SUBMITTED BY: MEHREEN TANWEER SOBIA RIZVI YUMNA HAMEED

The recruitment budget is always connected with the number of planned and unplanned vacancies in the next year.

 The HR Recruiters should be able to set the expected costs

of the HR Marketing activities. The recruitment budget also covers other costs like the Background Check. The experienced HR Recruiter can manage whole HR Team to deliver the necessary inputs to set the recruitment budget correctly. The cost of promotional activities should be known. The fees for the recruitment software and recruitment website fees should be added.

 Advertisement through public address system: Radio,

Television Sending SMS Use of social networking sites Job Fairs, Job Application Banners, Pamphlets & Hoardings.

The methods of recruitment open to a business are often categorized into: Internal recruitment is when the business looks to fill the vacancy from within its existing workforce. External recruitment is when the business looks to fill the vacancy from any suitable applicant outside the business.

Human Resource Planning

Alternatives to Recruitment
Human Resource Planning

Internal Sources

External Sources

Internal Methods

External Sources

Recruited Individuals
7

 Outsourcing Contingent Workers Professional Employer

Organizations (Employee Leasing) Overtime

 Job Posting Job Bidding Employee Referrals

Advantages

Disadvantages

Cheaper and quicker to recruit Limits the number of potential applicants People already familiar with the business and how it operates Provides opportunities for promotion with in the business can be motivating Business already knows the strengths and weaknesses of candidates 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

If internal strategies are widely used by an organization, then the majority of outside recruitment only takes place for lower level jobs, which then serve as an entry point into that organization. The disadvantage of these internal strategies is that vacancies often will attract applications from staff that are clearly not qualified or unsuitable for the position, even though they may be otherwise thought of as valued employees. How to manage potential 'fall out' and sustain staff morale in the face of unsuccessful job applications needs to be managed carefully by the organization.
if person is not suitable (qualifications, experience, character etc) but is merely a friend/relative (nepotism) of the current employee. Favoritisms, potential request for unreasonable favor in return.

Advantages Outside people bring in new ideas Larger pool of workers from which to find the best candidate

Disadvantages Longer process More expensive process due to advertisements and interviews required

People have a wider range of experience Selection process may not be effective enough to reveal the best candidate

 The External Recruitment Channels are the

channels used to communicate job vacancies to the public audience.

These sources are suitable for the job position, which

are confidential and cannot be announced internally to employees.

 Walk ins are those who

arrive at the Hr dept in search of a job.

write-ins are those who

send a written inquiry.

Both the groups submit an

application blank.

 In order to attract a broad pool of talent from which

to select the best candidate the Co. advertise. Ads are placed in newspapers, professional journals, internet etc. Cos make sure that their advertising isn't putting off suitable candidates. Ad design and media selection can be evaluated by monitoring the quality and quantity of responses.

Advantages of Advertisements Provides access to thousands of candidates, all over the world. New online technologies can pre-screen, test and rank candidates before a recruiter sees them.

Disadvantages:
It may take time researching best locations to display

legal action can be taken against employers if discriminatory ads are published.

Employers use recruitment agencies for their

specialist knowledge and access to a database of talented candidates.

Advantages agencies provide access to large number of suitable qualified candidates in specific sectors they will do many of the routine recruitment tasks such as screening applicants
Disadvantages agencies may select inappropriate candidates agency staff may not implement an organization's ethos or reflect its diversity and inclusion policies

 process of recruiting graduates through

recruitment fairs at universities Advantages provides access to large numbers of graduates.

offers an opportunity to promote an

organization, sector or profession Disadvantages can be costly and time consuming

limited to a small proportion of universities

as too costly to cover them all

Representative of the org

Persuades the candidate

To apply for the job

 The rep provides information about the

company
Also clarify the doubts of the candidates.

 Way of advertising Equip the employee with company cards Useful if effectively cards being handed out to eligible

candidates

 Sponsoring events where the candidates you are

seeking attend to.

Advertise your company to attract candidates. Let them know that your company knows what the

participants are looking for.

Most Qualified Or Experience d Staff Leave The Company

 They might have left for a change or for higher pay. Tell them if they are not satisfied..You will always

appreciate the old ones.

Reduces training cost and time on newly hired

employee.

 Advertising job vacancy through any vehicle

Few liners written on the vehicle about the job The vehicle moves around the city