RECRUITMENT

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Group members

Saba Afaq

Saba Mehboob

Reeha Noor

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Recruitment

Meaning: In simple terms, recruitment is understood as the

process of searching for & obtaining applicants for jobs, from among whom the right people can be selected.

Definition: “It is the 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 applicants form which new employees are selected.

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A human resource management function, is one of the activities that impact most critically on the performance of an organization.

Steps in the recruitment process:

• Advertisement of a job vacancy. • Preliminary contact with potential job candidates. • Initial screening to create a pool of qualified applicants.

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Purpose & Importance

Determine the present & future requirements of the organization.

Identifying potential job applicants. Increase the pool of job candidates at minimum cost. Help reduce the probability of candidates leaving the

organization Meet the organization’s legal & social obligations

regarding the composition of its workforce. Increase organizational & individual effectiveness.

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Factors Governing Recruitment

Skill demand Labor market Time and Cost Size of the Firm Recruitment Policy Lengthy Process

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Recruitment Process

Identify vacancy Prepare job description and person specification Advertising the vacancy Short-listing Arrange interviews Conducting interview and decision making Job offer Negotiation and Contract

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Recruitment Process Identify vacancy

It is the first step of recruitment process. Vacancy occurred through 1 Resign 2 Expansion

There may be other ways of filling the gap, includes• Reorganize the work• Use overtime• Mechanize the work• Stagger the hours• Make the job part time• Subcontract the work• Use an agency

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Recruitment Process

Prepare job description and person specification

If your decision is that you are going to recruit, the next step is to prepare job description and person specification.Job description includes

breaking the job down into its component partsHighlighting the chief objectivesperson specification

listing the key attributes required to undertake the role9

Sources of recruitment

Internal Recruitment

Persons who are already working in an organization constitute the ‘internal sources’. It includes the existing employees, the retrenched & retired employees & dependents of deceased employees.

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Internal Recruitment

Advantagesless expensive to recruit internally No need of job advertisements or recruitment agenciescost savings and efficiency gainsMore knowledgeable and familiar candidates with the

organization's culture

Disadvantages No diverse work force Limited pool of candidates Difficult approach to carryout 11

Sources of recruitment

External Recruitment

External recruitment is a type of recruitment where organizations rely on suitable applicants from outside the organization to fill a vacancy.

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External Recruitment

Advantages Wide Choice Injection of Fresh Blood Motivational Force Long Term Benefits

Disadvantages

Expensive Time Consuming De motivating Uncertainty

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Various methods of recruitment

Advertisements in local press 79%Recruitment agencies 76%Corporate website 75%Specialist journals and trade press 66%Job center Plus 51%Word of mouth/speculative applications 49%Employee referral scheme 47%National newspaper advertisements 45%Education liaison 37%Apprentices/work placements 36%Commercial job-board Internet sites 16%Posters/billboards 10%Radio/TV 7%Other 11%

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RECRUITMENT ADVERTISEMENT

Recruitment advertising, also known as Recruitment communications and Recruitment agency, includes all communications used by an organization to attract talent to work within it.

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OBJECTIVES OF RECRUITMENT ADVERTISING

Inform potential candidates about opportunity

to reach the largest qualified audience

Obtain the number and quality of employees that can be selected in order to help the organization to achieve its goals and objectives 16

METHODS OF JOB ADVERTISING

Internal advertisementStaff boardsEmailStaff magazines and news letter

Advertising in the news papersEmployment agenciesDirect contactsE-Recruitment

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DRAFTING THE ADVERTISEMENT

An advertisement should include Name and brief details of employing organization Job role and duties Requirements Salary Instructions about how to apply

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A GOOD JOB ADVERTISEMENT

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E-Recruitment• E-recruitment, also known as

online recruitment, is the practice of using technology and in particular Web-based resources for tasks involved with finding, attracting, assessing, interviewing and hiring new personnel.

• Some examples of E-Recruitment are.• LinkedIn• Face book• Rozee.pk 21

Purpose of E-Recruitment

The purpose of e-recruitment is to• make the processes involved more efficient and

effective,• less expensive. • To reach a larger pool of potential employees

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E-Recruitment Comparison

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OVERSEAS RECRUITMENT

International recruitment on a large scale for building a brand, presence, and name recognition

globalization

A qualified candidate on less amount of salary

pro actively sourcing quality talent24

Employer Branding

• An employer brand represents the image a company projects as a potential employer. If you have a strong employer brand, then your company is considered a distinctive place to work, with attractive brand values and career prospect

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Employer Branding

The following questions are important in this context:

• What makes your company attractive to applicants and why?

• What unique selling points should you develop and why?

• What are the reasons that would make an applicant with similar options decide for or against your offer?

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The Selection Process

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Selection

Selection is the process of picking individuals (out of the pool of job applicants) with requisite qualifications and competence to fill jobs in the organization.

A formal definition of Selection is:- “ It is the process of differentiating between applicants in order to identify (and here) those with a greater likelihood of success in a job.’’

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Importance Of Selection

Selecting the right employees is important for three main reasons: performance, costs and legal obligations.

Performance:

Cost:

Legal Obligations:

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Application Forms Personal information Educational qualifications Work experience Salary Personality items Reference checks

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The Process Of Selection Selection is usually a series of hurdles or steps. Each one must be

successfully cleared before the applicant proceeds to the next.

01. Sorting Applicants

02. Arranging the Interview

03. The Interview

04. Selection Tests

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Cont.… The Process of Selection

05. Hiring Decision

06. Reference Checks

07. Job offer

08. Negotiation and Contract

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Short listing of Candidates

Short listing of Resume

Telephonic Interview

Short listing through selection tests

Interview Timeline

Job InterviewTe

chn

ical

Inte

rvie

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- Background of candidates qualification- Questions related to required job field

HR

Inte

rvie

w Personality testsAsk Questions like-So, tell me something about yourself?-Name 3 positive and 3 negative qualities of yours.-Where do you see yourself professionally, in 3-5 years?

Final Selection and Hiring

Evaluations

Job Offer

Negotiations and Contract

Selection Process

Preliminary Interview

Selection Tests

Employment Interviews

Reference And Background Analysis

Selection Decision

Physical Examination

Job Offer

Employment Contract

Rejected Applicants

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Conclusion

• Recruitment is said to be positive in its approach as it seeks to

attract as many candidates as possible.

• Selection, on the other hand, is negative in its application in

as it seeks to eliminate as many unqualified applicants as

possible in order to identify the right candidates.

• Recruiting people with the right skills and qualities is essential

for any organization if it is to maintain and improve its

efficiency.

• Careful analysis of the job to be done, and of the competencies

required to do it, is necessary if the right people are to be fitted

into the right job.

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Any Questions

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