human resource procurement

8/3/2019 Human Resource Procurement

1/27

Human resource procurement

Recruitment

Presentation byBerly Bernard

Hari PrasadLincy Mathew


2/27

Recruitment is a true sales function;

a recruiter should uncover the needsof the applicants and then can showhow the organization can specificallysatisfy such needs

Gale Heritage,Management Consultant


3/27

Werther and DavisRecruitment is the process offinding and attracting capableapplicants for employment. The

process begins when newrecruits are sought and endswhen their applications aresubmitted . The result is a poolof applicants from which newemployees are selected.


4/27

Lord (in terms of competitive nature)

Recruitment is a form of

competition just as corporationscompete to develop ,manufacture,and market the best product orservice ,so they must also competeto identify ,attract and hire the most

qualified people .Recruitment is abusiness ,and it is a big business


5/27

Linkage of recruitment to human

resource acquisition

In the process of acquiring andplacing human resources in the

organization recruitment falls inbetween different sub processes.

Human resource planning

Job analysis

recruitment selection placement


6/27

Importance of Recruitment

Recruitment represents the firstcontact that the organization makewith the personnel having the

potential to be employed. From thepoint of view of potential candidates,recruitment is the process throughwhich they come to know about thecompany and nature of jobs that arebeing offered.


7/27

Determines the present and futurehuman resource requirements of the

organization Helps to increase the pool of

potential personnel

Helps to increase the success rate ofselection process (by filtering thenumber of under qualified and

overqualified job applicants) Reduces the employee turnover


8/27

Helps in evaluating the effectivenessof various recruitment techniques

and sources of recruitment Helps to meet the organizations legal

and social obligations regarding

composition of its work force


9/27

Recruitment process

Recruitment is a process consistingof various activities through whichthe search of prospective personnel,both in quantity and quality , asindicated by human resourcesplanning and job description and job

specification is made.


10/27

Recruitment planning

Recruitment process starts withplanning which involves thedetermination of number ofapplicants and the type of applicantsto be contacted.


11/27

Number of contacts:

Organization generally, plan to

attract more applicants than whatthey intend to select as they wish tohave option in selecting the rightcandidates


12/27

Types of contacts:

Refers to the types of personnel tobe informed about the job openingsbased on job description and jobspecification


13/27


14/27

Internal sources:

An organization can look for filling the vacanciesthrough its internal sources these internalsources may be of two types present personneland referrals of these personnel.

Present personnel:various positions in the organization can be filledby promoting the present personnel or by

transferring them (from one department toanother where they are needed)


15/27

Personnel referral:

Present personnel may be in a betterposition to judge the suitability of a

prospective candidate with whomthey are familiar as they know thenature of job, organization culture

and work ethics


16/27


17/27

Methods of contacting sources

After finalizing sources from wherethe prospective candidates will beselected ,the process of contacting

these sources starts

the organization should divulge asmuch information as possible to

enable the candidate to arrive at adecision to offer himself foremployment or not. it is beneficial toboth, the organization and the

candidates


18/27

There are two techniques

Realistic Job Preview and JobCompatibility Questionnaire

Realistic Job Preview (RJP):provides complete job information

positive and negative to theapplicants


19/27

RJP helps candidate to decidewhether they should participate in

further process of selection-selection tests ,interviewsetc orwithdraw themselves at the initialprocess.

There is a lower rate of personnelturnover if recruitment and selectionprocess is based on RJP,particularly for more complex jobs,higher levels of job satisfaction andperformance.


20/27


21/27

Prospective candidates are asked toindicate the extend to which each

JCQ item is descriptive to theirexpectations from the job. Theanalysis of various questions

indicate the degree of match betweenjob characteristics and jobexpectations of the candidates


22/27

After deciding the type ofinformation to be shared with theprospective candidates the process

of contacting those candidatesbegins .since there are differentsources through which externalcandidates can be recruited ,different

methods are applied .these methodscan be classified based on the typeof people to be contacted or basis ofthe degree of involvement of

employing organizations in therecruitment process.


23/27

Methods of contacting prospective

candidates

Based on personnel to be recruited:

managerial / technical personnel

Advertisement

Internet

Walk-in

Campus recruitment

Job fairs

Consultancy firms


24/27

Personnel contacts

operative personnel :

Public employment exchangesLabor unions

Employee referrals

Gate hiringLabor contractors


25/27

Based on the movement of the

organization

Direct methods:

Advertisement

Internet recruitingCampus recruitment

Job fair

Personnel contactsGate hiring


26/27


27/27

THANK YOU

human resource procurement

Documents