1. Strategic Human Resource Management
Recruitment
Strategic Human Resource Management

2. 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

3. 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.

4. 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.

5. 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

6. Sources of Recruitment

7. Factors affecting Recruitment

8. 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

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

10. 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

11. 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

12. 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.

13. 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.

14. 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.

15. Questions ?