recruitment – importance, sources & techniques!

4/5/2014 1Hansraj (http://imrecruiter.wordpress.com)

Presented by:Hansraj Surti


“Searching for prospective candidates and encouraging them to apply for vacant post in the organization is recruitment”. The meaning of this definition is that a search is conducted for such resources and than they are encouraged to apply for specific positions.


Edwin B. Flippo has defined Recruitment as follow –

Internal Sources


Internal source of recruitment means recruitment of the employees within the organization. Employees already in the organization are more knowledgeable of the organization's needs and goals, as well as the industry as a whole, and will approach the new position with this added perspective. It also saves time and money.

Internal Sources


Promotion:

Most efficient employee is promoted to a higher post which leads to boost the confidence of the employees and increase in the trust level toward the organization.

Internal Sources


Transfer:

Sending employees from one department to other according to the need of the work, means transfer. Internal employees are more or less aware of the new and added role and position.

Internal Sources


Employee Referrals:

Internal employees are aware of the nature of the role, responsibilities and needed skills. Hence, they can recommend suitable candidate as per the need which can lead to selection of most eligible candidate for the recommended position.

External Sources


It is not possible to close all the positions with internal sources. Hiring a skilled and experience external candidate may also reduce training costs and give a competitive edge. External hire comes with a new innovative approach and put extra efforts to prove themselves in the growth of the organization.

External Sources


Advertisement:

Advertisement consists of the description of the name of the organization, position details, age, qualification of the candidate and CTC etc. Many candidates apply through the advertisements and the right match is selected.

External Sources


Campus Recruitment:

This process reduces the time for an industry to pick the candidates according to their need. It is a cumbersome activity and hence majority of the companies find it difficult to trace the right talent.

External Sources


Agencies / Contractors:

This are the agencies operating to help corporate companies to close their position in a very short span of time. They have their pool of candidates ready as per the need of clients. They provide candidate on full/part time and contractual basis depending upon the need and situation.

External Sources


HeadHunters:

are third-party recruitment agencies who seeks out candidates often once normal recruitment efforts have failed. Headhunters are generally considered more aggressive than in-house recruiters or may have existing industry experience and contacts.

External Sources


Outsourcing:

An external recruitment service provider may suit small organizations without the facilities to recruit. Typically in large organizations, a formal contract for services is negotiated with a specialist recruitment consultancy. Outsourcing may involve strategic consulting for talent acquisition, sourcing for select departments or skills, or total outsourcing of the recruiting function.


Very often the terminology “sources of recruitment” and “technique of recruitment” are used as synonyms. However they both are totally different. Technique of recruitment is means of starting communication with the prospective candidates. Interaction takes place between the organization and the prospective candidates. Due to these techniques prospective candidates are approached with various means of communications like phone, advertisement, internet etc.


Advertisement:

is one of the important techniques of recruitment. The various mediums used for advertising are Newspaper, Magazines, radio, television, internet etc.


Job Portals / Job Sites:

Online recruitment websites are helpful to find candidates that are very actively looking for work and post their resumes online, but useful the "passive" candidates who might respond favorably to an opportunity that is presented to them through other means.


ATS (Applicant Tracking System):enables the electronic handling of recruitment needs. An ATS can be implemented on an enterprise or small business level, depending on the needs of the company. An ATS is very similar to customer relationship management systems, but are designed for recruitment tracking purposes. In many cases they filter applications automatically based on given criteria such as former employers, years of experience and schools attended. This has caused many to adapt techniques similar to those used in Search engine optimization when creating and formatting their résumé.


Social Recruiting:

includes sites like Facebook, Twitter, and LinkedIn. It is a rapidly-growing sourcing technique, especially with middle-aged people. On Google+, the fastest-growing age group is 45-54. On Twitter, the expanding generation is people from ages 55-64.

Mobile social recruiting is rapidly expanding. Recent survey done by Glassdoor.com revealed that 43% of candidates research company policy, culture, and history all within the fifteen minute time period before an interview begins. However, 80% of Fortune 500 companies fail to use mobile-optimized career sites.


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