RECRUITMENT

TEAM ANONYMOUS.

MEANING OF RECRUITMENT
Recruitment is the process of searching the candidates for employment and
stimulating them to apply for jobs in the organization.
Recruitment is the activity that links the employers and the job seekers.
Recruitment is a process of finding and attracting capable applicants for
employment. The process begins when new recruits are sought and ends
when their applications are submitted.

RECRUITMENT NEEDS
Planned: The needs arising from changes in organization and retirement
policy.
Anticipated: Anticipated needs are those movements in personnel, which an
organization can predict by studying trends in internal and external
environment.
Unexpected: Resignations, deaths, accidents, illness give rise to unexpected
needs.

PURPOSE & IMPORTANCE OF

RECRUITMENT
Attracts and encourages more and more candidates to apply for a job
opening in the organization.
Creates a talent pool of candidates and enables selection of the best
candidates for the organisation.
Links the employers with the employees.
Identifies the potential candidates.

RECRUITMENT PROCESS
Identifying the Vacancy: The recruitment process begins with the receipt of
requisition for recruitment from different departments. This contains:
Posts to be filled
Number of persons required
Duties to be performed
Qualifications required
Preparing the job description and person specification
Locating and developing the sources of required number and types of
employees
Encouraging them to apply for the job openings

SOURCES OF RECRUITMENT
A. Internal Sources of Recruitment
a) Transfers: The employees are transferred from one department to another
according to their efficiency and experience.
b) Promotions: The employees are promoted from one department to another
with more benefits and greater responsibility based on efficiency and
experience.
c) Others: Others are Upgrading and Demotion of present employees
according to their performance. Retired and Retrenched employees can be a
source of recruitment.

 B. External Sources of Recruitment

a) Press Advertisements: Advertisements of the vacancy in newspapers and journals are a widely
used source of recruitment.
b) Educational Institutes: Various management institutes, engineering colleges, medical
Colleges etc. are a good source of recruiting well qualified executives, engineers, medical staff etc.
c) Placement Agencies: Several private consultancy firms perform recruitment functions on behalf of
client companies by charging a fee.
d) Employment Exchanges: Government establishes public employment exchanges throughout the
country.
e) Labour Contractors: Manual workers can be recruited through contractors who maintain close
contacts with the sources of such workers.
f) Unsolicited Applicants: Many job seekers visit the office of well-known companies on their own.

g) Employee Referrals / Recommendations: Many organizations have

structured system where the current employees of the organization can refer
their friends and relatives for some position in their organization.
h) Recruitment at Factory Gate: Unskilled workers may be recruited at the
factory gate these may be employed whenever a permanent worker is
absent.
i) Job Fairs: Job fairs are conducted by different companies to attract
candidates for entry
level jobs.

FACTORS AFFECTING RECRUITMENT

A. Internal Factors Affecting Recruitment
a) Recruitment Policy: The recruitment policy of an organisation provides a framework for
implementation of recruitment programme by taking into consideration the following factors
a. Factors Affecting Recruitment Policy
(i)Organizational objectives
(ii) Personnel policies of the organization and its competitors
(iii) Government policies on reservations
(iv) Preferred sources of recruitment
(v) Need of the organization
(vi) Recruitment costs and financial implications

b) Human Resource Planning: Effective human resource planning helps in

determining the
gaps in the existing manpower of the organization.
c) Size of the Firm: The size of the firm is an important factor in recruitment
process. If the
organization is planning to increase its operations and expand its business, it
will think of hiring more personnel, which will handle its operations.
d) Growth and Expansion: Organization will employ or think of employing
more personnel if it
is expanding its operations

B. External Factors Affecting Recruitment

a) Supply and Demand: The availability of manpower both within and outside the organization
is an important determinant in the recruitment process.
b) Labour Market: Employment conditions in the community where the organization is located
will influence the recruiting efforts of the organization.
c) Image/Goodwill: Image of the employer can work as a potential constraint for recruitment.
d) Political, Social and Legal Environment: Various government regulations prohibiting
discrimination in hiring and employment have direct impact on recruitment practices.
e) Unemployment Rate: One of the factors that influences the availability of applicants is the
growth of the economy (whether economy is growing or not and its rate).
f) Competitors: The recruitment policies of the competitors also affect the recruitment
function of the organisations.

RECRUITMENT POLICY OF A COMPANY

In todays rapidly changing business environment, a well defined recruitment
policy is necessary
for organizations to respond to its human resource requirements in time.
A. Components of the Recruitment Policy
The general recruitment policies and terms of the organisation
Recruitment services of consultants
Recruitment of temporary employees
Unique recruitment situations
The selection process
The job descriptions
The terms and conditions of the employment

 To ensure that every applicant and employee is treated equally with dignity and respect
Unbiased policy
To aid and encourage employees in realizing their full potential
Transparent, task oriented and merit based selection
Weightage during selection given to factors that suit organizational needs
Optimization of manpower at the time of selection process
Defining the competent authority to approve each selection
Abides by relevant public policy and legislation on hiring and employment relationship
Integrates employee needs with the organisational needs

TRENDS IN RECRUITMENT
a) Outsourcing- The outsourcing firms help the organization by the initial
screening of the candidates according to the needs of the organization
and creating a suitable pool of talent for the final selection by the
organization.
b) Poaching/Raiding- Poaching means employing a competent and
experienced person already working with another reputed company in the
same or different industry; the organization might be a competitor in the
industry.
c) E-Recruitment- E-Recruitment is the use of technology to assist the
recruitment process.

RECRUITMENT STRATEGIES

Organizations have developed and following different recruitment strategies

to hire the best talent to utilize their resources optimally.
a) Identifying and prioritizing jobs: Requirements keep arising at various
levels in the organization. It is a never-ending process. It is impossible to
fill all the positions immediately.
b) Candidates to target: The recruitment process can be effective only if the
organization completely understands the requirements of the type of
candidates like performance level, experience level.
c) Sources of recruitment: The strategy should define various sources
(external and internal) of recruitment.
d) Trained recruiters: The recruitment professionals conducting the
interviews and the other recruitment activities should be well-trained and
experienced to conduct the activities.
e) Evaluation of the candidates: Various parameters and the ways to judge
them.

HR CHALLENGES IN RECRUITMENT
Recruitment is a function that requires business perspective, expertise, and
ability to find and match the best potential candidate for the organization.
a) Adaptability to globalization: The HR professionals are expected and
required to keep in tune with the changing times.
b)

Lack of motivation: Recruitment is considered to be a thankless job.

c) Process analysis: The immediacy and speed of the recruitment process

are the main concerns of the HR in recruitment.
d)

Strategic prioritization: The emerging new systems are both an

opportunity as well as a challenge for the HR professionals.