recruitment ihrm

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recruitment

Recruitment

Recruitment is the Process by which

organizations locate and attract to fill job

vacancies through discovering Manpower

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Recruitment

Recruitment is the process of evaluating

the suitability of Candidates for various

jobs

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Recruitment

Recruitment is an enumeration of the skills,

abilities, experience needed to perform

the job

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Recruitment

Recruitment is identifying and attracting

qualified person to apply for vacant

position in an organization

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Recruitment

Is the process of locating and encouraging

potential applicants to apply for existing or

anticipated job posting

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Recruitment Process

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Job Open

Advertisement

Accepting Application

Application Review

Lining-up Candidates

Walk-in

Written Testing

Oral Interaction

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Cont:

Interview

Final Interview

Selection

Test Medical

Other

Call Letter

References

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A Model of Organizational

Recruitment Process Recruitment Objectives

Strategy Development

Recruitment Mode

Intervening/ Process Variables

Recruitment Results

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Recruitment Objectives

Retention Rate

Job Performance

Psychological Contract fulfilled

Cost of Filling Job

Speed of Filling Job

Number of Positions

Diversity of Hires

Quality of Applicants

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Strategy Development

Whom to Recruit

Where to Recruit

Sources of recruitment

When to Recruit

What Message to Communicate

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Recruitment Mode

Recruitment Sources

Recruiters

Recruitment Message

Realism

Completeness

Timeliness

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Intervening/ Process Variables

Applicant Attention

Applicant comprehension

Message Credibility

Applicant Interest

Job Attractiveness

Self Insight Knowledge

Skills

Ability

Needs

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Recruitment Results

Compare Outcomes to Objectives

Relook at Individual – Organization fit

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Core Concepts in Recruitment

Staffing matches Individual and

Organizational needs

Recruitment is a Process and a policy

Organization and Job analyses are

prerequisites to Recruitment

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Cont:

Hiring for Job requires person-job fit

Hiring for Job requires person-organization fit

Recruitment involves identifying and evaluating

applicants

Legal Environments constrains Recruitment

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Pre requisite before Recruitment

What Type

Personality

Characteristic

Features

Traits / Qualities

Management Styles

Geographical location

Experiences

SWOT Matrix

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Cont:

Occupational Skills / Abilities

Qualifications

Emotional Quotient

Intelligence Quotient

Human Relations Quotient

Communications Quotient

Leadership Quotient

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Recruitment Process

Organization Individual

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Vacant

Or

New Position

Job Analysis

and Plan

Recruitment effort

Recruitment

Methods

Receive Education

Choose Occupation

Acquire Employment

Experience

Search for

Job Openings

Organization Individual

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Evaluate Applicant and

Selection Process

Impress Applicants

Offer

Apply for Job

Impress during

Selection

Evaluate Jobs, Company

Accept or Reject

Strategic Issues in Recruitment

Firms ability to PAY

Organization Strategy, Values, Ethics, match the candidate

Sources of Search

Organization Philosophy / Principle / Approach / Code

Short / Long Plan

U are giving a Job or Career

What type of Climate Organization has

Size / Rate / image of the Organization

Realistic Job Preview

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Recruitment Goals

Attract Large Number of Applicants

Attract Large Number of Qualified Applicants

Attract Applicants willing to take Offer

Fill Vacancy Quickly

Hire People who Perform

Hire People who stay with the organization

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Recruitment Philosophy

Internal X External

Short Long

Filling Vacancies X Hiring for Career

Ethical Issues

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Recruitment Exercise

Stage One Job vacant Matrix

Stage Two Attract Candidate

Stage Three Advertisement

Stage Four Screening

Stage Five HRIS

Stage Six Person – Job fit

Stage Seven Person – Organization fit

Stage Eight Decision Making

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Stage One Job vacant

The Number Matrix analysis

When

How much

Whom

Why

Where

How

Which sources

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Stage Two Attract Candidate

How Organization to Attracts

How they are doing now(MNC)

Market Standing

Image

HR Policy

HPWS

HPWP

HP Work Design

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Stage Three Advertisement

Advertisement How

Pros / Cons

How to go about

Job Related Exercise : Analysis / Evaluation / Description / Enrichment /

Enlargement /

Use Plain Language

Develop & Trust Creditability

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Organization description

Job description

Man description

Skill / Education / Experience description

Job Duty / Responsibility

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Enhancing Corporate Image… Advt

Headlines

Media

History

Future

Market Standing

Shares

Achievements

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Stage Four Screening

Job Fit

Education fit

Experience fit

Culture fit

Background fit

Man – Organization – Job fit

Skill fit

Personality fit

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Stage Five HRIS

Why to have

How to develop

All the Particulars

Personal

Occupational

Background

Adjustment

Psychological

Social

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Stage Six Organization Analysis

A) Goals and Objectives

What are Long / Short term goals

Strategy / Strategies adopted

What capabilities organization need

Competitive strategy

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Cont:

B) Organizations Staffing Needs

Organizations HR needs

How many needed

Core Competency what

Knowledge / Skill / Ability and other

characteristic ( KSAO) needed

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Cont:

C) Organization Climate / Culture

What Exists

What Needed

“ F I T ” between both

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Stage Seven Job Analysis

Physical Demands of the Job

Knowledge required

Environment conditions one has to

perform

Skills required

Ability required : traits

Personal Characteristic

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Stage Eight Other Analysis

Personality

Temperament

Values

Kind of rewards

Pay and benefits

Feeling of Accomplishment

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Cont:

Compensation : Wages, bonuses, perks, Incentives, Increments

Benefits : Vacation, Health Insurance

Social Interaction : Friendly workplace

Security : Stable, Job stability

Status / recognition : Respect, Prominence at work

Work variety

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Cont:

Work load : Right amount of work

Work Importance

Control Systems : Empowerment / flextime

Advancement / Development oppournity

Feedback

COW

WC

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Person – Job fit

Individual Abilities

(needs/aspirations

/career goals)

Employee demand

Qualification

Skills

Experience

Knowledge

Job Demands

(vision/mission/standards/TQM)

Job ability

Quality / Quantity

Efficiency / Effectiveness

Higher Job performance

Multiple Jobs

Dynamic Job Environment

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Cont:

Individual Abilities

Trustworthiness

Loyalty

Value

Ethics

Moral

Disciplined

Cultured

Job Demands

Hard work

Dedicated

Commitment

Ethical

Socialized

Team based Work

Systems

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Person – Organization fit

Person

Personality

Traits

through GD, Biodata

Organization

Culture / Climate

interview

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Sources of

Recruitment

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Factors effecting Sources

Objective of Organization

Need for HR

Budget

Objective

Availability

Expansion

Growth

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Management Style

Organization Philosophy

Restructuring

Vision

CEO Attitude

How one defines Competition

Positioning

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Internal Sources

Ex-employees

Promotion / Demotion

Transfer

Deputation

Lien

Word of Mouth

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Walk IN‟s

Direct Application

Unions

In-store Posters

Factory Gate Posters

Internal Newsletter

Notice Board

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Internal Exercise

Application Submit

Candidate HRIS / Resume

Screen

Permitted to Attend Interview

Select

Conditions and Code

Agreement / Conditions

Training

Placed

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Advantage

Familiar with Organization

Stable and Loyal

Commitment

Morale

Motivation

Known ability person

Less Guess work

Better assessment of Candidate

Reduces Overheads

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Cont:

Reliable Sources

Less likely to Quit

No need of Training

Socialization not required

Fast and less expensive

Respects Organization

Extra Mile

Individual is Respected and Identified

( Psychological feeling)

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Disadvantage

One Fill……..One Vacant

(called as Ripple effect)

Waiting time and Cumbersome

Bureaucratic Nightmare

Eligibility lists

Political Infighting for Selection

Inbreeding

Limited Scope

May not get Apt candidate

Limited Search

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External Sources

Advertisement

Employment Agency

Employee Leasing

Education Institutes

Technology

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External Exercise

Advisement

Biodata

Screening

Potential Applicants

Tests

Interview

Final Selection

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Advantage

New Ideas / View points / New Vision

Avoid Confusion

Varied and Large base

Scope is wide(Increased Diversity)

Experienced

Save Time

No development / Training

Orientation

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Disadvantage

Can he Adjust?

Who knows

Longer and Late

Expectation b/w Organization – Person

Discourage to already employees

When is the right Time

What Salary….High or Low

Increased Adjustment period

Expensive

Slow

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Other Methods used for

Recruitment Traveling Recruiters

Walk in application

Employee referrals

Newspaper

Journals/ Magazine

TV/Radio

Emails/ Website

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Cont:

Employment Services (Exchange)

Search firms

Trade fair / Education Fair

Employee Referrals

Succession Planning

Government Agencies

Career Advisors

Students Societies

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Outplacement Consultancy

Employee leasing firms

Computerized Resumes

Video Conferencing

Phone

Institutes …. Training / Research

Professionals Society‟s / Organization / Institute / Voluntary Organization

Unions( Job bidding)

Officers Association

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Community Agencies Conferences

Fair Posters

Door Hangers Bill boards

Information Seminars Campus

Employee recommendations Son-of-Soil

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An Global Approach

Employee Search Executive

Head Hunters

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Mode of Recruitment

US Effective Recruitment Sources

Internet

Private Employment Services

State Employment Services

Universities

Promotion from Within

Employee Referrals

Walk-Ins

Newspaper

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Factors effecting Job Search

Size of the Organization / Image

Quality of HR needed

Quantity of HR needed

Availability of Sources (effectiveness)

Past Experience

Budget available

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Factors effecting Job Search

Local Market Condition

Occupational Market condition

General Economic conditions

Political Issues and Ideology

HR Policies

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Cont:

Security Aspects(Military issues)

Various Benefits and Compensation

Wages

Location

Nature of Work

HR policies

Organizational Ethos and Governance

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What CEO’s look during their

Recruitment

Values and Culture

Well Managed

Exciting Challenges

Strong Performance

Industry Leader

Many Talented People

Good at Day

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Cont:

Inspiring Mission

Fun with Colleagues

Job Security

Freedom and Autonomy

Career Advancement an Growth

Geographic location

Respect for Life Style

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Guideline for Recruitment

When to Recruit : Need / Situation

References / referrals

Which Method(sources)

Confidential Search : Verify Resumes / Call

Referees

Track Record of Applicant

Develop HRIS

Budget

Treat Each Equally

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Cont:

Do a „most‟ wanted list

Hire to hurt Competitors

Fist day ask…..Who else is good at u

place

Open House

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[M M Bagali, PhD]

Professor of Human Resource Management,

Head, Research in Management,

JAIN University,

CMS annex, # 319, JPnagar, 6th Phase,

17th Cross, 25th Main,

Bangalore, India, 560 078

t: 80 43430400 / f: 080 26532730

e: mm.bagali@jainuniversity.ac.in

n: http://in.linkedin.com/in/mmbagali

www.jainuniversity.ac.in

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