RECRUITMENTRECRUITMENTAccordingtoEdwinB.Flippo,recruitmentistheprocessofsearchingthecandidatesforemploymentandstimulatingthemtoapplyforjobsintheorganization”.Recruitment

istheactivitythatlinkstheemployersandthejobseekers.Afewdefinitionsofrecruitmentare:Aprocessoffindingandattractingcapableapplicantsforemployment.Theprocessbeginswhennewrecruitsaresoughtandendswhentheirapplicationsaresubmitted.TheresultisapoolofapplicationsfromwhichnewemployeesareselectedItistheprocesstodiscoversourcesofmanpowertomeettherequirementofstaffingscheduleandtoemployeffectivemeasuresforattractingthatmanpowerinadequatenumberstofacilitateeffectiveselectionofanefficientworkingforce.

Recruitmentofcandidatesisthefunctionprecedingtheselection,whichhelpscreateapoolofprospectiveemployeesfortheorganizationsothatthemanagementcanselecttherightcandidatefortherightjobfromthispool.Themainobjectiveoftherecruitmentprocessistoexpeditetheselectionprocess

Recruitmentisacontinuousprocesswherebythefirmattemptstodevelopapoolofqualifiedapplicantsforthefuturehumanresourcesneedseventhoughspecificvacanciesdonotexist.Usually,therecruitmentprocessstartswhenamangerinitiatesanemployeerequisitionforaspecificvacancyorananticipatedvacancyRecruitmentneedsareofthreetypes

PLANNED

i.e.theneedsarisingfromchangesinorganizationandretirementpolicy.

ANTICIPATED

needsarethosemovementsinpersonnel,whichanorganizationcanpredictbystudyingtrendsininternalandexternalenvironment.

UNEXPECTED

Resignation,deaths,accidents,illnessgiverisetounexpectedneeds.

The

PurposeandImportanceofRecruitmentAttractandencouragemoreandmorecandidatestoapplyintheorganization

Createatalentpoolofcandidatestoenabletheselectionofbestcandidatesfortheorganization

Determinepresentandfuturerequirementsoftheorganizationinconjunctionwithitspersonnelplanningandjobanalysisactivities.recruitmentistheprocesswhichlinkstheemployerswiththeemployees.IncreasethepoolofjobcandidatesatminimumcostHelpincreasethesuccessrateofselectionprocessbydecreasingnumberofvisiblyunderqualifiedoroverqualifiedjobapplicants

Helpreducetheprobabilitythatjobapplicantsoncerecruitedandselectedwillleavetheorganizationonlyafterashortperiodoftime.Meettheorganizationslegalandsocialobligationsregardingthecompositionofitsworkforce.Beginidentifyingandpreparingpotentialjobapplicantswhowillbeappropriatecandidates.IncreaseorganizationandindividualeffectivenessofvariousrecruitingtechniquesandsourcesforalltypesofjobapplicantsRecruitmentProcessTherecruitmentandselectionisthemajorfunctionofthehumanresourcedepartmentandrecruitmentprocessisthefirststeptowardscreatingthecompetitivestrengthandtherecruitmentstrategicadvantagefortheorganizations.Recruitmentprocessinvolvesasystematicprocedurefromsourcingthecandidatestoarrangingandconductingtheinterviewsandrequiresmanyresourcesandtime.Ageneralrecruitmentprocessisasfollows:Identifyingthevacancy:

Therecruitmentprocessbeginswiththehumanresourcedepartmentreceivingrequisitionsforrecruitmentfromanydepartmentofthecompany.Thesecontain

?Poststobefilled

?Numberofpersons

?Dutiestobeperformed

?QualificationsrequiredPreparingthejobdescriptionandpersonspecification.Locatinganddevelopingthesourcesofrequirednumberandtypeofemployees(Advertisingetc).Short-listingandidentifyingtheprospectiveemployeewithrequiredcharacteristics.Arrangingtheinterviewswiththeselectedcandidates.Conductingtheinterview

anddecisionmakingSourcesOfRecruitmentEveryorganizationhastheoptionofchoosingthecandidatesforitsrecruitmentprocessesfromtwokindsofsources:internalandexternalsources.Thesourceswithintheorganizationitself(liketransferofemployeesfromonedepartmenttoother,promotions)tofillapositionareknownastheinternalsourcesofrecruitment.Recruitmentcandidatesfromalltheothersources(likeoutsourcingagenciesetc.)areknownastheexternalsourcesofTherecruitment.InternalTransfersPromotionsUpgradingDemotionsRetiredemployeesRetrenchmentemployeesDependentsandrelativesofdeceasedemployeesExternalPressadvertisementsEducationalinstitutesPlacementagencies/outsourcingEmploymentexchangesLaborcontractorsUnsolicitedapplicantsEmployeereferralsRecruitmentatfactorygateFactorsAffectingRecruitmentTherecruitmentfunctionoftheorganizationsisaffectedandgovernedbyamixofvariousinternalandexternalforces.Theinternalforcesorfactorsarethefactorsthatcanbecontrolledbytheorganization.Andtheexternalfactorsarethosefactorswhichcannotbecontrolledbytheorganization.Theinternalandexternalforcesaffectingrecruitmentfunctionofanorganizationare:InternalSupplyanddemandLabormarketImage/goodwillPolitical-legal-socialenvironmentUnemploymentrateCompetitorsExternalRecruitmentpolicyHumanresourceplanningSizeoffirmCostofrecruitmentGrowthandexpansionComponentsofrecruitmentpolicyThegeneralrecruitmentpoliciesandtermsoftheorganizationRecruitmentservicesofconsultantsRecruitmentoftemporaryemployeesUniquerecruitmentsituationsTheselectionprocessThejobdescriptionsThetermsandconditionsoftheemploymentArecruitmentpolicyofanorganizationshouldbesuchthat:Itshouldfocusonrecruitingthebestpotentialpeople.Toensurethateveryapplicantandemployeeistreatedequallywithdignityandrespect.Unbiasedpolicy.Toaidandencourageemployeesinrealizingtheirfullpotential.Transparent,taskorientedandmeritbasedselection.Weightageduringselectiongiventofactorsthatsuitorganizationneeds.Optimizationofmanpoweratthetimeofselectionprocess.Definingthecompetentauthoritytoapproveeachselection.Abidesbyrelevantpublicpolicyandlegislationonhiringandemploymentrelationship.Integratesemployeeneedswiththeorganizationalneeds.FactorsaffectingrecruitmentpolicyOrganizationalobjectivesPersonnelpoliciesoftheorganizationanditscompetitors.Governmentpoliciesonreservations.Preferredsourcesofrecruitment.Needoftheorganization.RecruitmentcostsandfinancialimplicationsRecenttrendsinrecruitmentOUTSOURCING

InIndia,theHRprocessesarebeingoutsourcedfrommorethanadecadenow.Acompanymaydrawrequiredpersonnelfromoutsourcingfirms.Theoutsourcingfirmshelptheorganizationbytheinitialscreeningofthecandidatesaccordingtotheneedsoftheorganizationandcreatingasuitablepooloftalentforthefinalselectionbytheorganization.Outsourcingfirmsdeveloptheirhumanresourcepoolbyemployingpeopleforthemandmakeavailablepersonneltovariouscompaniesaspertheirneeds.Inturn,theoutsourcingfirmsortheintermediarieschargetheorganizationsfortheirservicesPOACHING/RAIDING

“Buyingtalent”(ratherthandevelopingit)isthelatestmantrabeingfollowedbytheorganizationstoday.Poachingmeansemployingacompetentandexperiencedpersonalreadyworkingwithanotherreputedcompanyinthesameordifferentindustry;theorganizationmightbeacompetitorintheindustry.Acompanycanattracttalentfromanotherfirmbyofferingattractivepaypackagesandothertermsandconditions,betterthanthecurrentemployerofthecandidate.Butitisseenasanunethicalpracticeandnotopenlytalkedabout.Indiansoftwareandtheretailsectorarethesectorsfacingthemostseverebruntofpoachingtoday.Ithasbecomeachallengeforhumanresourcemanagerstofaceandtacklepoaching,asitweakensthecompetitivestrengthofthefirm.E-RECRUITMENT

ManybigorganizationsuseInternetasasourceofrecruitment.E-recruitmentistheuseoftechnologytoassisttherecruitmentprocess.Theyadvertisejobvacanciesthroughworldwideweb.Thejobseekerssendtheirapplicationsorcurriculumvitaei.e.CVthroughemailusingtheInternet.AlternativelyjobseekersplacetheirCV’sinworldwideweb,whichcanbedrawnbyprospectiveemployeesdependingupontheirrequirementsDifferencebetweenrecruitmentandselectionrecruitmentistheprocessofsearchingthecandidatesforemploymentandstimulatingthemtoapplyforjobsintheorganization.selectioninvolvestheseriesofstepsbywhichthecandidatesarescreenedforchoosingthemostsuitablepersonsforvacantposts.Thebasicpurposeofrecruitmentsistocreateatalentpoolofcandidatestoenabletheselectionofbestcandidatesfortheorganization,byattractingmoreandmoreemployeestoapplyintheorganization.Recruitmentisapositiveprocessi.e.encouragingmoreandmoreemployeestoapplyRecruitmentisconcernedwithtappingthesourcesofhumanresources

Thereisnocontractofrecruitmentestablishedinrecruitment

Thebasicpurposeofselectionprocessistochoosetherightcandidatetofillthevariouspositionsintheorganization.selectionisanegativeprocessasitinvolvesrejectionoftheunsuitablecandidates.selectionisconcernedwithselectingthemostsuitablecandidatethroughvariousinterviewsandtests.selectionresultsinacontractofservicebetweentheemployerandtheselectedemployee.

Recruitmentstrategies

Recruitmentisofthemostcrucialrolesofthehumanresourceprofessionals.Thelevelofperformanceofandorganizationdependsontheeffectivenessofitsrecruitmentfunction.Organizationshavedevelopedandfollowrecruitmentstrategiestohirethebesttalentfortheirorganizationandtoutilizetheirresourcesoptimally.Asuccessfulrecruitmentstrategyshouldbewellplannedandpracticaltoattractmoreandgoodtalenttoapplyintheorganization.Forformulatinganeffectiveandsuccessfulrecruitmentstrategy,thestrategyshouldcoverthefollowingelements:

Identifyingandprioritizingjobs

recruitmentkeeparisingatvariouslevelsineveryorganization;itisalmostanever-endingprocess.Itisimpossibletofillallthepositionsimmediately.Therefore,thereisaneedtoidentifythepositionsrequiringimmediateattentionandaction.Tomaintainthequalityoftherecruitmentactivities,itisusefultoprioritizethevacancieswhethertofocusonallvacanciesequallyorfocusingonkeyjobsfirst.Candidatestotarget

Therecruitmentprocesscanbeeffectiveonlyiftheorganizationcompletelyunderstandstherequirementsofthetypeofcandidatesthatarerequiredandwillbebeneficialfortheorganization.Thiscoversthefollowingparametersaswell:

Performancelevelrequired:Differentstrategiesarerequiredforfocusingonhiringhighperformersandaverageperformers.

Experiencelevelrequired:thestrategyshouldbeclearastowhatistheexperiencelevelrequiredbytheorganization.Thecandidate’sexperiencecanrangefrombeingafreshertoexperiencedseniorprofessionals.

Categoryofthecandidate:thestrategyshouldclearlydefinethetargetcandidate.He/shecanbefromthesameindustry,differentindustry,unemployed,topperformersoftheindustryetc.Sourcesofrecruitment

Thestrategyshoulddefinevarioussources(externalandinternal)ofrecruitment.Whicharethesourcestobeusedandfocusedfortherecruitmentpurposesforvariouspositions.Employeereferralisoneofthemosteffectivesourcesofrecruitment.

Trainedrecruiters

Therecruitmentprofessionalsconductingtheinterviewsandtheotherrecruitmentactivitiesshouldbewell-trainedandexperiencedtoconducttheactivities.Theyshouldalsobeawareofthemajorparametersandskills(e.g.:behavioral,technicaletc.)tofocuswhileinterviewingandselectingacandidate.

Howtoevaluatethecandidates

Thevariousparametersandthewaystojudgethemi.e.theentirerecruitmentprocessshouldbeplannedinadvance.Liketheroundsoftechnicalinterviews,HRinterviews,writtentests,psychometrictestsetc.RecruitmentstrategymodelHRChallengesInRecruitmentAdaptabilitytoglobalization–TheHRprofessionalsareexpectedandrequiredtokeepintunewiththechangingtimes,i.e.thechangestakingplaceacrosstheglobe.HRshouldmaintainthetimelinessoftheprocess

Lackofmotivation–Recruitmentisconsideredtobeathanklessjob.Eveniftheorganizationisachievingresults,HRdepartmentorprofessionalsarenotthankedforrecruitingtherightemployeesandperformers.

Processanalysis–TheimmediacyandspeedoftherecruitmentprocessarethemainconcernsoftheHRinrecruitment.Theprocessshouldbeflexible,adaptivea