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RECRUITMENT

BY:A

SUBMITTED TO:
DR. vk

Objective:
To Understand

the term Recruitment.


Have a knowledge of terms under
RECRUITMENT.

INTRODUCTION:
Recruitment

is the process for searching


the candidate for employment and
stimulating them to apply for job in the
organization - Dale Yoder
Recruitment is a process for finding and
attracting
capable
applicant
for
employment.

Need of Recruitment-3 Types


1.

Planned-Due to change in organization and


recruitment policy.

2.

Anticipatedstudying

3.

Organization can predict by


trends in internal and external
environment.

Unexpected-

Resign, Death, Accident, Illness,


Marriage etc.

Importance:
Attract

and encourage more candidates to apply


in the organization.
Create a talent pool of candidates to enable the
selection of best candidate for the organization.
Determine present and future requirement of the
organization.
To
meet the organizations workforce
requirement.

Recruitment Process
Identify
vacancy

Managin
g the
response

Prepare job
description and
job specification.

Advertisi
ng the
vacancy

Identifying the vacancy:

Receiving requisition for recruitment

from any deptt. in the organization.

Preparing Job Description Then comes to define the job and the
& Job Specification:

qualification to that job.

Advertising the vacancy: Advertise through different mediums


so that job seekers may know about it

Managing the response: Application from different sources


are assembled and managed.

Job Description

It is the written record of the


duties, responsibilities, and
requirements of the job.

It contains job title, location,


duties, working conditions and
hazards.

It says what to do, how to do and


why?

It contains Job identification, Job


summary, Job duties, its relation
with other jobs, supervision and
working condition.

Job Specification

It is the standard of personnel and


designates the qualities required to
do the job for an acceptable
performance.

The main elements: Physical


elements like health, strength, age,
weight vision etc, Psychological
elements like analytical aptitude,
alertness, mechanical aptitude,
Personal elements like good
manners, emotional stability.

Also contains Responsibility and


other features like education,
experience, language ability etc.

Internal Sources

Transfer.
Promotion.
Demotion.
Retired

employee.
Dependents and relatives of
deceased employee.

External sources
Press

advertisement.
Educational Institutions/
Campus placement.
Employment Agencies.
Management Consultants.
Labor Contractors.
Unsolicited Applicants.
Employee Referral.
E-Recruitment.

Sources of Recruitment

Sources of Recruitment:

Internal

Sources:
Transfer: From one deptt. to other or from one
branch to other.
Adv.:
Cost effective.
Changed environment makes worker
feel fresh.
Disadv.:Prevents innovative ideas in the
organization.
Limits the scope of job search.

Contd.

Promotion: From one deptt./branch to


another or within the same
deptt./branch with more
benefits
and greater
responsibility.
Adv.:
Fast & efficient.
Makes feel rewarded.
Disadv.: Cause of political infighting
Limits the scope of job search.

Contd.

Demotion:

Used as interdisciplinary action


when not act according to the
standard or policy of the org.
Adv.:
Gives message that orgn. is
committed towards standards.
In a negative way motivates to
work harder.
Disadv.: Creates political conflicts.
Employee may have feeling of
revenge to the organization.

Contd.
Retired employee:
Incase of unexpected
need, retired employee
may also be recruited or
the work
period may be
extended.
Adv.:
Reduces the cost of
training.
Helps org. in bad times.
Disadv.:
Not for a long time.
Prevents innovative ideas

Contd.

Dependents & relatives Many companies do this


of deceased employee: type of recruitment so
that family members of
employee dont depend
on
others mercy.
Adv.:
Conveys message that
employee are assets
Reduces attrition rate.
Disadv.:
Unskilled recruitment.
Increases the cost of
training.

Contd.

External

recruitment:
Press advertisement: Advertisement in trade or
professional newspapers.
Adv.: Enables self screening.
Gives a wider range to choose from.
Disadv.:Gives a flood of response even from the
unsuitable candidates.
More time consuming.

Contd.

Educational Organization these days are


Institution: recruiting from well reputed
institutes as well.
Adv.: Source of well qualified students.
May reduce need for training.
Disadv.:Very expensive.
Time consuming.

Contd.
Employment Employment agencies run by
agencies: the govt. are also good source for
unskilled, semi-skilled and skilled operative
jobs.
Adv.: Provides job announcement writing
service.
Provides screening assistance.
Disadv.:May not have the best applicant pool.
Not highly regarded by many managers.

Contd.

Management These firms helps to recruit


Consultants: Technical, professional &
managerial personnel specially
middle & top level executive.
Adv.:
Staffed by qualified personnel
Assistance in advertising.
Disadv.: Highly expensive.
Not provide a wider pool of job
seekers.

Contd.

Labor contractors:
Workers are recruited
with the help of
contractors.
Adv.:
Can be fast.
More time saving.
Disadv.:
May not get most
qualified personnel.
Banned for public sector
undertaking.

Contd.
Unsolicited applicants: Pending applicants are
recorded and contacted
in case of need.
Adv.:
Useful in unexpected
need.
Time efficient.
Disadv.:
Limits the job search.
Sometimes these
applicants are already
recruited by
others.

Contd.

Employee referral: Recruit by reference of


current employees.
Adv.:
Fast & efficient.
Time saving.
Disadv.:
Limits the scope of job
search.
May not work in tight
job market.

Contd.
E-recruitment: Online recruitment. Companies
post their vacancy on world
wide web or job seekers post
their
resume on the world wide
web.
Adv.:
No intermediaries.
Improved the efficiency of the
process.
Disadv.: Authenticity of resume doubtful
Doesnt depend solely on Net.

Internal Sources

External Sources
Advantages:
Bring

Advantages:
Reward

for good work.

Improves
Past

morale.

performance known

Get

new ideas/talent.

needed competition.

Provides

insight.
Disadvantages:

Disadvantages:

Increases

May

have limited purview.

Morale

May

cause political infighting.

Produces

organizational
inbreeding.

cross industry

the cost.

problem for internal


employee.

Requires

longer orientation/
adjustment.

Internal vs. External

Recent trends in recruitment


Poaching:

Buying talent rather than creating it is


the latest mantra. It means employing a
experienced & talented person which is
already
working with the competitor
organization by
attracting them by the
attractive salary package
and terms than
the current employer. Highly
unethical.
Indian software and retail sector are
facing most sever burnt of poaching.
Outsourcing:
These firms have their pool of
candidates and they provide this to the
organization when needed.

Internal factors

External factors

Supply
Recruitment

Policy.
Human resource Planning.
Size of the firm.
Cost of the recruitment.
Growth & Expansion.

& Demand.
Labor market.
Image/Goodwill.
Political-Socio-Legal
Environment.
Unemployment Rate.
Competitors.

Factors affecting recruitment

Components of Recruitment Policy of


a company
General

recruitment policy and Terms &


Conditions.
Recruitment services of consultants.
Recruitment of temporary employee.
Unique recruitment situation.
The Selection Process.
The Job Description.
The terms & conditions of employment.

Factors affecting recruitment policy:


Organizational

objectives.
Personnel policies of the organization and
its competitors.
Government policy on reservations.
Preferable sources of recruitment.
Need of the organization.
Recruitment
cost
and
Financial
Implications.

Sound recruitment policy:


Focus

on best potential people.


To ensure every applicant treated with
equal dignity & respect.
Unbiased policy.
Transparent, task oriented & merit based.
Weightage to factor that organization
need
Define competent authority for each step.

Recruitment
Process

of searching for
perspective candidate and
stimulating them to apply.

Purpose

is to create a talent
pool of candidate by attracting
more and more job seekers.

Positive

process, encourage to

apply.
No

contract of service of
recruitment established.

Selection
Series

of steps to choose most


suitable
candidate
from
appliers.

Purpose

is to choose the right


candidate for vacancy in the
organization.

Negative

process,
unsuitable.

reject the

Contract

of service between
the
employer
and
the
employee.

Recruitment vs. Selection

Case study- LOreal.

LOreal group is the worlds largest cosmetic and beauty company


with annual turnover of 20.3 billion, a presence in 130 countries,
27 global brands, 68,900 employees and 19 research and
innovation centers and brands such as Garnier, Maybelline New
York and The Body Shop. They widely use social recruitment in the
countries worldwide(such as India, Philippines). However it is
specially prominent in The UK and The US.

It has a facebook page(facebook.com/Lorealtalent recruitment), a


Twitter page(@LorealGradjobs) and (@Lorealcarrers), a LinkedIn
page with a career tab and also a Youtube channel also. These are
always updated with the job openings.

The case study is about how LOreal tackled the problem of offline
recruiting through online recruiting or better say the social
networking recruitment. The case study is concerned with the
recruitment through social networking site LinkedIn.

Contd.

LOreal recruit 6000 new managers a year including internships


using regular techniques but wanted to solve these three challenges
and used LinkedIn to do so: sourcing difficult to hire candidates,
reaching passive candidates and online reputation.

LOreal set up a Career tab on its pages and polished individual


recruiter profile using their current network with 15,00 LOreal
managers and employee on the site to find passive talent and it
really fit The LinkedIn slogan The best employee refers the best
candidate.

Results from this included:

Oskar, Isenberg Lina, Luxe, HQ Paris said that they had sourced
around 90 top profile candidates in less than five months simply
using LinkedIn.

The Body Shop UK (subsection of LOreal) saved 20000 with a


single license. LOreal Australia saved 20000 Australian dollar
recruitment fee on a single hire.

As these results LinkedIn was successful in helping LOreal in


social recruit and cutting recruitment cost.