RECRUITMENT POLICIES, METHODS AND PROCEDURES

By:

FREDERIC G. VARGAS

LEARNING OBJECTIVES:

At the end of the discussion for this topic, we should be able to;

Describe the purpose of recruitment. Explain the importance of recruitment policies

and process. Identify the components of a good recruitment

policy. Familiarize and identify the basic sources and

methods of recruitment. Analyze and describe the advantages and

disadvantages of recruitment sources.

RECRUITING DEFINE AS;

Is the process of developing a pool of qualified applicants who are interested in working for the organization and from which the organization might reasonably select the best individual or individuals to hire for employment. It involves finding and selecting the right person for the right job.

PURPOSE AND IMPORTANCE OF RECRUITMENT Attract and encourage more and more candidates

to apply in the organization. Create a talent pool of candidates to enable the

selection of best candidates for the organization. Determine present and future requirements of the

organization in conjunction with its personnel planning and job analysis activities.

Recruitment is the process which links the employers with the employees.

Increase the pool of job candidates at minimum cost.

Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants.

PURPOSE AND IMPORTANCE OF RECRUITMENT

Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time.

Meet the organizations legal and social obligations regarding the composition of its workforce.

Begin identifying and preparing potential job applicants who will be appropriate candidates.

Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants.

RECRUITMENT POLICIES

It specifies the objectives of recruitment and provides a framework for implementation of recruitment program. It may involve organizational system to be developed for implementing recruitment programs and procedures by filling up vacancies with best qualified people.

COMPONENTS OF THE RECRUITMENT POLICY

The general recruitment policies and terms of the organization

Recruitment services of consultantsRecruitment of temporary employeesUnique recruitment situationsThe selection processThe job descriptionsThe terms and conditions of the

employment

OrganizationRecruitment

Policy

Organizational goals and objectives

Personnel policies of the organization

and its competitors

Government rules and policies

Preferred sources of

recruitment

Need of the organization

Recruitment costs and financial

implications

FACTORS AFFECTING RECRUITMENT POLICY

It should focus on recruiting the best potential people.

To ensure that every applicant and employee is treated equally with dignity and respect.

Unbiased policy. To aid and encourage employees in realizing

their full potential. Transparent, task oriented and merit based

selection

A recruitment policy of an organization should be:

Weighted age during selection given to factors that suit organization needs.

Optimization of manpower at the time of selection process.

Defining the competent authority to approve each selection.

Abides by relevant public policy and legislation on hiring and employment relationship.

Integrates employee needs with the organizational needs.

A recruitment policy of an organization should be:

RECRUITMENT PROCESS

Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. It is the process to discover sources of manpower to meet the requirement of staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force.

To ensure that the recruitment is as per the company expectations. (e.g. time, skills, etc.,)

To attract sufficient applications from potential candidates with the required skills, qualities, experience, and competencies deemed as being necessary to the job.

To develop and maintain processes which will assist in ensuring the appointment of the most suitable candidate.

Objectives of recruitment process;

newly created positions staff attrition (resignation/retirement) leaves of absences/short term needs staff restructuring research projects

A vacancy may arise for the following reasons:

Identifying the vacancy

Prepare job description and person

specification

Advertising the vacancy

Managing the

response

Short-listing

Arrange interviews

General recruitment process;

METHODS OF RECRUITMENT

Categorized into:

1. Internal recruitment is when the business looks to fill the vacancy from within its existing workforce. It is the process of looking inside the organization for existing qualified employees who might be promoted to higher level positions.

2. External recruitment is when the business looks to fill the vacancy from any suitable applicant outside the business. It involves looking to sources outside the organization for prospective employees

Job Posting. Supervisory Recommendations Talent Inventories Union Halls Employee Referrals

1. Internal Recruitment

Job advertisements Recruitment agency Personal recommendation Job fairs Word-of-mouth recruiting Public / Private employment College placement offices Direct applicants

2. External recruitment

ELECTRONIC RECRUITMENT

Many big organizations use Internet as a source of recruitment. E-recruitment is the use of technology to assist the recruitment process. They advertise job vacancies through worldwide web. The job seekers send their applications or curriculum vitae i.e. CV through e mail using the Internet. Alternatively job seekers place their CV’s in worldwide web, which can be drawn by prospective employees depending upon their requirements.

Low cost. No intermediaries. Reduction in time for recruitment. Recruitment of right type of people. Efficiency of recruitment process.

Advantages of e- recruitment are:

Cheaper and quicker to

recruit People already familiar with the

business and how it operates

Provides opportunities for promotion with in

the business Business already

knows the strengths and weaknesses

of candidates

Advantages

Limits the number of potential

applicants No new ideas can be

introduced from outside the

business

May cause resentment

amongst candidates not

appointed Creates another vacancy

which needs to be filled

(Ripple effect)

Disadvantages

Internal Recruitment Advantages and Disadvantages:

Advantages

Outside people bring in new ideas

Larger pool of workers from which to find the

best candidate

People have a wider range of experience

Disadvantages

Longer process

More expensive process due to advertisements, interviews, training, etc.

required

Selection process may not be effective enough

to reveal the best candidate

External Recruitment Advantages and Disadvantages:

THANK YOU!