Recruiting Human Resources

Nature and Purposes of Recruitment

• Recruitment is the process of searching for and obtaining applicants for jobs

• Recruitment has several benefits for a firm:– Determine the present and future requirements of the organisation in conjunction

with its personnel-planning and job-analysis activities.– Increase the pool of job candidates at minimum cost.– Help increase the success rate of the selection process by reducing the number of

visibly underqualified or overqualified job applicants.– Help reduce the probability that job applicants, once recruited and selected, will

leave the organisation only after a short period of time.– Meet the organisation’s legal and social obligations regarding the composition of its

workforce.– Begin identifying and preparing potential job applicants who will be appropriate

candidates.– Increase organisational and individual effectiveness in the short term and long term.– Evaluate the effectiveness of various recruiting techniques and sources for all types

of job applicants.

Factors Influencing Recruitment

External Forces• Supply and demand• Unemployment rate• Labour market• Political-social• Sons of soil• Image

Recruitment

Internal Forces• Recruitment• HRP• Size of the firm• Cost• Growth and expansion

Recruitment Process

Applicant Pool

Potential Hires

Personnel Planning

Job Vacancies

Job Analysis

Employee Requisition

Recruitment Planning

• Numbers• Type

Strategy Development

• Where• How• When

Searching Activation “Selling”

• Message• Media

Evaluation and Control

To Selection

Screening

Applicant Population

Sources of Recruitment

Rec

ruit

men

t

Present Employees

Former Employees

Previous Applicants

Employees Referrals

Professional or Trade Associations

Advertisements

Employment Exchanges

Campus Recruitment

Walk0ins and Write-ins

Consultants

Contractors

Displaced Persons

Radio and Television

Acquisitions and Mergers

Competitors

E-Recruiting

Inte

rna

l S

ou

rce

s

Ex

tern

al

So

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es

Recruitment Yield Pyramid

Offer Acceptance

Job Offer

Invited for Final Interview

Invited to Screening Interview

Initial Contacts

Offers/Acceptance (3:2)

Interview/Offers (4:3)

Screening/Invites (5:1)

Contacts/Screens (10:1)

20

30

40

200

2000

Evaluation and Control

• Salaries for recruiters.• Management and professional time spent on preparing

job description, job specifications, advertisements, agency liaison, and so forth.

• Cost of advertisements or other recruitment methods, that is, agency fees.

• Cost of producing supporting literature.• Recruitment overheads and administrative expenses.• Costs of overtime and outsourcing while the vacancies

remain unfilled.• Cost of recruiting suitable candidates for the selection

process.

Philosophies of Recruitment

• Realistic job previews

• JCQ– Alternatives– over time work– employee leasing– temporary employment

Typical Consequences of Job Previews

Traditional Procedures Realistic Procedures

Set initial job expectations too high Set job expectations realistically

Job is typically viewed as attractiveJob may or not be attractive depending

on individual needs

High rate of job offer acceptance Some accept, some reject job offer

Work experience belies expectations Work experience confirms expectations

Lower job survival, dissatisfaction, frequent thoughts of quitting

High job survival, satisfaction, no thoughts of quitting

Reality Check

• Think of a firm you want to submit job application. Which factors attract you towards the company?

Reality Check

• Have you at any time tried internet recruiting? What has been your experience with it when compared with conventional route?

Campus Overview

907/A Uvarshad, Gandhinagar

Highway, Ahmedabad –

382422.

Ahmedabad Kolkata

Infinity Benchmark, 10th Floor, Plot G1,

Block EP & GP, Sector V, Salt-Lake,

Kolkata – 700091.

Mumbai

Goldline Business Centre Linkway Estate, 

Next to Chincholi Fire Brigade, Malad (West),

Mumbai – 400 064.

Thank You