Recruitment

Factors affecting recruitment policy, centralized and decentralized recruitment, recruitment Organization, recruitment sources, recruitment techniques, Recruitment Process – Application Blank – Test and Interviews – Selection – Placement – Transfer - cost benefit analysis of recruitment sources.

MODULE – 2(2)

Definition

Recruitment is the process of locating and encouraging potential applicants to apply for the existing or anticipated job openings.

It aims at :-

a) attracting a large number of applicants who are ready to take up the job.

b) offering enough information for unqualified persons to self- select themselves out.

Objectives

To attract people with multidimensional skills and experience that suits the present and future organisational strategies

To induct outsiders with a new prospective to lead the company

To infuse fresh blood at all levelsTo develop an org culture that attracts

competent people to the companyTo search or head hunt people whose skills fit the companies values

Recruitment PolicyAccording to Dale Yodar and Paul D.Standohar Personnel

Policies provide a variety of guidelines to be spelt out in recruitment policy.

Recruitment Policy should: take care of the Govt. Policies regarding Reservation

etc. take care of social responsibilities like displaced persons,

minority/weaker section, women etc. aim to enrich organisation’s HR in terms of knowledge

and skill be motivating employees by providing opportunity for

promotion; laid-off and retrenched employees, casual/temp employees, dependent of employees etc.

Factors taken into Recruitment Policy

- Government policies,- Personnel policies of other competitors,- Personnel policy of the organisation, - Recruitment sources,- Recruitment needs,- Recruitment cost,- Selection criteria and preferences etc.

Centralized v/s decentralized Recruitment

Merits of Centralized recruitment:- Cost effective- More expertise is available- Uniformity among units/zones- Personal factors under control- Facilitates interchangeability- Enables centralized selection, transfer and promotion

procedure/policy- Ensures most effective placement- Enables centralized training programmes

Merits of decentralized recruitment:- Recruitment can be source/place specific, hence cost

will be relatively low.- Recruitment can be more job specific- Units can take care of the cultural, traditional, social and

local factors better.

- Avoids delay

- Units own responsibility to stimulate candidates.

- Unit enjoys better familiarity and control.

Recruitment - sources

1.Traditional sources

(a) Internal

(b) external

2.Morden sources

(a) Internal

(b) external

1. Traditional – (a) Internal

Present permanent employeesPresent temporary/causal employeesRetrenched/retired employeesDependent of deceased employeesDisabled, retired and permanent employees

1. Traditional – (b) External

Campus recruitmentPrivate employment agencies/consultantsProfessional associationsData banksCausal applicantsSimilar organizations/ competitorsTrade unions

2. Modern sources

(a) Internal - Employee referrals

(b) External - Walk-in

Consult in

Head hunting

Body shopping

Mergers and acquisitions

Tele recruitment

Out sourcing

Merits/demerits of external sources

(a) Merits: Wide choice Motivational force Injection of fresh blood Long term benefit

(b) Demerits: Expensive Time consuming Demotivating Uncertainty

Why to prefer internal sources- Can be used as technique for motivation- Improves employees morale- Suitability of internal candidate can be judged better than

external candidate- Enhances employees loyalty, commitment, sense of

belongingness and security - Provides opportunity of enhancement; psychological

needs- Employee satisfaction by promotion, higher income etc. - Cost of selection, orientation training, etc. is minimized- Satisfies the trade unions- Ensures better stability of employees

Comprises of five inter-related stages

1. Recruitment planning (numbers, types etc)

2. Strategy development (where, how, when. Also make or buy decision)

3. Searching (message, media, application pool)

4. Screening

5. Evaluation and control

Recruitment Process

Selection

Selection process is the system of functions and devices adopted to ascertain whether the candidates specifications are matching with the job requirement. It is the process of identifying right employee at the right time. Selection involves three distinct but not mutually exclusive stages - recruitment, selection and placement.

Steps in Scientific Selection ProcessDevelopment bases for selection

Application/Resume/CV/Bio data

Written Examination

Preliminary Interview

Business Games

Tests

Final Interview

Medical Examination

Reference Checks

Line Manager’s Decision

Job Offer

Employment

Job Analysis

Human Resource Plan

Recruitment

Assess the fit btwn. the job and the candidate

- Scrutiny to eliminate unqualified applicants

- Preliminary Interview to reject misfits

- Selection tests to determine

a. Ability

b. Aptitude

c. Personality

Test and Interview

Evaluation of Selection Programme

Effectiveness of selection programme can be measured by periodic audit. Area of audit may include

a) Analysis of the programmeb) Effectiveness of communicationsc) How well is the programme implemented d) Feedback e) Analysis of the results

Evaluation of Recruitment process

The process includes:

1. Return rate of applications sent out

2. no. of suitable candidates for selection

3. Retention and performance of selected

candidates

4. Cost of recruitment process

5. Time Lapsed Data

6. Comments on image projected

Evaluation of the sources of Recruitment

10

20

30

40

200

Offer ratio 1:2

Interview offer 3:2

Invitees to interview ratio 4:3

Leads to invitees ratio 5:1

Trainees needed

Offers made.

Candidates interviewed

Candidates invited

Candidates contacted

Yield ratio

Cost of Recruitment

Average source cost per hire (SC/H) can be determined by the following formulae:

SC

H

=H

AC + AF + RB + NC

Where AC = advt cost, total monthly expenditure AF = agency fee, total for mont RB = referral bonuses, total paid NC = no cost hire, walk ins, non profit agencies etc. H = total hires

Placement

Placement is assignment or reassignment of an employee to a new or different job including on promotion, transfer or demotion

Orientation

Orientation is introducing new employees to the new organization, its objectives ,mission and vision ,its culture and its policies, procedure and rules

Objectives:

(a) remove fear

(b) create a good impression ,helps to adjust and adapt to the new demands of the job

(c) act as a valuable source of information