1. Human Resource Management Course No. MBA 609 Part-4 Recruitment
Atanu Gupta
Adjunct Faculty
MBA program, East Delta University

2. Contents Define recruitment
Discuss job analysis, human resource planning, and recruitment
Explain the purpose of a personnel requisition form
Describe the advantages and disadvantages of using internal methods of recruitment
Discuss job posting and bidding
Describe the advantages and disadvantages of using external methods of recruitment
Define realistic job previews

3. Recruitment Recruitment
The process of locating, identifying, and attracting capable applicants.
So recruitment is the process of finding qualified people and encouraging them to apply for work with the firm because the employer needs to attract qualified applicants, not just applicants.

4. Relationships among Job Analysis, Human Resource Planning, Recruitment, and Selection

5. Personnel Requisition Form

6. Factors Governing Recruitment

7. Purposes & Importance
Determine the present & future requirements of the firm in conjunction with its personnel-planning & job-analysis activities.
Increase the pool of job candidates at minimum cost.
Help increase the success rate of the selection process.
Meet the organization’s legal & social obligations.
Increase individual & organizational effectiveness.
Evaluate the effectiveness of various recruitment techniques.

8. Sources of Recruitment
Internal Sources
External Sources
Present Employees
Advertising
Employee Referrals
Employment Agencies
Former Employees
Executive Recruiters (Headhunters)
Previous Applicants
College Recruiting
Walk-ins
Internet Recruiting

9. Finding Internal Candidates
Present Employees
Promotion & transfer from among the present employees can be a good source of recruitment.
Rehiring former employees
Advantages:
They are known quantities.
They know the firm and its culture.
Disadvantages:
They may have less-than positive attitudes.
Rehiring may sent the wrong message to current employees about how to get ahead.

10. Finding Internal Candidates (cont’d)
Employee Referrals
Employee referrals can be a good source of recruitment. When employees recommend successful referrals, (the former) are paid monetary incentives which are called “finders fees”
Previous Applicants
Although not truly an internal source, those who have previously applied for job can be contacted by mail, a quick & inexpensive way to fill an unexpected opening.

11. Outside Sources of Candidates
Advertising
Newspapers
Trade and professional journals
Internet job sites
Marketing programs
Employment agencies
Public agencies operated by state or local governments
Agencies associated with nonprofit organizations
Privately owned agencies

12. Outside Sources of Candidates (cont’d)
Executive recruiters (headhunters)
Special employment agencies retained by employers to seek out top-management talent for their clients.
Contingent-based recruiters collect a fee for their services when a successful hire is completed.
Retained executive searchers are paid regardless of the outcome of the recruitment process.

13. Outside Sources of Candidates (cont’d)
College recruiting
Recruiting goals
To determine if the candidate is worthy of further consideration
To attract good candidates
On-site visits
Invitation letters
Assigned hosts
Information package
Planned interviews
Timely employment offer
Follow-up
Internships

14. Outside Sources of Candidates (cont’d)
Walk-ins
Direct applicants who seek employment with or without encouragement from other sources.
Courteous treatment of any applicant is a good business practice.
Internet Recruiting
Continues to be popular and rapidly growing means of recruiting.
Examples of recruiting on the Internet: ( ( ( ( (

15. Selected Recruitment Web Sites

16. Advantages and Disadvantages of Internal and External Recruiting

17. Realistic Job Previews
Method of providing complete information, both positive and negative, to job applicant
Traditional methods of presenting the organization and the job to obtain a favorable selection ratio
Sets very high initial job expectations, resulting in dissatisfaction and high turnover
Favorable selection ratio – A large number of applicants in relation to number of job openings
RJP enables job candidates to self-select out of jobs that do not meet their expectations
Usually, job applicants recruited using RJP, who accepted the job, have more job satisfaction

18. Typical Consequences of Job Preview Procedures