recruitment ihrm
TRANSCRIPT
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recruitment
Recruitment
Recruitment is the Process by which
organizations locate and attract to fill job
vacancies through discovering Manpower
2
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
n: http://in.linkedin.com/in/mmbagali
www.jainuniversity.ac.in
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