RECRUITMENT

Prof. Preeti Bhaskar Symbiosis Centre for Management Studies, Noida

CHAPTER OUTLINE
Meaning and definition Importance of recruitment

Factors affecting recruitment

Recruitment process Sources of recruitment

Hiring the Right Person: Recruitment

RECRUITMENT
The process of attracting individuals in sufficient numbers with the right skills and at appropriate times to apply for open positions within the organization.

SHRM 2008

Recruitment
According to Flippo Recruitment is the process of attracting potential employees and stimulating them to apply for the jobs in the organization.

RECRUITMENT

Recruitment: matching the needs of applications and organizations

Information Flow

Organisation need for high quality employees

Internal Applicants

Potential applicants need for suitable job

Environment: Economic and Social, T echnological and Political

Recruitment has several benefits for a firm:

1. Determine the present and future requirements of the organisation in conjunction with its personnel-planning and job-analysis activities. 2. Increase the pool of job candidates at minimum cost. 3. Help increase the success rate of the selection process by reducing the number of visibly under qualified or overqualified job applicants. 4. Help reduce the probability that job applicants, once recruited and selected, will leave the organisation only after a short period of time. 5. Meet the organisations legal and social obligations regarding the composition of its
6

Cont.
6. Begin identifying and preparing potential job applicants who will be appropriate candidates. 7. Increase organisational and individual effectiveness in the short term and long term. 8. Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants.

Internal factors Factors affecting recruitment External factors

INTERNAL FACTORS
Size of the organization Recruiting policy Image of the organization Image of the job Recruiting policy Temporary and part-time employee Recruitment of local citizens Engagement of the company in HRP Companys size Cost of recruitment Companys growth and expansion

EXTERNAL FACTORS Demographic factors Labor market Unemployment situation Labor laws Legal consideration Supply and Demand factors Unemployment Rate Labor-market conditions Political and legal considerations Social factors Economic factors Technological factors

Organizational Factors
A major factor that determines the process of a recruitment program is the reputation of the organization. An organizations reputation is depends on its size, area of business, profitability, management etc. The organizational culture and the attitude of its management towards employees also influence a candidates decision to apply to an organization.

Recruitment program is the geographical location of the vacant position.

The amount of resources allocated also determines the success of a recruitment drive.

The channels and methods used to advertise the vacancy also determine recruitment program.
The emoluments that the company offers also influence the decision of a candidate and thereby the success of the recruitment program.

Environmental Factors
The situation in the labor market, the demand for manpower, the demographics, the knowledge and skills set available. The stage of development of the industry to which the organization belongs also influence the results of a recruitment. Culture, social attitude and belief also impact the effectiveness of a recruitment program. The law of the land and the legal implications involved also play a role in designing a recruitment program and its effectiveness.

Recruitment process

Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time

Recruitment process

Short-listing Managing the response

Arrange interviews

Conducting interview and decision making

Identifying the vacancy

Prepare job description and person specification

Advertising the vacancy

Identifying the vacancyThis recruitment process begins with the human resource department receiving requisitions for recruitment from any department of the company.
Number of persons Duties to be performed Posts to be filled Qualifications required Preparing the job description and person specification. Locating and developing the sources of required number and type of employees (Advertising etc). Short-listing and identifying the prospective employee with required characteristics.

JOB ANALYSIS
(A Process of obtaining all pertinent Job facts )

Job Description (Job- Oriented)

A statement containing items such as : Job title Location Job duties

Job Specification (Employee- Oriented)

A statement of human qualification necessary to do the job: Education Experience Training Physical efforts Communication Skills Emotional characteristics Unusual sensory demands such as vision, smell, hearing etc.

Job summary
Job duties Machines, tools, and equipment Conditions of work, location of work, Hazards(Accident Hazards)

Advertising the vacancy

Sources of Recruitment

Internal Sources

External Sources

Internal sources
Transfers Promotions Employee referrals Lay-off

External Sources
Factory gate hiring Unsolicited applicants Job portals (monster.com, naukri.com) University or institute campus

Circulars
Notification Extension of services Informal Search

Public Employment exchange

Labour contractors Head hunters Internships Employment Agencies/ Consultancies Poaching / Raiding E-Recruitment

Internships
Outsourcing Walk-in Interviews Advertisement Tele recruiting

Recruitment: Indian Experiences

Pepsi: Pepsi is a flat organisation. There are a maximum of four reporting levels. Executives here emphasise achievement, motivation, the ability to deliver come what may. As the Personnel Manager of Pepsi Foods remarked we hire people who are capable of growing the business rather than just growing with the business. Recruitees must be capable of thinking outside the box, cutting the cake of conventional barriers whenever and wherever necessary. They must have a winners mindset and a passion for creating a dynamic change. They must have the ability to deal with ambiguity and informality.

Reebok:

As Reeboks customers are young, the company places emphasis on youth. The average age at Reebok is 26 years. Employees are expected to have a passion for the fitness business and reflect the companys aspirations. Recruitees should be willing to do all kinds of job operations. The willingness to get ones hands dirty is important. They must also have an ability to cope with informality, a flat organisation and be able to take decisions independently and perform consistently with their clearly defined goals. Indian Hotels

The Taj group expects the job aspirants to stay with the organisation patiently and rise with the company. Employees must be willing to say yes sir to anybody. Other criteria include: communication skills, the ability to work long and stressful hours, mobility, attention to personal appearance and assertiveness without aggression.

The recruitment process is immediately followed by the selection process i.e. the final interviews and the decision making, conveying the decision and the appointment formalities

Alternatives to recruiting

Overtime Subcontracting Temporary employees Employee leasing Outsourcing

Overtime: Short term fluctuations in work volume could best be solved through overtime. The employer benefits because the costs of recruitment, selection and training could be avoided. The employee benefits in the form of higher pay. However, an overworked employee may prove to be less productive and turn out less than optimal performance. Employees may slow down their pace of work during normal working hours in order to earn overtime daily. In course of time, overtime payments become quite routine and if, for any reason, these payments do not accrue regularly, employees become resentful and disgruntled. Subcontracting: To meet a sudden increase in demand for its products and services, the firm may sometimes go for subcontracting instead of expanding capacities immediately. Expansion becomes a reality only when the firm experiences increased demand for its products for a specified period of time. Meanwhile, the firm can meet increased demand by allowing an outside specialist agency to undertake part of the work, to mutual advantage. Temporary employees: Employees hired for a limited time to perform a specific job are called temporary employees. They are particularly useful in meeting short term human resource needs. A short term increase in demand could be met by hiring temporary hands from agencies specialising in providing such services. Its a big business idea in United States these days ($3$4 billion industry). In this case the firm can avoid the expenses of recruitment and the painful effects of absenteeism, labour turnover, etc. It can also avoid fringe benefits associated with regular employment. However, temporary workers do not remain loyal to the company; they may take more time to adjust and their inexperience may come in the way of maintaining high quality.

 Employee leasing: Hiring permanent employees of another company who possess certain specialized skills on lease basis to meet short-term requirements although not popular in India is another recruiting practice followed by firms in developed countries. In this case, individuals work for the leasing firm as per the leasing agreement/arrangement. Such an arrangement is beneficial to small firms because it avoids expense and problems of personnel administration.

Outsourcing: Any activity in which a firm lacks internal expertise and requires on unbiased opinion can be outsourced. Many businesses have started looking at outsourcing activities relating to recruitment, training, payroll processing, surveys, benchmark studies, statutory compliance etc., more closely, because they do not have the time or expertise to deal with the situation. HR heads are no longer keeping activities like resume management and candidate sourcing in their daily scrutiny. This function is more commonly outsourced when firms are in seasonal business and have cyclical stuffing needs

Evaluation of a Recruitment program

The success of the recruitment program can be judged based on a number of criteria : The number of successful placements. The number of hiring. The number of offers made. The number of applicants. The cost involved. The time taken for filling up the position.

Recruitment Policies And Procedures

A recruitment policy indicates the organisations code of conduct in a specific area.

Recruitment policy statement

In its recruitment activities, the company will: Advertise all vacancies internally Reply to every job applicant promptly

Inform job applicants the basic details and job conditions of every job
Process all applications with efficiency and courtesy Seek candidates on the basis of their qualifications

advertised

Aim to ensure that every person invited for interview will be given a fair and thorough hearing The company will not: Discriminate unfairly against potential applicants on the basis of sex, race, etc.; religion, caste,

Knowingly make any false or exaggerated claims in its recruitment iterature or job advertisements

Recruitment Policy
A good recruitment policy :-

compiles with government policies on luring. Provides optimum employment security and avoids frequent lay-offs or lost-time. Assures the candidate of the managements interest in their development. Reflect the social commitment of the company. Is in alignment with the objectives and people-policies of the organization. Is flexible enough to accommodate changes in the org. Stressed and reflects the importance of job analysis. Is cost effective for the org.