-
to collect required information (as stated by JA)

Contents-
•Substantive matters (education)
•Career progress
•Employment stability
•References

These information help in predicting job tenure and performance at

initial level

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 Application Forms:
Things to consider:
•Whether the items get required
information as identified in JA and
strategy?
•If scoring is to be done, weights as per task
criticality?
•Are attributes to be tested through
application blanks pre-determined or not?
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 Application Forms:
Things to consider:
•Who is going to document, calculate
information? (access, reporting etc)
•Authenticity?
•EEO / AA regulations considered?
•Who is going to screen the applications?

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 Class Exercise:
Recruitment plan for the following positions:
Gr I- Receptionist
Gr II- Management Trainee
Gr III- Accountant
GR IV- Teacher
Gr V- Security Incharge
Gr VI- Field Supervisor
Gr VII- HR Manager
Gr VIII- HR Officer
Some points to consider:
What is organization strategy, how HR strategy is aligned?
From where to tap the potential candidates- internal/external, which approach/method? Why (advantages of
this source/disadvantages of other sources)?
What would be appropriate pool size? Why?
How to attract/detract suitable/unsuitable candidates?
What attributes are you looking for (person/work)? Why?
Which media would you use? Why?
What are the things you would consider while preparing job ad? Why?
What forms do you need? Why?
What other aspects like EEO/AA/workforce diversity etc would you consider? Why?
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Who are involved/responsibleSeema Singh
in recruitment process? 31