Strategic Human Resource Management Recruitment Strategic Human Resource Management

Concept An activity that links the employers and the job seekers It is comes before selection An attempt to create a pool of qualified candidates who can appear for the interview It is a continuous process Starts with candidates searching and ends with candidates applying for the job by giving resume

Definition A process of finding and 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.

Need for Recruitment Planned Need - needs arising from changes in organization and retirement policy Anticipated Need - an organization can predict by studying trends in internal and external environment Unexpected Need - resignation, deaths, accidents, illness etc.

Process of Recruitment Identify vacancy in the organization Preparing job description and job specification of the post Advertising Managing the response Short-listing Arranging interviews

Sources of Recruitment

Factors affecting Recruitment

Policies for Recruitment The general recruitment policies and terms of the organization Recruitment services of consultants Recruitment of temporary employees Unique recruitment situations The selection process The job descriptions The terms and conditions of the employment

Strategy for Recruitment Identifying and prioritizing jobs Candidates to target Sources of recruitment Trained recruiters How to evaluate the candidates

Strategy for Recruitment (cont’d) Identifying and prioritizing jobs There is a need to identify the positions requiring immediate attention and action. To maintain the quality of the recruitment activities, it is useful to prioritize the vacancies whether to focus on all vacancies equally or focusing on key jobs first

Strategy for Recruitment (cont’d) Candidates to target The recruitment process is effective when the organization does the job specification and job description more skillfully covering the following parameters- Performance level of the candidates Experience level of the candidates Category of the candidates

Strategy for Recruitment (cont’d) Sources of recruitment It should define various sources (external and internal) of recruitment. Employee referral is one of the most effective source.

Strategy for Recruitment (cont’d) Trained recruiters Professionals conducting the interviews and the other recruitment activities should be well-trained and experienced to conduct the activities. They should have the knowledge of the parameters of the job.

Strategy for Recruitment (cont’d) How to evaluate the candidates Various parameters and the ways to judge them should be planned in advance. Like the rounds of interviews, tests etc.

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