recruitment,types of recruitment
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RECRUITMENT
Process of finding & attracting capable
applicants for employment.
The process begins when new recruits are
sought and ends when their applications are
submitted.
The result is a pool of applications from which
new employees are selected.
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RECRUITMENT NEEDS ARE OF 3TYPES
PLANNEDi.e. the needs arising from changes
in organization and retirement policy.
ANTICIPATEDAnticipated needs are those
movements in personnel, which an
organization can predict by studying trends in
internal and external environment.
UNEXPECTEDResignation, deaths, accidents,
illness give rise to unexpected needs.
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Help reduce the probability that job applicantsonce recruited and selected will leave theorganization only after a short period of time.
Meet the organizations legal and socialobligations regarding the composition of itsworkforce.
Begin identifying and preparing potential jobapplicants who will be appropriate candidates.
Increase organization and individual effectivenessof various recruiting techniques and sources forall types of job applicants
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FACTORS AFFECTING RECRUITMENT
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RECRUITMENT POLICY
The recruitment policy of an organization
specifies the objectives of recruitment and
provides a framework for implementation of
recruitment program. It may involveorganizational system to be developed for
implementing recruitment programmes and
procedures by filling up vacancies with bestqualified people.
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FACTORS AFFECTING
RECRUITMENT POLICY
Organizational objectives
Personnel policies of the organization and its
competitors.
Government policies on reservations.
Preferred sources of recruitment.
Need of the organization. Recruitment costs and financial implications.
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Recent Trends
OUTSOURCING
Advantages:
Company need not plan for human resources much inadvance.
b. Value creation, operational flexibility andcompetitive advantage
c. turning the management's focus to strategic levelprocesses of HRM
d. Company is free from salary negotiations, weedingthe unsuitable resumes/candidates.
e. Company can save a lot of its resources and time
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E-RECRUITMENT
Advantages:
Low cost. No intermediaries
Reduction in time for recruitment.
Recruitment of right type of people. Efficiency of recruitment process.
Gives a 24*7 access to an online collection of
resumes. Online recruitment helps the organizations to
weed out the unqualified candidates in anautomated way
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POACHING/RAIDING
Buying talent(rather than developing it) is the
latest mantra being followed by the organizations
today. Poaching means employing a competent and
experienced person already working with another
reputed company in the same or different industry;
the organization might be a competitor in the
industry.
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Employee Selection is the process of putting
right men on right job. It is a procedure of
matching organizational requirements with
the skills and qualifications of people.
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Employee selection Process
Preliminary Interviews- It is used to eliminatethose candidates who do not meet the minimumeligibility criteria laid down by the organization.
The skills, academic and family background,competencies and interests of the candidate areexamined during preliminary interview.Preliminary interviews are less formalized and
planned than the final interviews. The candidatesare given a brief up about the company and thejob profile; and it is also examined how much thecandidate knows about the company. Preliminary
interviews are also called screening interviews.
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Application blanks-The candidates who clear
the preliminary interview are required to fill
application blank. It contains data record of
the candidates such as details about age,qualifications, reason for leaving previous job,
experience, etc.
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Written Tests-Various written tests conducted
during selection procedure are aptitude test,
intelligence test, reasoning test, personality
test, etc. These tests are used to objectivelyassess the potential candidate. They should
not be biased.
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Employment Interviews- It is a one to oneinteraction between the interviewer and thepotential candidate. It is used to find whether thecandidate is best suited for the required job or
not. But such interviews consume time andmoney both. Moreover the competencies of thecandidate cannot be judged. Such interviews maybe biased at times. Such interviews should be
conducted properly. No distractions should bethere in room. There should be an honestcommunication between candidate andinterviewer.
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Medical examination- Medical tests are
conducted to ensure physical fitness of the
potential employee. It will decrease chances
of employee absenteeism.
Appointment Letter- A reference check is
made about the candidate selected and then
finally he is appointed by giving a formalappointment letter.
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