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Recruitment 2=6

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Sushant Murarka

The document discusses various aspects of recruiting employees including: 1. It outlines the recruitment process and alternatives to recruitment such as reorganization or outsourcing. 2. It discusses planning tools for recruitment like job analysis, time lapse data, and yield ratios that can help estimate future hiring needs. 3. It covers sources of recruitment like internal and external options and methods like job postings, advertisements, agencies. The advantages and disadvantages of internal vs. external recruitment are also outlined.

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Recruiting Employees
Review What should we know about HR so that we can make effective decision? “ HRIS” 2. What should we expect our employees to do? “ JA:JD/JS” 3. How many and what type of staff do we need to achieve our organizational goals? “ HRP” 4. How are we going to acquire them? “ RECRUITMENT” 5. Whom to acquire and how to select? “ SELECTION”
Recruitment A process of generating a pool of suitable candidates for available jobs. Purpose: Attract suitable candidates to apply Discourage unsuitable ones Provide job information Project organization image
Alternatives to recruitment Reorganization Flexible working Employee leasing Outsourcing Internal redeployment Technology Temporary help
Recruitment process Recruitment Philosophy Internal vs external Job vs career Short vs long term Other considerations Recruitment Evaluation Number of jobs filled Timeliness of jobs filled Cost per job filled AA goals met Recruitment Activities Job posting Advertisements Campus visits Other methods Follow up actions Record keeping Recruitment Planning Numbers needed JS AA goal Recruitment Strategy Development Where/whom to recruit How to recruit Choice of recruiters What information to share Screening/ selecting employees
Tools for Recruitment Planning Job analysis(JA) - responsibilities and requirements Time lapse data (TLD) - average time between points of decision making in recruiting Yield ratio (YR) - the number of candidates at a step and the the next step.
Effective Recruiting: Yield Pyramid New hires (24:1) Offers made (12 : 1) Interviewed (8 : 1) Invited (6 : 1) Leads generated Significance YR will help to estimate the suitable candidate number required in future Saves time and resource
Sources & Methods of Recruitment Internal source (within the organization) HR Planning Job Analysis Other considerations How many? Where? What? Internal method Job posting Employee referrals HR inventory External source (outside the organization) External method Walk-ins Advertisement (media) Campus visits Internships Agencies (publ-pvt) Trade unions
Internal vs External Recruitment Internal Recruitment Advantages Better selection (foreknowledge of candidates’ strengths and weaknesses) Increases employee morale Adaptability (less training & orientation required) Cost effective Disadvantages Limited choice Failed applicants become discontented Time wasted interviewing inside candidates who will not be considered In-breeding of status quo Favoritism/nepotism
Internal vs External Recruitment External Recruitment Advantages Greater choice for selection Balanced HR mix Fairness Environmental adaptability Disadvantages High cost Adaptability problems Wrong selection
Set objectives Attract suitable candidates Deter unsuitable candidates Create a favorable impression What information? Is the organization reputed one? Is the work interesting? Is the job relevant to qualification/ experience? Is the pay right? Will it advance my career? Is it secure? Ad Construction Checklist
Use the AIDA guide to construct ads Catch attention Hold interest Arouse desire Stimulate action Guidelines Catch attention with imaginative headline and illustration Stimulate interest by describing the organization and the job in the first paragraph in a personally rewarding way Arouse desire by stating opportunities early in the copy, job location, job requirements and job rewards Stimulate action by telling how, when and where to apply Ad Construction Checklist
Be creative - use of ad agencies might help develop and promote a company image Job Ad1.jpg Job Ad2.jpg Job Ad3.jpg Job Ad4.jpg Job Ad5.jpg Ad Construction
Headhunters Special employment agencies used to seek out top management and technical talent Internet databases have shortened time required to find talent Online executive recruiting firm Executive Recruiters
Tips on Choosing a Recruiter Can they conduct a thorough search? Meet individual who will handle the search Ask about the cost Be sure you can trust them with privileged information Talk to prior clients

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Recruitment 2=6

  • 2. Review What should we know about HR so that we can make effective decision? “ HRIS” 2. What should we expect our employees to do? “ JA:JD/JS” 3. How many and what type of staff do we need to achieve our organizational goals? “ HRP” 4. How are we going to acquire them? “ RECRUITMENT” 5. Whom to acquire and how to select? “ SELECTION”
  • 3. Recruitment A process of generating a pool of suitable candidates for available jobs. Purpose: Attract suitable candidates to apply Discourage unsuitable ones Provide job information Project organization image
  • 4. Alternatives to recruitment Reorganization Flexible working Employee leasing Outsourcing Internal redeployment Technology Temporary help
  • 5. Recruitment process Recruitment Philosophy Internal vs external Job vs career Short vs long term Other considerations Recruitment Evaluation Number of jobs filled Timeliness of jobs filled Cost per job filled AA goals met Recruitment Activities Job posting Advertisements Campus visits Other methods Follow up actions Record keeping Recruitment Planning Numbers needed JS AA goal Recruitment Strategy Development Where/whom to recruit How to recruit Choice of recruiters What information to share Screening/ selecting employees
  • 6. Tools for Recruitment Planning Job analysis(JA) - responsibilities and requirements Time lapse data (TLD) - average time between points of decision making in recruiting Yield ratio (YR) - the number of candidates at a step and the the next step.
  • 7. Effective Recruiting: Yield Pyramid New hires (24:1) Offers made (12 : 1) Interviewed (8 : 1) Invited (6 : 1) Leads generated Significance YR will help to estimate the suitable candidate number required in future Saves time and resource
  • 8. Sources & Methods of Recruitment Internal source (within the organization) HR Planning Job Analysis Other considerations How many? Where? What? Internal method Job posting Employee referrals HR inventory External source (outside the organization) External method Walk-ins Advertisement (media) Campus visits Internships Agencies (publ-pvt) Trade unions
  • 9. Internal vs External Recruitment Internal Recruitment Advantages Better selection (foreknowledge of candidates’ strengths and weaknesses) Increases employee morale Adaptability (less training & orientation required) Cost effective Disadvantages Limited choice Failed applicants become discontented Time wasted interviewing inside candidates who will not be considered In-breeding of status quo Favoritism/nepotism
  • 10. Internal vs External Recruitment External Recruitment Advantages Greater choice for selection Balanced HR mix Fairness Environmental adaptability Disadvantages High cost Adaptability problems Wrong selection
  • 11. Set objectives Attract suitable candidates Deter unsuitable candidates Create a favorable impression What information? Is the organization reputed one? Is the work interesting? Is the job relevant to qualification/ experience? Is the pay right? Will it advance my career? Is it secure? Ad Construction Checklist
  • 12. Use the AIDA guide to construct ads Catch attention Hold interest Arouse desire Stimulate action Guidelines Catch attention with imaginative headline and illustration Stimulate interest by describing the organization and the job in the first paragraph in a personally rewarding way Arouse desire by stating opportunities early in the copy, job location, job requirements and job rewards Stimulate action by telling how, when and where to apply Ad Construction Checklist
  • 13. Be creative - use of ad agencies might help develop and promote a company image Job Ad1.jpg Job Ad2.jpg Job Ad3.jpg Job Ad4.jpg Job Ad5.jpg Ad Construction
  • 14. Headhunters Special employment agencies used to seek out top management and technical talent Internet databases have shortened time required to find talent Online executive recruiting firm Executive Recruiters
  • 15. Tips on Choosing a Recruiter Can they conduct a thorough search? Meet individual who will handle the search Ask about the cost Be sure you can trust them with privileged information Talk to prior clients