people who are smaller than

we are, we shall become a

company of dwarfs, but if
each of us recruits people
who are bigger than we are,
we shall become a company
of giants."
- David Ogilvy
more time assessing
a
$500 piece of
equipment than they
do a $50,000 a year
person.”

- Anonymous
Welcome To

RECRUITMENT
…the indispensable HR
process

D. Nisha
Ujjawal Bagaria
Recruitment is defined
as….
…… the process of searching
the candidates for employment and
stimulating them to apply for jobs
in the organisation .

- Edwin B . Flippo
One More….
 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.

Types of Recruitment
Needs
PLANNED
i.e. the needs arising from changes in
organization and retirement policy.
ANTICIPATED
Anticipated needs are those movements in
personnel, which an organization can predict
by studying trends in internal and external
environment.
UNEXPECTED
Resignation, deaths, accidents, illness give
rise to unexpected needs.
Purpose of Recruitment
Attract and encourage more and more
candidates to apply in the organisation.
Create a talent pool of candidates to enable
the selection of best candidates for the
organisation.
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.
Importance of
Recruitment
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
Sources of Recruitment
SOURCES OF RECRUITMENT

HRIS Job
Notice portals
boards Circulars

Internal Search
SOURCES OF RECRUITMENT
Advertise- Employee
ments referrals
Educational Interested
institutions applications
Employment
agencies

External Search
Factors affecting
Recruitment
 Recruitment Process
Identify Vacancy
Conducting Interview
& Decision Making Prepare job
description
& person
specificati
on
Arrange
Interview
s

Advertisin
g the
vacancy

Short Listing Managing the

response
 “Our recruitment process is aligned to
business requirements. One of the key factors
we look for in a prospective employee is what
we refer to as learn ability — the ability to
derive generic knowledge from specific
experiences and apply the learning to new
situations. Some of the other qualities we look
for include analytical ability, teamwork and
leadership potential, communication and
innovation skills with a practical and structured
approach to problem solving. We also place
importance on professional competence and
academic excellence.”


 - Ms HEMA RAVICHANDAR, Senior VP (HR), Infosys Technologies

Recruitment Strategies
Elements of Strategy
Identifying and prioritizing jobs
Candidates to target
Performance level required
Experience level required
Category of the candidate

Types of Strategy
H e a d H u n tin g
E m p lo ye r B ra n d in g
 Head Hunting

N
 Employer Branding
The image projected by the employer through
his behaviours, attitudes and actions.
Recruitment Policy
Components: -
Recruitment services of consultants
Recruitment of temporary employees
The job descriptions
The terms and conditions of the employment
To aid and encourage employees in realizing
their full potential.
Transparent, task oriented and merit based
selection.
Weight age during selection given to factors
that suit organization needs.

Factors which affect: -
Organizational objectives
Personnel policies of the organization and its
competitors.
Government policies on reservations.
Preferred sources of recruitment.
Need of the organization.
Recruitment costs and financial implications.
E - Recruitment
According to a study by NASSCOM – “Jobs is
among the top reasons why new users will
come on to the internet, besides e-mail.”
There are more than 18 million résumé’s
floating online across the world.
By 2010, expenditure on Internet-based
recruiting will be $ 16 billion - Forrester
Research Institute.
96% of all companies will use the Internet for
their recruitment needs.
In the U.S., some companies claim 30% of new
hires are from the Internet and 77% of
Internet users who are seeking a change, use
the Net to do so.
Advantages
Lower costs to the organisation. Also, posting
jobs online is cheaper than advertising in the
newspapers.
No intermediaries.
Reduction in the time for recruitment (over 65
percent of the hiring time).
Facilitates the recruitment of right type of
people with the required skills.
Improved efficiency of recruitment process.
Gives a 24*7 access to an online collection of
resumes.
Disadvantages
Screening and checking the skill mapping and
authenticity of million of resumes is a
problem and time consuming exercise for
organisations.
There is low Internet penetration and no access
and lack of awareness of internet in many
locations across India.
Organisations cannot be dependant solely and
totally on the online recruitment methods.
In India, the employers and the employees still
prefer a face-to-face interaction rather than
sending e-mails.
Recruitment v/s Selection
Positive Process. N e g a tive Pro ce ss.
Basic Purpose – To B a sic Pu rp o se – To
create a talent pool ch o o se th e rig h t
of candidates. ca n d id a te s.
Concerned with C o n ce rn e d w ith
tapping Human se le ctin g m o st
Resource. su ita b le ca n d id a te .
No contract C o n tra ct
established. e sta b lish e d .
Types of Job Seekers
Quid Pro Que

I will be with you

I will do you what you

want

Where do you want me

to come
Recruitment Management
Systems
Features & Benefits
Structure and systematically organize the
entire recruitment processes.
Recruitment management system facilitates
faster, unbiased, accurate and reliable
processing of applications from various
applications.
Helps to reduce the time-per-hire and cost-per-
hire.
Offers tolls and support to enhance
productivity, solutions and optimizing the
recruitment processes to ensure improved
ROI.
Continued…
Recruitment management system maintains an
automated active database of the applicants
facilitating the talent management and
increasing the efficiency of the recruitment
processes.
Recruitment management system provides and
a flexible, automated and interactive
interface between the online application
system, the recruitment department of the
company and the job seeker.
Recruitment management system helps to
incorporate and integrate the various links
like the application system on the official
Example – RecruitOffice
DB
Specifications of RMS
Applicant Profiles A ctivity S ta tistics
Applicant Status R e cru ite r
History S ta tistics
Web-based S o u rce S ta tistics
Reference and R e q u isitio n
Background A n a lysis
Checks
C o st A n a lysis
Multiple
Routing, Status
Requisitions per and Reject
Applicant Tracking
Job Descriptions Custom Reports

ROI on Recruitment
To get Max. ROI….
Clear definition of the results to be achieved from
recruitment.
Developing methods and ways measuring the
results like the time – to – hire, cost-Per-Hire and
effectiveness of the recruitment source etc.
Estimating the costs associated with the
recruitment project
Estimating the tangible and intangible benefits to
the organization including the payback period of
the recruitments.
Providing and ensuring proper training and
development of the recruitment professionals.
Recruitment Process
Outsourcing
"Recruitment Process Outsourcing is when a
provider acts as a company's internal
recruitment function for a portion or all of its
jobs. RPO providers manage the entire
recruiting/hiring process from job profiling
through the on-boarding of the new hire,
including staff, technology, method and
reporting. A properly managed RPO will
improve a company's time to hire, increase
the quality of the candidate pool, provide
verifiable metrics, reduce cost and improve
governmental compliance.”
 - Recruitment Process Outsourcing Association
Advantages:
RPO
Flowchar N

t Y

N
 Recruitment Trends in
KPO
By 2010, Indian KPO sector is estimated to
have 71 percent share of the global KPO
sector.
The industry currently employees more than
1,60,000 employees and are expected to
grow to 250,000 employees by 2010 (as
estimated by NASSCOM).
The qualities looked for in candidates are:
Business acumen , Strong analytical and
quantitative skills, Flair for research, eye for
detail etc.
The final rounds consists of: Aptitude tests,
HR Challenges in
Recruitment
Adaptability to globalization

Lack of motivation

Process analysis

Strategic prioritization
Story of a successful HR
Manager
 One day while walking down the street a highly successful Human
Resources Manager was tragically hit by a bus and she died. Her soul
arrived up in heaven where she was met at the Pearly Gates by St. Peter
himself.
 "Welcome to Heaven," said St. Peter. "Before you get settled in
though, it seems we have a problem. You see, strangely enough, we've
never once had a Human Resources Manager make it this far and we're
not really sure what to do with you."
 "No problem, just let me in," said the woman.
 "Well, I'd like to, but I have higher orders. What we're going to do
is let you have a day in Hell and a day in Heaven and then you can
choose whichever one you want to spend an eternity in.“
 "Actually, I think I've made up my mind, I prefer to stay in
Heaven", said the woman
 "Sorry, we have rules..."
 And with that St. Peter put the executive in an elevator and it went
down-down-down to hell.
 The doors opened and she found herself stepping out onto the
putting green of a beautiful golf course. In the distance was a country
club and standing in front of her were all her friends - fellow executives
that she had worked with and they were well dressed in evening gowns
and cheering for her. They ran up and kissed her on both cheeks and
they talked about old times. They played an excellent round of golf and
at night went to the country club where she enjoyed an excellent steak
She met the Devil who was actually a really nice guy (kind
of cute) and she had a great time telling jokes and
dancing. She was having such a good time that before
she knew it, it was time to leave. Everybody shook her
hand and waved goodbye as she got on the elevator.
The elevator went up-up-up and opened back up at the

Pearly Gates and found St. Peter waiting for her.

"Now it's time to spend a day in heaven," he said. So she

spent the next 24 hours lounging around on clouds and

playing the harp and singing. She had great time and
before she knew it her 24 hours were up and St. Peter
came and got her.
"So, you've spent a day in hell and you've spent a day in

heaven. Now you must choose your eternity,"

The woman paused for a second and then replied, "Well, I

never thought I'd say this, I mean, Heaven has been

really great and all, but I think I had a better time in
Hell."
So St. Peter escorted her to the elevator and again she

went down-down-down back to Hell.

When the doors of the elevator opened she found
herself standing in a desolate wasteland covered in
garbage and filth. She saw her friends were
dressed in rags and were picking up the garbage
and putting it in sacks.
The Devil came up to her and put his arm around

her.
"I don't understand," stammered the woman,

"yesterday I was here and there was a golf course

and a country club and we ate lobster and we
danced and had a great time. Now all there is a
wasteland of garbage and all my friends look
miserable.“


 The Devil looked at her smiled and

told.......
"Yesterday we were
recruiting you, today
you're an Employee”
“Love Your Job but
never fall in love
with your company,
because you never
know when the
company stops
loving you.”
 - Mr. Narayana
Murthy, Ex CEO &
Chairman, Infosys Ltd.


Thank You