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HUMAN RESOURCE PLANNING

CHAPTER#3
RECRUITMENT

Presented by Rajesh Kumar


RECRUITMENT
RECRUITMENT:
Recruiting is the process of identifying potential employees and encouraging them
to apply for job openings. The goal is to attract a pool of qualified candidates,
some of whom may later be given job offers.

RECRUITMENT METHODS AND SOURCES:


Once an organization understands whom they are recruiting, the next step is to
select appropriate sources to identify prospective candidates. The organization can
choose either to look internally within the organization or to seek candidates
externally from the general labor pool.

Presented by Rajesh Kumar


General considerations in selecting a recruitment strategy include
factors such as:
-Location
-Labor market conditions.
-Level of the position to be filled.
-Pay and benefits.
-Company promotion policies.
-Time and budget constraints.
-Affirmative action goals.

Presented by Rajesh Kumar


INTERNAL VS EXTERNAL RECRUITMENT
CHOOSING RECRUITMENT SOURCES: INTERNAL OR EXTERNAL?

Ultimately, the appropriateness of the approach (internal or external)


depends on the organization’s needs, culture and philosophy.
INTERNAL & EXTERNAL RECRUITMENT

Internal recruitment is when the business looks to fill the vacancy from
within its existing workforce.
External recruitment is when the business looks to fill the vacancy from
any suitable applicant outside the business.

Presented by Rajesh Kumar


INTERNAL RECRUITMENT
ADVANTAGES DISADVANTAGES

Cheaper and quicker to Limits the number of


recruit potential applicants

People already familiar with No new ideas can be


the business and how it introduced from outside
operates
Provides opportunities for May cause resentment
promotion with in the business amongst candidates not
can be motivating appointed

Business already knows the Creates another vacancy


strengths and weaknesses of which needs to be filled.
candidates

Presented by Rajesh Kumar


EXTERNAL RECRUITMENT
ADVANTAGES DISADVANTAGES
Outside people bring in new ideas Longer process, time and
resources

Larger pool of workers from which More expensive process due to


to find the best candidate advertising and interviews
required

People have a wider range of Selection process may not be


experience effective enough to reveal the
best candidate

Presented by Rajesh Kumar


INTERNAL RECRUITMENT METHODS

Some of commonly used internal recruitment methods are as follows:


JOB POSTING:
It provides a brief description of the job, allows current employees the
chance to respond to announcements of positions.
JOB BIDDING:
It allows employees to indicate an interest in a position before one
becomes available, places qualified individuals into an inventory
system.

Presented by Rajesh Kumar


SKILL BANKS AND SKILL TRACKING SYSTEMS:
It involves the computerized talent or skill inventories that can furnish a list of
qualified people.

EMPLOYEE REFERRALS:
In this method, current employees supply prospects from among their families and
friends for filing job openings.

Presented by Rajesh Kumar


EXTERNAL RECRUITMENT METHODS
The use of external recruitment sources varies with the type of job and the state of
the economy.
FORMER EMPLOYEES:
These are former employees who would be likely to fill positions within an
organization(e.g., retirees, employees who left voluntarily for education or other
positions, people who were let go through downsizing).
PREVIOUS EMPLOYEES:
These are the people who previously applied but were not selected for positions.
LABOR UNIONS:
Labor unions (e.g., building trades, construction and printing)that supply workers to
employers.

Presented by Rajesh Kumar


TRADE AND PROFESSIONAL ASSOCIATIONS:
These are placement services or job clearing-houses offered to membership.
WALK-INS:
They are those Individuals who walk into the organization to apply.
THE INTERNET:
It uses online technology for recruiting to a wide audience, includes electronic
resume and job-listing banks.
MEDIA ADVERTISING:
It includes newspapers, trade journals and magazines; or radio and television spots
that focus both on the position and the image of the employer.

Presented by Rajesh Kumar


EDUCATIONAL RECRUITING:
It is the recruiting done at both the secondary and college level, and includes fair
events where large number of candidates can talk to a variety of potential
employers.
SCHOOL-TO-WORK PROGRAMS:
It includes those programs which allows organizations to partner with their
communities and schools to help develop the skilled workforce they will need for
the future.
EMPLOYEE DATABASES:
It includes freestanding computer-based name banks.
MINORITY RECRUITING:
It involves a variety of recruiting methods and vehicles targeted to reach minorities.

Presented by Rajesh Kumar


NON-TRADITIONAL LABOR POOLS:
There are wide variety of sources that provide viable pools of job candidates (e.g.,
churches, prison inmates, senior citizens, welfare-to work-programs, networking
among professionals etc.)
THIRD PARTY SOURCES:
Temporary agencies: provide an alternative to regular employees with temporary
employees.
State(public) employment agencies: provide employee screening, testing and
referral at no cost to the employer.
Private employment agencies: focus on filing non-management professional
positions and first level supervisor jobs.
Executive search firms: seek out candidates with the required qualifications.
Outplacement firms: provide a variety of support and assistance to displaced
employees ,including career counseling, resume preparation, and retraining.

Presented by Rajesh Kumar


RECRUITMENT EFFECTIVENESS

It is crucial to evaluate the success of an organization’s recruitment efforts.


Following are the several short and long-term considerations that can be studied for
overall recruiting.

SHORT-TERM CONSIDERATIONS:
-Average time required to recruit applicants.
-Selection and acceptance rates of applicants.
-Cost per applicant hired.
-Quantity of applicants.
-Quality of applicants.
-EEO implications.

Presented by Rajesh Kumar


LONG-TERM CONSIDERATIONS:

-Performance of hires.

-Tenure/turnover of employees.

-Absenteeism per hire.

-Training costs.

Presented by Rajesh Kumar


EVALUATING RECRUITERS AND RECRUITMENT SOURCES

Most organizations fail to evaluate recruitment strategies against objective criteria. With the use of appropriate metrics,
the alignment of HR recruiting efforts with business needs can be demonstrated.
EVALUATING RECRUITERS:
-Number of applications processed.
-Hires produced.
-Applicant reactions.
-Eventual success on the job by those recommended for hire by a recruiter.
EVALUATING RECRUITMENT SOURCES:
=Total cost.
-Cost per hire.
-Number of applicants generated.
-Yield ratios.
-Eventual job tenure.
-Performance of hire on the job.
-Time-lapse data.

Presented by Rajesh Kumar


YIELD RATIOS

FORMULA FORMULA
EXAMPLE EXAMPLE

Qualified applicants 100 = 33% Offers extended 5 = 33%


yield ratio yield ratio
Total applicants 300 Qualified applicants 15
Minority applicants 80 = 27% Offers extended 5 = 50%
yield ratio yield ratio
Total applicants 300 Final interviews 10

Female applicants 185= 62% Offers accepted 3= 60%


yield ratio yield ratio
Total applicants 300 Offers extended 5

Presented by Rajesh Kumar


EMPLOYMENT BRANDING

It is the process of positioning an organization as an ‘’employer of


choice’’ in the labor market. An employment brand creates an image
that makes people want to work for and stay working for the
organization. Firms typically use the following techniques to brand their
company:
-The corporate website.
-Media ads(print, television, radio).
-Collateral materials.
-Marketing campaigns.
-Representation of the company at job fairs, campuses etc.
-Community events, sponsorships, etc.

Presented by Rajesh Kumar


INTERNATIONAL RECRUITING

Organizations recruit employees for international assignments through


a variety of channels. Similar to recruiting efforts for domestic positions,
an organization may use both internal and external sources to fill
international openings.

Presented by Rajesh Kumar

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