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Recruitment is the process of publicizing vacancies of a particular organization in the most attractive manner in order to invite maximum pool

of potential people eligible for the job. OR The process of hiring right people from the right places at the right time for the right purposes through the right procedures.

1. Identify vacancy 2. Prepare job description and person specification 3. Advertising the vacancy

4. Managing the response


5. Short-listing

6. Arrange interviews
7. Conducting interview and decision making

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

INTERNAL

RECRUITMENT EXTERNAL RECRUITMENT

Internal Recruitment is a recruitment which takes place within the concern or organization. Internal sources of recruitment are readily available to an organization. Internal sources are primarily three Transfers, promotions and Re-employment of ex-employees. Re-employment of ex-employees is one of the internal sources of recruitment in which employees can be invited and appointed to fill vacancies in the concern. Internal recruitment may lead to increase in employees productivity as their motivation level increases. It also saves time, money and efforts. But a drawback of internal recruitment is that it refrains the organization from new blood. Also, not all the manpower requirements can be met through internal recruitment. Hiring from outside has to be done.

External Recruitment External sources of recruitment have to be solicited from outside the organization. External sources are external/outside from a concern. But it involves lot of time and money .The external sources of recruitment include

Employment at factory gate/Gate hiring, Advertisements through print and web media, Employment exchanges, Employment agencies, Educational institutes/Campus Hiring, Labour contractors, Recommendations/References, Head-Hunting

Employment at Factory Level This a source of external recruitment in which the applications for vacancies are presented on bulletin boards outside the Factory or at the Gate. This kind of recruitment is applicable generally where factory workers are to be appointed. There are people who keep on soliciting jobs from one place to another. These applicants are called as unsolicited applicants. These types of workers apply on their own for their job. For this kind of recruitment workers have a tendency to shift from one factory to another and therefore they are called as badli workers. Advertisement It is an external source which has got an important place in recruitment procedure. The biggest advantage of advertisement is that it covers a wide area of market and scattered applicants can get information from advertisements. Medium used is Newspapers and Television. Employment Exchanges There are certain Employment exchanges which are run by government. Most of the government undertakings and concerns employ people through such exchanges. Now-a-days recruitment in government agencies has become compulsory through employment exchange.

Employment Agencies There are certain professional organizations

which look towards recruitment and employment of people, i.e. these private agencies run by private individuals supply required manpower to needy concerns.
Educational Institutions There are certain professional Institutions

which serves as an external source for recruiting fresh graduates from these institutes. This kind of recruitment done through such educational institutions, is called as Campus Recruitment. They have special recruitment cells which helps in providing jobs to fresh candidates.
Recommendations There are certain people who have experience in

a particular area. They enjoy goodwill and a stand in the company. There are certain vacancies which are filled by recommendations of such people. The biggest drawback of this source is that the company has to rely totally on such people which can later on prove to be inefficient.

Labour Contractors These are the specialist

people who supply manpower to the Factory or Manufacturing plants. Through these contractors, workers are appointed on contract basis, i.e. for a particular time period. Under conditions when these contractors leave the organization, such people who are appointed have to also leave the concern.

OUTSOURCING In India, the HR processes are being outsourced from more than a decade now. A company may draw required personnel from outsourcing firms. The outsourcing firms help the organization by the initial screening of the candidates according to the needs of the organization and creating a suitable pool of talent for the final selection by the organization. Outsourcing firms develop their human resource pool by employing people for them and make available personnel to various companies as per their needs. In turn, the outsourcing firms or the intermediaries charge the organizations for their services.

POACHING/RAIDING Buying talent (rather than developing it) is the latest mantra being followed by the organisations today. Poaching means employing a competent and experienced person already working with another reputed company in the same or different industry; the organisation might be a competitor in the industry. A company can attract talent from another firm by offering attractive pay packages and other terms and conditions, better than the current employer of the candidate. But it is seen as an unethical practice and not openly talked about. Indian software and the retail sector are the sectors facing the most severe brunt of poaching today. It has become a challenge for human resource managers to face and tackle poaching, as it weakens the competitive strength of the firm. E-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 CVs in worldwide web, which can be drawn by prospective employees depending upon their requirements.

Thorough understanding about the position/vacancy through-JD.

In-depth understanding about the organization having vacancy. Like-its domain, Location, Business model, competitors, brand value and other USPs.
In case of searching for IT/Technology oriented profiles have a firm grip on the latest techo. Terms and their possible combinations. For exampleJave,J2EE,Struts,Hibernats,AJAX,PHP,LAMP,INFORMATICA,TIBCO,DOT NET SQL Oracle, SAP and their latest versions.

Work more on references (internal recruitment) to save time, energy, efforts and to avoid lengthy ref. checks.
Always give first chance to internal employees wherever possible to mapout growth path(s) for them & to convey positive messege. Read the resume to the fullest. Check background by cross checking (a) qualification (b) Past experience and skill-set . Do check and segregate overall experience and relevant experience. Focus on skills that are hands-on.

What are the stages of a recruitment process? What is cold-calling? What is head-hunting? What is the difference b/w recruitment & selection? What are the sources of recruitment you are familiar with? What is the difference between employment exchanges and employment agencies ? Consultancies are a part of which category mentioned above? If you are to recruit X no of employees, which method would you prefer to opt? What are the possible costs of recruitment process ? What are the factors affecting recruitment ? Can recruitment process be outsourced ? What are the pre-requisites for effective recruitment? What do you mean by JD? What do look in background check?

POWER-POINT PRESENTATION CREATED BYPRATEECHI BAWEJA prateechibaweja@gmail.com