RECRUITMENT

Recruitment- Definition
 Searching for, and obtaining,
potential job candidates in
sufficient numbers and quality, and
at the right cost, for the
organisation to select the most
appropriate people to fill its jobs.
(Kramar et al 1996)
 Recruitment- Definition

Edwin B Flippo defined recruitment

as “ the process of searching for
prospective employees and
stimulating them to apply for jobs in
the organization “
 Difference between recruitment &
selection

Recruitment precedes selection and it

is only finding and developing the
sources of prospective employees and
attracting them to apply for jobs in an
organization.
Selection is the process of finding out
the most suitable candidate to the job
out of the candidates attracted i.e.
recruited.
 Recruitment needs

Determine
Recruitment Job
HRP
Analysis
 Purposes
Increase size of applicant pool at
minimum cost
Identify & prepare potential job
applicants
Increase success rate of selection
process by reducing over/under
qualified applicants
Decrease early turnover of new hires
Increase individual/organisational
effectiveness
 Recruitment Policy
Recruitment policy of any
organization is derived from the
personnel policy.
Recruitment policy should take into
consideration the government’s
reservation policy, policy regarding
sons of soil etc, personnel policies of
other organizations regarding merit,
internal sources, social responsibility
in absorbing the minority sections,
women etc.
 Recruitment policy statement
The company will:
Advertise all vacancies internally.
Reply to every job application
promptly.
Process all applications with
efficiency and courtesy.
Seek candidates on the basis of their
qualifications
 Factors considering recruiting
policy
Government policies
Personnel policies of other companies
Organizations personnel policies
Recruitment sources
Recruitment needs
Recruitment cost
Selection criteria & preferences
 Centralized Vs Decentralized
Recruitment
HR dept. at the corporate level
performs all the functions of
recruitment in case of centralized
recruitment
whereas Unit/Zonal level HR dept.
performs all recruitment functions for
respective unit /Zone in case of
decentralized system.
 Merits of centralized
Recruitment

Ave. cost of recruitment less-

economies of scale
Above malpractices
More uniformity-knowledge, skills,
attitude.
Centralized selection, transfer,
promotion, training etc.
More expertise available to choose.
 Merits of Decentralized
Recruitment
Units can recruit as and when they
require
Most suitable local people
Less costly –local recruitment.
Better understanding & control over
recruits
Freedom in developing selection ,
training processes.
Sources of Recruitment
Internal External

Advertising
Present
Employee Employment
Exchange
Referrals Campus
Recruitment
Former Walk-ins
employees Write-ins
Previous Competitors
Applicants
Consultants
Acquisition &
Mergers
 A Simplified Model of the Recruitment Process
Recruitment philosophy
Recruitment planning • Internal vs External job
• Estimated no. of filling
contacts needed -HRP • Job vs Career orientation
• Short-term vs long term
• Job specifications orientation

Recruitment strategy development

• choosing required applicant qualifications
• choosing recruitment sources and
communication channels
• choosing inducements
• choosing the message : realism vs flypaper
Recruitment Activities
• Job posting
• Ads
• Other recruitment sources
• Follow up actions
• Record keeping
Screening /
Selecting selection
employees
Recruitment Evaluation
• No. of jobs filled ?
• Jobs filled in timely fashion ?
• Cost per job filled ?
Recruiting Yield Pyramid

50 New hires

100 Offers made (2 : 1)

Candidates interviewed (3 : 2)
150

200 Candidates invited (4 : 3)

1,200 Leads generated

 Factors influencing recruitment

External factors Internal Factors

Supply & demand Recruitment policy

Unemployment Size of the firm
Rate Recruitment Cost
Labor market Growth & expansion
Political-legal Company’s brand
Sons of soils Geographical
Spread of company
 How to Recruit ( Methods )
Internal External
Job Postings- Advertising
Bulletin boards, Employment Agencies
elec-media( HLL – Govt. employment
-40 job filled) exchange
Newsletters – Private agencies
Succession Campus -Asian Paints –
Planning eg. Curri,faculty,Infra,Teac
Promotion- hing,admission
Tatas,Birlas,HLL- process)
vertical
growth,Reward- Referrals( citibank-
Perfor.-Promote Rs50,000) / Word of
compet. Mouth / Unsolicited
Applications
 Common mistakes in Campus
recruitment
Failure to utilize a full time
professional recruiter
Recruiter not trained in interviewing
skills.
No decision making authority with
recruiter
Actual process mishandled
No involvement of recruiter in
development of employee.
Guidelines for campus recruitment
Shortlist campuses
Choose recruitment team carefully
Pay smartly, not highly
Present clear image
Do not oversell yourself.
Get in early
Not everyone fits the bill.
Advantages of Internal Recruiting

Motivator for good performance

Hire at entry-level only
Familiarity with organisation
Improved morale and security
Can identify long-term interests
lower cost
Disadvantages of Internal Recruiting
Inability to find appropriate people
Morale problems
Political in-fighting
Need for strong T&D programs
Advantages of External Recruiting

Introduces new ideas and knowledge

Reduced need for training
Larger skilled pool available
Disadvantages of External Recruiting

Problems of fit
Morale problems for internals
Adjustment period
Relocation costs
Decreased incentive value of
promotions
 Recruitment Evaluation
Measuring past recruitment can help predict:
 Timeliness of recruitment
 Budget needed
 Methods that yield greatest number of
best quality candidates
 Assess performance of recruiters
 Cost of Recruitment
AC+AF+RB+NC
SC/H = -----------------------
H
Where :
AC =Advertising cost, total monthly expenditure ( Rs.
28000)
AF = agency fees, for the month ( Rs.19000)
RB = Referral bonuses (RS. 2300)
NC = no-cost hires, walks ins, ( 0)
H = total hires ( 119)
Source cost /hire=414
 Recruitment: Indian Exp.
Tracking for long term
Knowledge
Experience
Skills
Behavior suited for co. objective
 Expectations of Indian co.
Pepsi – Flat org. , 4 levels, emphasis on:
Grow business/ grow with business
Achievement motivation
Winners attitude
Come what may app.
Creativity
Unconventional thinking,
Deal with ambiguity & informality
Creating a dynamic change
 Contd.
Reebok- emphasis on youth , Ave age
26 yrs.
 Willing to do all job
 To cope up with informality
 Independent decisions
 Consistent performance
 Taj Group
Patience
Rise with company
Yes sir approach
Long working & stressful hours
Personal appearance
Assertiveness/ aggressiveness
 Skills recruiters want

Ability to work in team

Analytical & problem solving skills
Comm. & other soft skills
Creativity & resourcefulness
Leadership Potential
Gen. Managerial skills
Entrepreneurial skills