1. RECRUITING HUMAN RESOURCES
Chapter 6
RECRUITING HUMAN RESOURCES

2. Lecture Overview - Recruitment - Purpose of Recruitment
- Factors Influencing Recruitment
- Recruitment Process
- Source of Recruitment
- Yield Ratio
- Realistic Job Preview

3. 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

4. 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

5. 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

6. 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
Source: Aswathappa, 2008, p. 148

7. 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)

8. 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

9. 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

10. 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

11. 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

12. Yield Ratio 20 Job Acceptance 30 3:2 40 Job Offer 200 4:3 2000
Invited for interview
5:1
Invited for test
10:1
Initial contacts
Source: Aswathappa, 2008, p. 149

13. 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

14. 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
Source: Aswathappa, 2008, p. 163

15. Summary - Recruitment - Purpose of Recruitment
- Factors Influencing Recruitment
- Recruitment Process
- Source of Recruitment
- Yield Ratio
- Realistic Job Preview