Recruitment & Retention Strategies: Recruitment Is of The Most Crucial Roles of The Human Resource

Recruitment & Retention Strategies
Recruitment is of the most crucial roles of the human resource

professionals. The level of performance of and organisation depends
on the effectiveness of its recruitment function. Organisations have
developed and follow recruitment strategies to hire the best talent for
their organisation and to utilize their resources optimally. A successful
recruitment strategy should be well planned and practical to attract
more and good talent to apply in the organisation.
Definition:
“Process of identifying and hiring best-qualified candidate (from
within or outside of an organization) for a job vacancy, in a most
timely and cost effective manner”
according to EDWIN FLIPPO, “Recruitment is the process of
searching for prospective employees and stimulating them to
apply for jobs in the organization.”
SOURCES OF RECRUITMENT
• For formulating an effective and successful recruitment strategy, the
strategy should cover the following elements:
• Identifying and prioritizing jobs:
recruitment keep arising at various levels in every organisation; it is
almost a never-ending process. It is impossible to fill all the positions
immediately. Therefore, there is a need to identify the positions requiring
immediate attention and action.
• Candidates to target:
• Performance level required: Different strategies are required for focusing
on hiring high performers and average performers.
Experience level required: the strategy should be clear as to what is the

experience level required by the organisation. The candidate’s experience
can range from being a fresher to experienced senior professionals.
Category of the candidate: the strategy should clearly define the target
candidate. He/she can be from the same industry, different industry,
unemployed, top performers of the industry etc.
• Sources of recruitment:
The strategy should define various sources (external and
internal) of recruitment.
• Trained recruiters:
The recruitment professionals conducting the interviews and the
other recruitment activities should be well-trained and
experienced to conduct the activities.
• How to evaluate the candidates:
The various parameters and the ways to judge them i.e. the
entire recruitment process should be planned in advance. Like
the rounds of technical interviews, HR interviews, written tests,
psychometric tests etc.
• On – line recruitment :-
• Online recruitment uses the power of the internet to match people
to jobs. Fundamentally, it is about advertising vacancies on either
job sites or corporate websites.
• At this very basic level it is particularly effective at getting a high
level of response. While it may generate hundreds more
applications than traditional print advertising, simply attracting
more candidates is only part of the job.
• Benefits of online recruitment:
1) Wide geographical reach:- Advertising online opens up a much
wider candidate pool than advertising in print. This gives you a
much better chance of finding the right candidate for the job.
2) Speed:- Jobs posted online go live in literally minutes and
candidates can - and do - respond immediately.
3) Lower Cost:-This may surprise you but technology in online
recruitment is not expensive. By saving on time, design and print
costs and targeting precisely the best sites for the best candidates,
online recruitment is a very cost-effective option.
4) Automating the Process:-The pre-selection process can be
tailored to individual companies' needs. This way, you can sift and
sort candidates who meet your exact needs.
5) Interaction with candidates:-Working online via websites and
email is the way of the future.
6) Online recruitment is easy:-Posting a job on your own site is
straightforward enough. Most job sites and CV databases are very
user-friendly and you don't need to have an in-depth knowledge of
IT to post a vacancy advertisement.
• Disadvantages of online recruitment:
1)Too many candidates: too many candidates applying for your
job could ever count as a disadvantage., it is a fact that dealing
with inappropriate, irrelevant and bad candidates.
2)It won't always work:

That's right. Online recruitment won't always work. Not every
job vacancy you post can or will be filled online
Recruitment process outsourcing
• (RPO) is a form of business process outsourcing (BPO) where

an employer outsources or transfers all or part of its recruitment
activities to an external service provider.
the Recruitment Process Outsourcing Association define,
"Recruitment Process Outsourcing is when a provider acts as a
company's internal recruitment function for a portion or all of its
jobs. RPO providers manage the entire recruiting/hiring process
from job profiling through the on-boarding of the new hire,
including staff, technology, and method and reporting. A
properly managed RPO will improve a company's time to hire,
increase the quality of the candidate pool, provide verifiable
metrics, reduce cost and improve governmental compliance.“
• Benefits:
• RPO's promoters claim that the solution offers improvement in
quality, cost, service and speed.
• RPO solutions are also claimed to change fixed investment costs
into variable costs that vary with fluctuation in recruitment
activity.
• Head hunting:-
• Headhunting refers to the approach of finding and attracting the

best experienced person with the required skill set. Headhunting
is also a recruitment process involves convincing the person to
join your organization.
Executive education:
• Executive education programmes help companies create a
smarter workforce with a high rate of technology absorption ,It
gives them greater scope for growth .
• company-sponsored education.
• an executive development programme (in the form of
refresher courses ,workshops and seminars), few companies
encourage their executives to take time off from work over
long periods of time to go back to B-school.
• Organizations are encouraging their top functionaries to take
study to enable them to keep up with emerging trends in
business and management .
• Autonomous work team:-
• Definition: “Team of employees, assigned to a specific job or
project, with a high degree of autonomy over who does what,
when, and who is answerable for the team's performance.”
An autonomous (or self-managing) work team is given almost
complete autonomy in determining how a task will be done.
Autonomous work teams have a wider range of discretion than
integrated teams.
The organization provides the autonomous team with a goal.
From that point on, the team members determine work
assignments, rest periods, schedules, quality control procedures,
and other matters associated with the job. Fully autonomous
teams may decide who is hired, who is fired, and perform one
another's evaluations. Often, there are no supervisors in
autonomous teams. All members of the group share equal
responsibility for the leadership.

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Recruitment & Retention Strategies

Recruitment is of the most crucial roles of the human resource

Experience level required: the strategy should be clear as to what is the

2)It won't always work:

• (RPO) is a form of business process outsourcing (BPO) where

• Headhunting refers to the approach of finding and attracting the

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