Recruitment - Recruitment is defined as “the process of searching for and obtaining applicant for jobs, from among whom the right people can be selected” (p. 144) - Theoretically recruitment process ends when job applications have been received - In practice it goes further to screening applications to filter those applicants who are not eligible for or suitable for job - The term recruitment is often described or understood as complete process of employee hiring - Recruitment and selection are two different processes Unit - III 16BA609 & Human Resource Management, Mr.K.Mohan Kumar, AP/MBA

Purpose of Recruitment - Increase pool of potential job candidates - Increase success rate of the selection process - Make ensure the right people is selected against vacant position (minimizing probability of leaving organization in case of selection of wrong or misfit candidate) - Meeting legal and social obligation of workforce composition - Identify and encouraging potential candidates/job applicants - Evaluating the effectiveness of available sources and techniques of recruitment Unit - III 16BA609 & Human Resource Management, Mr.K.Mohan Kumar, AP/MBA

Factors Influencing Recruitment External Forces Supply and demand Unemployment rate Labour market Political-legal Image Internal Forces Recruitment policy HRP Size of the firm Cost Growth and expansion Recruitment Source: Aswathappa, 2008, p. 145 Unit - III 16BA609 & Human Resource Management, Mr.K.Mohan Kumar, AP/MBA

Recruitment Process Personnel Planning Job Analysis Employee Requisition screening Job Vacancies Recruitment Planning Searching Message Media Applicant Pool Potential hires Strategy Development Where How When Applicant Population Evaluation and controlling Unit - III 16BA609 & Human Resource Management, Mr.K.Mohan Kumar, AP/MBA Source: Aswathappa, 2008, p. 148

Recruitment Process 1 Recruitment Planning - Number of applicants - Types of Applicants 2 Strategy Development - Make or Buy Decision - Technological Sophistication - Where to look (international, national, regional, local market) - How to look (method and sources) - When to look (Time lapsed data (TLD) average time elapsed with key decision points in recruitment) Unit - III 16BA609 & Human Resource Management, Mr.K.Mohan Kumar, AP/MBA

Sources of Recruitment Method and Sources of Recruitment Internal Sources External Sources Present Employees Advertisement Employee Exchanges Employee Referrals Campus Recruitment Walk-ins write-ins Former Employees Contractors Displaced Persons Previous Applicants Radio and Television Competitors E-Recruiting Recruiting Agencies Unit - III 16BA609 & Human Resource Management, Mr.K.Mohan Kumar, AP/MBA

Source of Recruitment 1 Internal Recruitment - Present Employees (Promotion and transfer) Advantages - Builds morale - Encourages competent employees - Good selection - Cheaper way - Familiar with organization Disadvantages - Outside competent candidates - Inbreeding - Employee Referrals - Low cost - Employee know job requirements and person - Organizational Politics Unit - III 16BA609 & Human Resource Management, Mr.K.Mohan Kumar, AP/MBA

Source of Recruitment 1 Internal Recruitment - Former Employees (Performance is known, aware with organizational culture) - Previous Applicants (best when to fill in job quickly, cost effective) 2 External Recruitment - Advertisement: The most popular method - Blind ad (no identification of company) - AIDA (attention, interest, desire, action) Content of Job Advertisement I) job content ii) working conditions iii) location of job iv) compensation v) job specification vi) to whom apply Unit - III 16BA609 & Human Resource Management, Mr.K.Mohan Kumar, AP/MBA

Source of Recruitment Internal Sources Advantages Disadvantages Less costly Candidates current work may be affected Better knowledge of skills and performance Old concept of doing Morale and Commitment Organizational politics Awareness of culture Morale problem for employee not promoted External Sources New skills and new experience Costly and time consuming Compliance with laws Right candidate rejected (false positive error) wrong candidate selected (false negative error) Scope for resentment and jealousy reduced Person and organization misfit Source: Aswathappa, 2008, p. 159 Unit - III 16BA609 & Human Resource Management, Mr.K.Mohan Kumar, AP/MBA

Yield Ratio 20 Job Acceptance 30 40 3:2 Job Offer 200 4:3 2000 Invited for interview 5:1 Invited for test 10:1 Initial contacts Unit - III 16BA609 & Human Resource Management, Mr.K.Mohan Kumar, AP/MBA Source: Aswathappa, 2008, p. 149

Recruitment Process Evaluation and Controlling - Recruitment process is very expensive and crucial - Salaries of recruiters - Time spent on preparing job analysis data - cost of overtime and outsourcing during vacancies unfilled - Cost of recruiting Evaluation of Recruitment Process - Number of suitable candidates - Number of application received - Performance and retention of selected candidate - Cost of process and time lapsed - image projected Unit - III 16BA609 & Human Resource Management, Mr.K.Mohan Kumar, AP/MBA

Traditional and Realistic Job Preview Traditional Procedures Realistic Procedures Set job expectations high Set job expectations realistically Job is viewed as attractive Job may or may not be attractive Depending on person needs High rate of job offer/acceptance Some accept some reject Work experience does not Match with expectation Work experience match expectation Dissatisfaction, thought for quit job High job survival, satisfied Unit - III 16BA609 & Human Resource Management, Mr.K.Mohan Kumar, AP/MBA Source: Aswathappa, 2008, p. 163

Summary - Recruitment - Purpose of Recruitment - Factors Influencing Recruitment - Recruitment Process - Source of Recruitment - Yield Ratio - Realistic Job Preview Unit - III 16BA609 & Human Resource Management, Mr.K.Mohan Kumar, AP/MBA